企业人才招聘中肥胖体型刻板印象对录用意向的影响研究

发布时间：2018-10-15 07:21

【摘要】：肥胖体型刻板印象是人们对身材肥胖者群体所持有的固有观念。已有研究显示,社会上较普遍地存在对体型肥胖者负面的刻板印象。本研究重点关注以下两点:一是在企业人才招聘过程中,人力资源管理人员是否同样存在对肥胖体型者的刻板印象,二是这种刻板印象是否对人员的录用产生影响。因此本研究分两部分进行。研究一由两部分构成,分别对招聘人员的内隐和外显肥胖体型刻板印象进行了测量。第一部分依次运用自由联想法、K-B法和Gardner法探究企业人力资源管理人员对体型肥胖者外显刻板印象的内容、强度以及不同性别被试是否存在差异。第二部分运用自编的刻板印象解释偏差(SEB)问卷,对企业人力资源管理人员146人进行肥胖体型内隐刻板印象的测量,探究肥胖体型内隐刻板印象的存在性和性别差异。研究二通过对招聘网站的搜索选出10个企业需求量较高或应聘者较多的岗位,邀请34名不参加实验的人力资源管理人员选出对体型要求得分最低的岗位——会计,之后选取64名人力资源管理人员对同一份简历内容、不同性别、不同体型的虚拟应聘者进行筛选,对是否录用该名应聘者进行打分,进一步探讨人力资源管理人员在对应聘人员进行简历筛选时,其招聘意向是否受到肥胖体型刻板印象的影响。研究发现:1.企业人力资源管理人员对体型肥胖者,无论是从外显层面还是内隐层面都持有负面的刻板印象。且男性相较女性强度更大。2.企业人力资源管理人员在简历筛选过程中会受到肥胖体型刻板印象的影响。女性肥胖者被录用的可能性明显低于肥胖男性应聘者及正常体型应聘者,但男性肥胖者被录用的可能性与体型正常者没有显著差异。综上,在企业人力资源管理人员中普遍存在负面的肥胖体型刻板印象,这种负面的刻板印象对人员录用的公平性产生了严重的消极影响。
[Abstract]:Obesity stereotype is a stereotype of obese people. Studies have shown that negative stereotypes of obese people are more prevalent in society. This study focuses on the following two points: one is whether human resource managers have the same stereotype of obese body type in the process of recruitment, the other is whether this stereotype has an impact on the recruitment of personnel. Therefore, this study is divided into two parts. The first study consists of two parts, measuring the implicit and explicit obesity stereotype of recruiters. The first part uses the free association method, K-B method and Gardner method in turn to explore the content, intensity and gender difference of the explicit stereotype of the human resource managers. The second part uses the self-made stereotype interpretation deviation (SEB) questionnaire, carries on the obesity body implicit stereotype measurement to the enterprise human resources manager 146 people, explores the obesity body shape implicit stereotype existence and the gender difference. In study 2, 10 jobs in higher demand or more applicants were selected by searching for recruitment sites, and 34 human resource managers who did not participate in the experiment were invited to select the position with the lowest score for body size-accounting. After that, 64 human resources managers were selected to screen virtual candidates with the same resume content, different gender and different sizes, and to rate whether to employ the candidate. To further explore whether the recruitment intention of HR managers is influenced by the stereotype of obesity in the selection of candidates. The results are as follows: 1. Human resource managers hold negative stereotypes about obese people, both explicit and implicit. And men are more intense than women. 2. 2. Corporate human resources managers are influenced by obesity stereotypes during resume screening. Female obese persons were significantly less likely to be employed than obese male candidates and normal body candidates, but there was no significant difference between obese male candidates and normal body type candidates. In summary, there is a negative stereotype of obesity in human resource managers, which has a serious negative impact on the fairness of hiring.
【学位授予单位】：内蒙古师范大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：B842

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