Managerial selection decision models: Examination of configural cue processing

Abstract

Evaluation of applicants for middle- and upper-level managerial positions and recommended starting salaries were examined in a sample of 44 male and 24 female line and staff managers. We postulated hypotheses that (a) managers would use job-relevant and job-irrelevant variables in evaluation of applicants, (b) the managers' selection decision models would involve configural cue processing, (c) managers' demographic characteristics would affect their evaluations of applicants for managerial positions, and (d) applicant sex and race would affect starting salary recommendations, after controlling for human capital variables. Subjects viewed videotaped presentations by 16 applicants and evaluated them for the job for which they were applying. Variables of applicant age, sex, race, experience, education, and level of job for which applying were manipulated. The results supported four of the five hypotheses. Job-irrelevant variables were used heavily in selection decisions, and decision models were complex, with multiple interactions among the decision cues. Subject demographic characteristics were the strongest predictors of starting salary recommendations. (PsycInfo Database Record (c) 2025 APA, all rights reserved)