By analyzing 47 articles on lookism of employees in Hospitality-Tourism workplaces published up to March 2023 in hospitality and non-hospitality journals, this study provides a systematic review of lookism and synthesizes the findings into a multilevel conceptual framework of its antecedents and consequences. Findings indicate factors at the individual-, job-, organizational- and institutional-level are antecedents to lookism of employees and job candidates, with stigmatization, prejudice and stereotypes, gendered job context, aesthetic labor and Human Resource Management practices emphasizing aesthetic labor and physical appearance requirements, and a lack of anti-discrimination legislation respectively influencing lookism. While we find “institutionalized lookism” and “individualized lookism” operate at the individual and organizational levels, in the absence of institutionalized lookism, individualized lookism can still manifest because of the prejudices and stereotypes held by hiring managers and recruiters. Reduced applicant hireability, and other career outcomes, job attitudes, and psychological and health outcomes are employee-level consequences of lookism.

中文翻译：

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酒店和旅游工作场所的 Lookism：多层次的审查和研究议程


通过分析截至 2023 年 3 月在酒店和非酒店期刊上发表的 47 篇关于酒店旅游工作场所员工外表歧视的文章，本研究对外表歧视进行了系统评价，并将研究结果综合到其前因和后果的多层次概念框架中。研究结果表明，个人、工作、组织和机构层面的因素是员工和求职者外表主义的前因，污名化、偏见和刻板印象、性别化的工作环境、审美劳动和强调审美劳动和外表要求的人力资源管理实践，以及缺乏反歧视立法分别影响了外表主义。虽然我们发现“制度化的外表主义”和“个体化的外表主义”在个人和组织层面起作用，但在没有制度化的外表主义的情况下，由于招聘经理和招聘人员持有的偏见和刻板印象，个体化的外表主义仍然会表现出来。求职者可招聘性降低，以及其他职业结果、工作态度以及心理和健康结果是外观主义的员工层面后果。