摘要
本研究结合企业人员选拔的递进环节,按照简历筛选、面试评分、最终决策三个逻辑层面设计实验:实验1,采用2×2×2混合设计,探讨无偏见证明及自我监控水平对招聘中相貌偏见的影响;实验2,采用2×2实验设计,考察认知风格对面试评分的影响,试图揭示面试评分中晕轮效应的发生机制;实验3,采用2×2设计,试图探讨不同内隐人格观的评委对框架效应的识别。本研究旨在揭示内隐认知对人员选拔决策过程的影响机制。
The research proceeded in close connection with recruiting in enterprises. Three experiments were designed according to three phaces： screening resume, in scoring interview and final decision; Experiment One aimed to explore how non-prejudice credential, self-monitoring and gender affected resume-screening Experiment Two used two independent variables, situation intension and cognition style, to study how these variables made an impression on scoring in interview; Experiment Three explored the the distinction of the framework effect made by jurors hose attitudes of implicit personality were different. These researches were to explore how implicit cognition progress affected recruitments. They could help recruiters avoid the negative effects, and help them hire their employees accurately and fairly.
出处
《心理科学》
CSSCI
CSCD
北大核心
2008年第5期1218-1221,共4页
Journal of Psychological Science
基金
教育部人文社会科学"人员选拔中的内隐影响机制研究"项目成果(项目批准号:06JAXLX013)
暨南大学"人才引进"社科类资助项目
作者简介
通讯作者：刘耀中。E-mail：liuyaozhong518@163.com
