面试中的晕轮效应研究
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摘要
人员选拔是人力资源管理的重要内容,通过人员的有效选拔,为组织供应各方面的人才,实现组织的良好发展,然而人员选拔过程中不可避免的会出现很多评价偏见,晕轮效应就是一个不可忽视、又无处不在的评价偏见。文章重点研究面试中的晕轮效应及其影响因素。研究分为三个试验,分别研究评分程序、评价者与评价对象性别、预期决策重要性对晕轮效应的影响。试验一采用单因素试验设计,探索不同评分程序对晕轮效应的影响,实验二采用2(评价者性别)×2(评价对象性别)的试验设计,探索评价者性别与评价对象性别对晕轮效应的影响,试验三采用2(预期决策重要性)×2(评价对象)两因素设计实验设计,探索预期决策重要性对晕轮效应的影响。研究结果证实,1、不同评分程序对晕轮效应的影响存在显著的差异。三种程序相比,匿名式最能降低晕轮效应,是一种较为科学的评价方式。2、与男性评价者相比,女性评价者更不易受晕轮效应的影响。男性对女性或者女性对男性的稳定的特性导致评价者性别和评价对象性别在晕轮效应的影响上存在显著的交互效应。3、在面试决策中,高预期决策重要性情况下,评价者评价时产生更小的晕轮效应。预期决策重要性和评价对象变量(选中/未选中)在晕轮效应的影响上存在显著的交互效应。
The recruitment is an important aspect of human resources management,the effective recruitment can supply all aspects of talent for organizing and achieve the sound development of organizations.But the process of recruitment will be the inevitable lot of the evaluation bias,halo effect is a non - neglect and pervasive bias in the valuation.The article focuses on the halo effect in interview and its influencing factors.The study is divided into three experiments to study the influence of rating process,evaluators' gender and evaluation of objects' gender,the future choice importance on the halo effect.In experiment one,we used one independent variable: Rating procedures to explore how the variable made the influence on halo effect of scoring.In experiment two,we used two independent variables:evaluators' gender and objects' gender to explore how these variables made the influence on halo effect of rating.In experiment three,we used two independent variables:future choice importance and evaluation of objects to explore how these variables made the influence on halo effect of decision.The results confirmed that the influence of different rating procedures on halo effect had a significant difference.Compared three types of procedures,anonymous type can reduce the halo effect and is a more scientific evaluation type.Compared with male evaluator,women evaluator was little prone to halo effects.The stable characteristics of male to female or female to male lead a significant interaction effect within the evaluators' and evaluation of objects' gender on halo effect.Decision in the interview,in the future choice importance circumstances,the evaluators had a smaller halo effect.And there was a significant interaction effect within future choice importance and objects variables(selected / no selected) on halo effect.
The recruitment is an important aspect of human resources management,the effective recruitment can supply all aspects of talent for organizing and achieve the sound development of organizations.But the process of recruitment will be the inevitable lot of the evaluation bias,halo effect is a non - neglect and pervasive bias in the valuation.The article focuses on the halo effect in interview and its influencing factors.The study is divided into three experiments to study the influence of rating process,evaluators' gender and evaluation of objects' gender,the future choice importance on the halo effect.In experiment one,we used one independent variable: Rating procedures to explore how the variable made the influence on halo effect of scoring.In experiment two,we used two independent variables:evaluators' gender and objects' gender to explore how these variables made the influence on halo effect of rating.In experiment three,we used two independent variables:future choice importance and evaluation of objects to explore how these variables made the influence on halo effect of decision.The results confirmed that the influence of different rating procedures on halo effect had a significant difference.Compared three types of procedures,anonymous type can reduce the halo effect and is a more scientific evaluation type.Compared with male evaluator,women evaluator was little prone to halo effects.The stable characteristics of male to female or female to male lead a significant interaction effect within the evaluators' and evaluation of objects' gender on halo effect.Decision in the interview,in the future choice importance circumstances,the evaluators had a smaller halo effect.And there was a significant interaction effect within future choice importance and objects variables(selected / no selected) on halo effect.
引文
[1]王德友.人员选拔决策中内隐认知机制的实验研究[D].暨南大学硕士论文,2007.5
[2]崔诣晨.内隐人格观对社会信息加工模式的影响[D].西北师范大学硕士论文,2004.5
[3]付韬.基于消费者自我表达品牌个性的晕轮效应的研究[D].吉林大学硕士论文,2007.4
[4]张帆,刘浩.市场营销中的晕轮效应分析[J].商业研究,2004(20)
[5]侯春在.晕轮效应:教师评价行为中的态度误区[J].教育科学,2001.11
[6]朱耘.2005中国企业招聘现状调查报告[DB/OL].[2005-6].http://www.chinahrd.net/guanli_gj/listinfo.asp?articleid=26126
[7]Berman,J.S.,& Kenny,D.A.Correlational bias in observer ratings.Journal of Personality and Social Psychology,1976,34:263-273.
