ABSTRACT
RESUMEN El presente estudio tuvo como objetivo analizar la activación de información estereotípica en contextos de selección de personal. Las hipótesis fueron contrastadas mediante un diseño experimental 2 (sexo del aplicante) x 2 (atractivo del aplicante) x 2 (sexo de la persona reclutadora) en un grupo de reclutadores profesionales. Los resultados indicaron un efecto significativo tanto del sexo como del atractivo de los estímulos. Estos efectos fueron moderados por el sexo de las personas reclutadoras y parcialmente mediados por las atribuciones de calidez y habilidad. Los resultados se discuten considerando el impacto del estereotipo de "lo bello es bueno" y los estereotipos sobre los roles tradicionales asignados a cada sexo.
ABSTRACT This study aimed to analyze the activation of stereotypical information in personnel selection contexts. Hypotheses were tested via a 2 (applicant's sex) x 2 (applicant's appeal) x 2 (sex of the recruiter) experimental design among professional recruiters. Results show a significant effect of both, sex and attractiveness of the stimuli. These effects were moderated by the sex of the recruiter and partially mediated by attributions of warmth and ability. Results are discussed in the light of the impact of the "beautiful is good" effect and the stereotypes of traditional sex roles.
Subject(s)
Personnel Selection/ethics , Sex AttractantsABSTRACT
Pre-employment medical tests, considered to be a practice within the subspecialty of occupational medicine, are ordered by physicians on behalf of employers. Candidates for a job may be rejected if they are found to suffer from a condition that can be worsened by the job, or one that may put other workers at risk. As the physician who orders pre-employment tests is chosen by the employer, pre-employment tests can violate both the autonomy and the privacy of the individual. This paper discusses ethical conflicts inherent in pre-employment medical testing.
Subject(s)
Occupational Medicine/ethics , Personnel Selection/ethics , Brazil , Confidentiality/ethics , Conflict of Interest , Genetic Testing/ethics , HIV Infections/prevention & control , Humans , Mass Screening/ethics , Physician-Patient Relations/ethicsABSTRACT
El Centro Médico Nacional- Hospital Nacional es un centro de alta complejidad y considerando que el nivel de atención en centros de esta naturaleza está en relación directa con el grado de preparación científico-técnica y las cualidades éticas del personal que lo compone, surge que la selección de su personal debe basarse estrictamente en la Constitución Nacional, en las Leyes y reglamentos de la República y en los modelos de selección de personal universalmente aceptados para su óptimo funcionamiento. El reglamento general del Hospital Nacional dispone la creación, a instancias de la Junta Directiva Consultiva, del Comité de Admisión para seleccionar correctamente al personal que ingresará al Centro Médico Nacional, optimizando los servicios de la institución, eligiendo los postulantes más idóneos.
The Centro Médico nacional-Hospital Nacional is a highly complex center and considering that the level of care in centers of this nature is directly related to the degree of scientific-technical preparation and the ethical qualities of the staff that compose it, it appears that the The selection of its personnel must be strictly based on the National Constitution, the Laws and regulations of the Republic and the universally accepted personnel selection models for its optimal functioning. The general regulations of the Hospital Nacional provide for the creation, at the request of the Advisory Board of Directors, of the Comité de Admisión to correctly select the personnel who will enter the Centro Médico Nacional, optimizing the services of the institution, choosing the most suitable applicants.