模拟招聘中招聘者的性格偏向和学业成绩偏向对求职者评分影响的实证研究

发布时间：2018-06-07 23:11

本文选题：性格偏向 + 学业成绩偏向　；参考：《重庆大学》2014年硕士论文

【摘要】：随着我国经济的不断发展，生活水平的不断提高，必然要求人们的知识文化水平紧跟经济社会发展的步伐。大学扩招为此提供了可行的解决办法，然而，大学扩招所带来的每年应届毕业生的人数急剧上升，致使大学生就业成为了当前社会面临的最棘手的热门问题之一。由此，招聘、求职也就成为了当前人们讨论的最多的话题，而求职过程中的一些负面报道、不公平因素、考官的偏向等都成为了应届毕业生们最为关心，也是网络论坛中最为热门的关键词。基于此，本研究通过文献分析、问卷编制与调查、实验设计等多种方法，试图探讨在招聘过程中招聘者的用人偏向，主要考察是性格偏向和学业成绩偏向对应届毕业生求职者评分的影响。本研究有四部分的主要内容：招聘者用人偏向的存在性研究、招聘者性格偏向和学业成绩偏向对求职者评价的影响研究、岗位对有性格偏向和学业成绩偏向招聘者的决策的影响以及偏向矫正对招聘者的影响研究。本研究通过调查及实验得出以下结论：（1）在招聘过程中，招聘者的性格偏向会对求职者的评分产生影响。对与其偏向相反的求职者，有性格偏向招聘者的评分与无性格偏向招聘者的评分有显著差异。总体来说，性格外向的求职者得分比性格内向的求职者得分高。（2）招聘者的学业成绩偏向不会对求职者的评分产生影响。有学业成绩偏向的招聘者和没学业成绩偏向的招聘者他们对求职者的打分没有显著差异。总体来说，学业成绩优异的求职者得分比学业成绩普通的求职者得分高。（3）当不考虑招聘者偏向时，性格和学业成绩之间没有交互作用。当考虑招聘者偏向这一变量时，，不同招聘者对不同类型求职者的评分表现出了显著的差异。当求职者学业成绩普通时，有性格偏向的招聘者偏向于给性格外向的求职者高分，而无性格偏向的招聘者对性格内向和外向求职者的评分没有差异；当求职者学业成绩优异时，有性格偏向和无性格偏向的招聘者对性格外向和性格内向的求职者的评分均没有显著差异。（4）不管招聘者是否有学业成绩偏向，也不管求职者性格内向还是外向，所有招聘者均倾向于给学业成绩好的求职者高分。（5）招聘者的性格偏向对不同性格求职者的评分会受到岗位因素的影响。对于内向的求职者，技术岗上的得分明显高于综合管理岗；岗位的不同不会影响招聘者对不同学业成绩的求职者的评价，即不管在什么情况下，学业成绩好的求职者的得分都显著高于学业成绩普通的求职者。（6）在面对综合管理岗位的求职者时，矫正使得外偏型招聘者对求职者评价的作用显著，使其性格偏向有所降低，能够更加合理公正的对待应聘综合管理岗位的求职者，但对于技术岗为而言，矫正的作用不显著；对招聘者的学业成绩偏向进行矫正的效果不显著，学业成绩的主效应显著，学业成绩与矫正的交互作用不显著。
[Abstract]:With the development of our country ' s economy and the improvement of living standard , it is necessary to ask people ' s knowledge and culture level to follow the pace of economic and social development .

Based on this , this study tries to explore the influence of personality deviation and academic achievement preference on job applicant ' s rating by means of literature analysis , questionnaire compilation and investigation and experiment design .

The following conclusions are obtained through investigation and experiment :

( 1 ) In the process of recruitment , the personality of the job applicants will have an impact on the job seekers ' scores . In general , job seekers with personality preference scores differ significantly from those who have no personality bias . In general , job seekers with extroverted personality score higher than those who are introverted .

( 2 ) In general , job seekers with excellent academic performance scored higher scores than those of ordinary job seekers .

( 3 ) There is no interaction between personality and academic achievement when considering the preference of a job applicant . When considering the preference of a job applicant to the variable , there is a significant difference between the job seekers ' scores of different types of job seekers .
There were no significant differences in the scores between extroverted and introverted job seekers when job - seekers ' academic performance was excellent .

( 4 ) No matter whether the job applicant has academic achievement preference or whether the job applicant is introverted or extroverted , all applicants tend to score high grades of job seekers with good grades .

( 5 ) The personality of the job applicant is biased toward the job - seekers ' scores . For the introversion job - seekers , the scores of the technical posts are obviously higher than that of the comprehensive management posts ;
The difference in position does not affect the job applicant ' s evaluation of job seekers with different academic achievements , that is , the scores of job seekers with good academic performance are significantly higher than those of ordinary applicants .

( 6 ) In the face of the job seekers in the comprehensive management position , the correction causes the job seekers to have a significant role in the evaluation of job seekers , so that their character preference is reduced , and the candidates who are employed in the comprehensive management position can be treated more reasonably and fair , but the role of correction is not significant for technical posts ;
The results showed that the effect of correcting the academic achievement was not significant , the main effect of academic achievement was remarkable , and the interaction between academic achievement and correction was not significant .
【学位授予单位】：重庆大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：B849

【参考文献】