应聘者容貌吸引力与能力对模拟考官评价的影响
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摘要
本研究在查阅了国内外有关容貌吸引力相关研究的基础之上,结合人才测评中的结构化面试理论,采用实验研究法,模拟结构化的评分方法,探讨了应聘者的容貌吸引力和能力在考官评价时的影响作用及其二者之间的相互作用。
本研究主要采用实验研究法,实验材料以书面形式呈现,要求被试在书面上做答。共由三个实验构成:
实验一为应聘者能力和性别影响考官评价实验;实验二为容貌吸引力影响考官评价实验;实验三为应聘者能力影响容貌吸引力评价实验。
本研究通过三个实验得出了以下结论:
结论一:在采用结构化评分的前提下,对于男女两性都可以胜任的中性职业,应聘者的实际能力是影响考官对应聘者能力评价的主要因素。
结论二:考官会根据应聘者的实际能力和容貌吸引力推测应聘者的家庭环境。
结论三:在采用结构化评分的前提下,应聘者的容貌吸引力高低给应聘者所带来的损益有限。
结论四:不同能力水平对同样相貌的应聘者容貌令人愉悦程度的评价产生了影响。
After a comprehensive read the studies about facial attractiveness, combined the theory of structural interview, the researcher simulated the structural appraisal, in order to find the interaction effect between applicant’s facial attractiveness and competence.
The study combined with three experiments. The first was an experiment about interaction effect of applicant’s sex and competence. The second was an experiment about how the applicant’s facial attractiveness to affect the estimator’s appraise. The last was an experiment about how the applicant’s competence to affect the estimator’s appraise on applicant’s facial attractiveness.
At last the researcher got four conclusions:
First, taken the structural appraisal as precondition, the applicant’s competence was the main factor that affected the estimator’s appraise, in the career of both suited male and female.
Second, the estimator would speculate on applicant’s family environment by their competence and facial attractiveness.
Third, taken the structural appraisal as precondition, the applicant’s facial attractiveness didn’t remarkably affect the estimate they got.
Fourth, the different competence level had different effect on estimate of applicant’s facial attractiveness.
本研究主要采用实验研究法,实验材料以书面形式呈现,要求被试在书面上做答。共由三个实验构成:
实验一为应聘者能力和性别影响考官评价实验;实验二为容貌吸引力影响考官评价实验;实验三为应聘者能力影响容貌吸引力评价实验。
本研究通过三个实验得出了以下结论:
结论一:在采用结构化评分的前提下,对于男女两性都可以胜任的中性职业,应聘者的实际能力是影响考官对应聘者能力评价的主要因素。
结论二:考官会根据应聘者的实际能力和容貌吸引力推测应聘者的家庭环境。
结论三:在采用结构化评分的前提下,应聘者的容貌吸引力高低给应聘者所带来的损益有限。
结论四:不同能力水平对同样相貌的应聘者容貌令人愉悦程度的评价产生了影响。
After a comprehensive read the studies about facial attractiveness, combined the theory of structural interview, the researcher simulated the structural appraisal, in order to find the interaction effect between applicant’s facial attractiveness and competence.
The study combined with three experiments. The first was an experiment about interaction effect of applicant’s sex and competence. The second was an experiment about how the applicant’s facial attractiveness to affect the estimator’s appraise. The last was an experiment about how the applicant’s competence to affect the estimator’s appraise on applicant’s facial attractiveness.
At last the researcher got four conclusions:
First, taken the structural appraisal as precondition, the applicant’s competence was the main factor that affected the estimator’s appraise, in the career of both suited male and female.
Second, the estimator would speculate on applicant’s family environment by their competence and facial attractiveness.
Third, taken the structural appraisal as precondition, the applicant’s facial attractiveness didn’t remarkably affect the estimate they got.
Fourth, the different competence level had different effect on estimate of applicant’s facial attractiveness.
引文
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7. 李西彩.容貌对评价人(文)的影响[J].渭南师范学院学报,2002,17(8 增刊): 59- 60.
