Publication
Emotional salary: what impact does it have when evaluating job offers? contribution from the stereotype content model
| dc.contributor.author | Gomes, Alexandra | |
| dc.contributor.author | Vieira dos Santos, Joana | |
| dc.contributor.author | Silva, Brianne | |
| dc.contributor.author | Gonçalves, Ianka | |
| dc.date.accessioned | 2025-12-30T14:12:46Z | |
| dc.date.available | 2025-12-30T14:12:46Z | |
| dc.date.issued | 2025-11-19 | |
| dc.description.abstract | This study investigated the impact of emotional salary cues in job advertisements on perceptions of organizational warmth and competence, as well as intentions to respond to the advertisement. Two groups of participants (n =132) were randomly assigned to evaluate either a traditional job advertisement or one with emotional salary components. Participants rated the advertisements on warmth and competence dimensions and indicated their intention to respond. A univariate analysis of variance was conducted to examine the interaction between warmth and competence across conditions. A significant interaction between warmth and competence in influencing the intention to respond to job advertisements was found (F(2, 128) = 10.434, p < .001, ηp 2 = .143). Advertisements featuring emotional salary components were associated with a narrower range of responses between competence and warmth measures. The inclusion of emotional salary elements led to a slight increase in the intention to respond to the advertisement, though the effect was modest. The findings support the applicability of the Stereotype Content Model to organizational contexts in job advertisements. Emotional salary cues may contribute to a more balanced perception of organizations, addressing both warmth and competence dimensions simultaneously. While these cues can positively influence job seekers' perceptions, they may not be sufficient alone to dramatically alter application behaviors. Future research should explore specific emotional salary components and their long-term effects on job satisfaction and retention. | eng |
| dc.identifier.doi | 10.5093/jwop2025a16 | |
| dc.identifier.issn | 1576-5962 | |
| dc.identifier.issn | 2174-0534 | |
| dc.identifier.uri | http://hdl.handle.net/10400.1/28023 | |
| dc.language.iso | eng | |
| dc.peerreviewed | yes | |
| dc.publisher | Colegio Oficial de la Psicologia de Madrid | |
| dc.relation.ispartof | Journal of Work and Organizational Psychology | |
| dc.rights.uri | http://creativecommons.org/licenses/by-nc-nd/4.0/ | |
| dc.subject | Emotional salary | |
| dc.subject | Stereotype content model | |
| dc.subject | Job selection | |
| dc.title | Emotional salary: what impact does it have when evaluating job offers? contribution from the stereotype content model | eng |
| dc.type | journal article | |
| dspace.entity.type | Publication | |
| oaire.citation.endPage | 141 | |
| oaire.citation.issue | 3 | |
| oaire.citation.startPage | 135 | |
| oaire.citation.title | European Journal of Work and Organizational Psychology | |
| oaire.citation.volume | 41 | |
| oaire.version | http://purl.org/coar/version/c_970fb48d4fbd8a85 | |
| person.familyName | Gomes | |
| person.familyName | Vieira dos Santos | |
| person.givenName | Alexandra | |
| person.givenName | Joana | |
| person.identifier | 1731317 | |
| person.identifier.ciencia-id | 3A14-D1A0-F0CF | |
| person.identifier.ciencia-id | 3B11-64C6-2B4C | |
| person.identifier.orcid | 0000-0003-1277-6730 | |
| person.identifier.orcid | 0000-0003-2612-8056 | |
| person.identifier.scopus-author-id | 55938866800 | |
| relation.isAuthorOfPublication | 58b05c4a-017d-438e-ab81-0aefc5043f3a | |
| relation.isAuthorOfPublication | 8f650e6b-87f2-442b-93ff-ff5ba8f7dca7 | |
| relation.isAuthorOfPublication.latestForDiscovery | 58b05c4a-017d-438e-ab81-0aefc5043f3a |