The "beauty is beastly" effect, in which physically attractive females are held at a disadvantage in selection for male sex-typed jobs, is often cited in the physical attractiveness bias research, but has rarely ever been replicated. This study addresses the issue of stimulus sampling, a key shortcoming in previous attractiveness research. Using a large sample of photographic stimuli, as well as a larger number of jobs than is usually used in such research, this study replicates the effect and demonstrates that it is more reliably driven by the extent to which physical appearance is seen as important for a given job, rather than a job's sex-type.

While existing literature on leadership articulates the importance of leader emotion, there has been little attention to the potential roles of more specific emotions. The current paper examined the effect of leader emotion on evaluations of leadership in the context of a product recall. In particular, this research examined how the expression of anger and sadness influences how effective a leader is perceived to be in times of crises. This was done by manipulating the emotion of the leader, as well as the response of the leader. The results revealed that a leader expressing either sadness or anger/sadness was evaluated more favorably than a leader expressing anger. Furthermore, a leader accepting responsibility for the crisis was evaluated more favorably than a leader not accepting responsibility.

This study examined the influence of mentor matching on job attitudes and the extent to which this relationship was mediated by the amount of gay-specific mentor functions gay and lesbian workers receive and further influenced by the centrality of a gay or lesbian individual's sexual identity. Results revealed that gay and lesbian proteges with gay mentors reported greater job satisfaction and job involvement than those with heterosexual mentors, who in turn, reported greater job satisfaction and job involvement than gay and lesbian workers with no mentors. Having a mentor, regardless of whether the mentor was gay or heterosexual, however, did not appear related to gay and lesbian workers' organizational commitment. No support was found for the proposed mediator and moderator variables. Implications for future research are discussed.

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