8. 刘雪屏.就业容貌歧视问题透析[J].湖北经济学院学报,2008,5(2):102.
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2. 陈晓萍.容貌“光环效应”闹剧[J].管理@人,2005,7:89.
3. 董奇.心理与教育研究方法[M].北京:北京师范大学出版社,2004.
4. 何志树,叶殷.我国高校分类体制的必要性[J].科技信息,2006,10:187-188.
5. 胡志海.大学生职业性别刻板印象的内隐研究[J].心理科学,2005,28(5): 1122- 1125.
6. 黄文忠.关于“容貌歧视”的政治经济学[J].特区经济,2003,12:54-56.
7. 李西彩.容貌对评价人(文)的影响[J].渭南师范学院学报,2002,17(8 增刊): 59- 60.
8. 刘雪屏.就业容貌歧视问题透析[J].湖北经济学院学报,2008,5(2):102.
9. 彭庆星,何伦,秦守哲.美容医学基础[J].北京:科学出版社,2000,11:276-277.
10. 舒华.心理与教育研究中的多因素实验设计[M].北京:北京师范大学出版社, 1994.
11. 孙悦博.结构化面试中评分过程影响因素的实验研究[D].吉林:吉林大学,2005.
12. 孙卓.职业性别的内隐刻板印象研究[D].开封:河南大学,2007.
13. 王春燕,张智勇.招聘:外貌不应偏见[J].中国人力资源开发,2004,5:47-49.
14. 王蕊.外貌与性别线索对选举行为的影响及其内隐机制[D].昆明:云南师范大学,2006.
15. 吴明隆.SPSS 统计应用实务[M].北京:中国铁道出版社,2000.
16. 吴继聪.容貌及其审美功能[J].中华医学美学美容杂志,2002,8(2):96.
17. 阎力.结构化面试的设计和组织[J].中国人力资源开发,2000,4:38-39.
18. 杨治良.实验心理学[M].杭州:浙江教育出版社,1998.
19. 叶奕乾,何存道,梁宁建.普通心理学[M].上海:华东师范大学出版社,1997.
20. 于泳红.大学生内隐职业偏见和内隐职业性别刻板印象研究[J].心理科学,2003, 26(4):672-675.
21. 袁慧娟,张智勇.招聘情境下内隐化相貌偏见的表达[J].北京大学学报:自然科学版,2005,41(2):303-308.
22. 张春兴.现代心理学[M].上海:上海人民出版社,1994.
23. 张文彤.世界优秀统计工具SPSS11.0统计分析教程(基础篇,高级篇)[M].北京:北京希望电子出版社,2002.
24. 张厚粲,徐建平.现代心理与教育统计学[M].北京:北京师范大学出版社,2003.
25. 张俊莉.相貌会影响面试结果吗[J].职业,2005,5:31-32.
26. 邹玉梅.容貌特征的刻板印象研究[D].上海:华东师范大学,2005.
27. Beehre T A,Gilmore D C,Applicant attractiveness as a perceived job relevant variable in selection[J].Academy of management Journal, 1982,25:607-617.
28. Benson P L,Severs D,Tagenhorst J,Loddengaard N.The social costs of obesity:A non- reactive field study[J].Social Behavior and Personality,1980,8:91-96.
29. Berry D S,McArthur L Z. Some components and consequences of a babyish face [J]. Journal of Personality and Social Psychology,1985,48:312-323.
30. Buss D M.Sex differences in human mate preferences:Evolutionary hypotheses tested in 37cultures[J].Behavioural and Brain Sciences,1989,12:1-49.
31. Cann A,Siegfried W D,Pearce L.Forced attention to specific applicant qualifications: Impact on physical attractiveness and sex of applicant biases[J].Personnel Psychology, 1981,34:65-75.
32. Carroll S J Jr.Relationship of various college graduate characteristics to recruiting decisions[J].Journal of Applied Psychology,1966,50:421-423.
33. Cash T F,Gillen B,Burns D S.Sexism and beautyism in personnel consultant decision making[J].Journal of Applied Psychology,1977,62:301-310.
