Perceptions of facial dominance,trustworthiness and attractiveness predict managerial pay awards in experimental tasks |
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| Institution: | 1. School of Psychology, University of Western Australia, Perth, Australia;2. Division of Psychology, School of Social and Health Sciences, Abertay University, Dundee, Scotland, United Kingdom;3. Institute of Neuroscience and Psychology, University of Glasgow, Glasgow, Scotland, United Kingdom;1. Erasmus School of Law, The Netherlands;2. Rotterdam School of Management, The Netherlands;1. School of Hotel Administration, Cornell University, Ithaca, NY 14853-6901;2. School of Business Administration, University of Miami, Coral Gables, FL 33124-9145;1. Jepson School of Leadership Studies, 28 Westhampton Way, University of Richmond, VA 23173, USA;2. Social and Organisational Psychology Group, VU University Amsterdam, Van der Boechorststraat 1, 1081 BT Amsterdam, Netherlands;3. Institute for Cognitive and Evolutionary Anthropology, University of Oxford, UK;1. George Mason University, School of Business, MSN 5F5, 4400 University Drive, Fairfax, VA 22030-4444, USA;2. Hong Kong Baptist University, Kowloon, Hong Kong;3. Xiamen University, Xiamen, Fujian, China |
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| Abstract: | Positive associations between physical attractiveness and employee reward are well-documented within the organisational literature. Although the impact of facial cues to trustworthiness and dominance on a number of social outcomes has been established outside of the workplace, the extent to which they, in addition to attractiveness, affect pay at different managerial levels is yet to be investigated. This paper presents research into this issue using a face payment task for shop floor managers (Retail Managers) and senior managers (Heads of Retail Operations). Evaluations indicated that all three facial cues were positively associated with awarded pay at both managerial levels. Moreover, attractiveness had a significantly stronger link with shop-floor managers' than senior managers' pay, whereas perceived trustworthiness and perceived dominance had significantly stronger links with pay for senior managers than shop-floor managers. It further emerged that women were paid more in this experimental task where pay was awarded solely based on facial features and that the facial features were more predictive of women's than men's pay. Awareness of the role of physical cues in pay awards can be considered by organisations to reduce biases in remuneration. |
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