隐性裙带关系对招聘面试的影响

发布时间：2018-10-31 12:34

【摘要】：面试是组织招聘和选拔人才的最重要的手段,几乎为所有组织所采用。然而,作为一个面试者和应聘者双方的人际互动过程,面试难免受到各种各样因素的影响,而导致种种误差。目前国内的相关研究主要集中于一些显性指标,研究方法也多以问卷调研为主,缺少探询隐性指标的实验研究。本研究在相关研究结论的基础上,以自我相似面孔作为隐性裙带关系的指标,模拟某跨国企业管理培训生的招聘面试情境,以探求隐性裙带关系对招聘面试的影响。研究共包括三部分：一、问卷。对被试进行一个包含9个问题的7点量表调查,以检验其在显性指标上对招聘面试相关问题的判断。结果发现被试在显性裙带关系上并未表现出明显的偏好,并且对于面试的公平性持乐观态度。二、实验一。通过面孔评价实验,探询隐性裙带关系对面试者给应聘者在职业形象、事业心、领导力和录用决策四个维度上的评分的影响；同时也研究了性别的影响。结果发现被试在职业形象、领导力和录用决策四个维度上均表现出显著的对隐性裙带关系的偏好,同时这种偏好也存在显著的性别差异。三、实验二。通过相同的实验范式,探询隐性裙带关系对应聘者在面试者公平性、面试信心和被录用可能三个维度上的评分的影响。结果发现被试在所有三个问题上均表现出显著的对隐性裙带关系的偏好,且存在显著性别差异。
[Abstract]:Interviews are the most important means of organizing recruitment and selection, and are used by almost all organizations. However, as an interactive process between interviewee and interviewee, the interview is inevitably influenced by various factors, resulting in various errors. At present, the domestic related studies mainly focus on some dominant indicators, and the research methods are mainly questionnaire research, and lack of experimental research to explore the hidden indicators. On the basis of the relevant research conclusions, this study uses self-similar face as the index of recessive nepotism, simulates the interview situation of the management training students in a multinational enterprise, in order to explore the influence of the recessive nepotism on the recruitment interview. The research consists of three parts: first, questionnaire. The subjects were investigated with a 7-point scale with 9 questions to test their judgment of the questions related to the job interview on the dominant index. The results showed that the subjects did not show obvious preference for dominant nepotism and were optimistic about the fairness of the interview. Second, experiment one. Through the face evaluation experiment, this paper explores the influence of recessive nepotism on the interviewees' scores on the four dimensions of career image, career ambition, leadership and employment decision, as well as the influence of gender. The results showed that the subjects showed significant preference for recessive nepotism in the four dimensions of career image, leadership and employment decision, and there were significant gender differences in this preference. Third, experiment two. Through the same experimental paradigm, this paper explores the influence of recessive nepotism on the interviewees' scores in three dimensions: fairness, confidence in interview and the possibility of being hired. The results showed that the subjects showed a significant preference for recessive nepotism on all three issues and there were significant gender differences.
【学位授予单位】：华东师范大学
【学位级别】：硕士
【学位授予年份】：2011
【分类号】：C913.2

【相似文献】