34. Cash T F,Kilcullen R N.The eye of the beholder:Susceptibility to sexism and beautyism in the evaluation of managerial candidates[J].Journal of Applied social Psychology,1985,15:591-605.
35. Chaiken S.Communicator Physical attractiveness and persuasion[J].Journal of Personality and Social Psychology,1979,37:1387-1397.
36. Chen N Y, Shaffer D R,Wu ChengHuan.On physical attractiveness stereotyping in Taiwan:A revised sociocultural perspective[J].The Journal of Social Psychology, 1997,137(l):117-124.
37. Cunningham M R,Roberts A R,Barbee A P,Druen P B et al..”Their ideas of beautyare,on the whole,the same as ours”:Consistency and variability in the cross-cultural perception of female physical attractivenss[J].Journal of Personality and Social Psychology,1995,68:261-279.
38. Dickey-Bryant L,Lautenschlager G,Mendoza J L,et al. Facial Attractiveness and its relation to occupational success[J].Journal of Applied Psychology, 1986,71 (1):16-19.
39. Dion K, Bersheid E,Walster E.What is beautiful is good[J].Journal of Personality and Social Psychology,1972,24:285-290.
40. Dipboye R L,Arvey R D,Terpstra D E.Sex and physical attractiveness of raters and applicants as determinants of resume evaluations[J].Journal of Applied Psychology, 1977,4:288-294.
41. Dipboye R L,Fromkin H L,Wiback K.Relative importance of applicant sex, attractiveness, scholastic standing in evaluation of job applicant resumes[J].Journal of Applied Psychology,1975,60:39-43.
42. Eagly A H,Ashmore R D,Makhijani M G et al..What is beautiful is good ,but….A meta-analytic review of research on the physical attractiveness stereotype[J]. Psychological Bulletin,1991,110:109-128.
43. Galton F.Composite portraits[J].Journal of the Anthropological Institute of Great Britain and Ireland,1878,8:132-142.
44. Gangersted S W,Thornhill R.The evolutionary psychology of extrapair sex:The role of fluctuating symmetry[J].Evolution and Human Behaviour,1997,18(2): 69-88.
45. Gilmore D C,Beehr T A,Love K G.Effects of applicant sex,applicant physical attractiveness,type of rater, and type of job on interview decisions[J].Journal of Occupational Psychology,1986,59:103-109.
46. Grammer K,Thornhill R.Human(homo sapiens ) facial attractiveness and sexual selection:The role of symmetry and averageness[J].Journal of Comparative Psychology,1994,108:233-242.
47. Gross A,Crofton C.What is good is beautiful[J].Sociometry,1977,40:85-90.
48. Heilman M E, Saruwatari L R,When beauty is beastly:The effects of appearance and sex on evaluations of job applicants for managerial and non-managerial jobs[J]. Organizational Behavior and Human Performance,1979,23:360-372.
49. Heilman M E,Stopeck M H.Attractiveness and corporate success: Different causal attributions for males and females[J].Journal of Applied Psychology, 1985a,70 (2): 379-388.
50. Heitman M E,Stopeck M H.Being attractive, advantage or disadvantage? Performance- based evaluations and recommended personnel actions as a function of appearance,sex, and job type[J].Organizational Behavior and Human Decision Processes,1985b,35 (21):202-215.
51. Hildebrandt K A,Fitzgerald H E.Adults' perceptions of infant sex and cuteness[J]. Sex Rores,1979,5:471-481.
52. Ilkka R J.Applicant appearance and selection decision making: Revitalizing employment interview education[J].Business Communication Quarterly,1995, 58(3): 11-18.
53. Keating C F.Gender and the physiognomy of dominance and attractiveness[J].Social Psychology Quarterly,1985,48:61-70.
54. Kowner R.Effects of social deviance labels on judgements of facial attractiveness: A comparison of labelling procedures using Japanese raters[J].International Journal of Psychology,1998,33(1):1-16.
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