[8]Bob T.W.Wu.The Halo Effect in Store Image Measurement.Journal of the Academy of Marketing Science,1987,15,(3):044-051.
[9]Boster,F.J.,Fediuk,T.A.,Kotowski,R.The effectiveness of an altruistic appeal in the presence and absence of favors.Communication Monographs,2001,68:340-346.
[10]Cooper,W.H.Ubiquitous halo.Psychological Bulletin,1981,90:218-244.
[11]Edgar O' Neal.Influence of Future Choice Importance and Arousal upon the Halo Effect.Integrative Physiological & Behavioral Science,July-September 2005,40(3):147-155.
[12]Edwards,& Bello,R.Interpretations of messages:The influence of equivocation,face concerns,and ego-involvement.Human Communication Research,2001,27:597-631.
[13]Feldman,J.M.A note on the statistical correction of halo error.Journal of Applied Psychology,1986,71:173-176.
[14]Fisicaro,S.A.A reexamination of the relation between halo error and accuracy. Journal of Applied Psychology,1988,73:239-244.
[15]Fisicaro,S.A.,& Vance,R.J.Comments on the measurement of halo.Educational and Psychological Measurement,1994,54:366-371.
[16]James,William L.and Forrest S.Carter.1976.Halo Effects in Location Preferences.Proceedings of the Sixth Annual Albert Haring Symposium,Graduate School of Business,Indiana University,(4):43-54.
[17]Lacey.Somatic response patterning and stress:Some revisions of activation theory.Psychological stress,1967.
[18]Laffal.Response faults in word association as a function of response entropy.Journal of Abnormal and Social Psychology,1955,50:265-270.
[19]Landy,D.,& Sigall,H.Beauty is talent:Task evaluation as a function of the performer's physical attractiveness.Journal of Personality and Social Psychology,1974,29:299-304.
[20]Mills.Interest in supporting and discrepant information.In R.Abelson et al.,Theories of cognitive consistency:A sourcebook.Chicago:Rand McNally.
[21]O'Neal,E.,and Mills.The influence of anticipated choice on the halo effect.Journal of Experimental Social Psychology,1969,5:347-351.
[22]Sebastiano A.Fisicaro and Charles E.Lance.Implications of Three Causal Models for the Measurement of Halo Error.Applied Psychological Measurement,1990,14:419-429.
[23]Thomas Feeley.Comment on Halo Effects in Rating and Evaluation Research.Human Communication Research,2002,28 (4):578-586
[2]崔诣晨.内隐人格观对社会信息加工模式的影响[D].西北师范大学硕士论文,2004.5
[3]付韬.基于消费者自我表达品牌个性的晕轮效应的研究[D].吉林大学硕士论文,2007.4
[4]张帆,刘浩.市场营销中的晕轮效应分析[J].商业研究,2004(20)
[5]侯春在.晕轮效应:教师评价行为中的态度误区[J].教育科学,2001.11
[6]朱耘.2005中国企业招聘现状调查报告[DB/OL].[2005-6].http://www.chinahrd.net/guanli_gj/listinfo.asp?articleid=26126
[7]Berman,J.S.,& Kenny,D.A.Correlational bias in observer ratings.Journal of Personality and Social Psychology,1976,34:263-273.
[8]Bob T.W.Wu.The Halo Effect in Store Image Measurement.Journal of the Academy of Marketing Science,1987,15,(3):044-051.
[9]Boster,F.J.,Fediuk,T.A.,Kotowski,R.The effectiveness of an altruistic appeal in the presence and absence of favors.Communication Monographs,2001,68:340-346.
[10]Cooper,W.H.Ubiquitous halo.Psychological Bulletin,1981,90:218-244.
[11]Edgar O' Neal.Influence of Future Choice Importance and Arousal upon the Halo Effect.Integrative Physiological & Behavioral Science,July-September 2005,40(3):147-155.
[12]Edwards,& Bello,R.Interpretations of messages:The influence of equivocation,face concerns,and ego-involvement.Human Communication Research,2001,27:597-631.
[13]Feldman,J.M.A note on the statistical correction of halo error.Journal of Applied Psychology,1986,71:173-176.
[14]Fisicaro,S.A.A reexamination of the relation between halo error and accuracy. Journal of Applied Psychology,1988,73:239-244.
[15]Fisicaro,S.A.,& Vance,R.J.Comments on the measurement of halo.Educational and Psychological Measurement,1994,54:366-371.
[16]James,William L.and Forrest S.Carter.1976.Halo Effects in Location Preferences.Proceedings of the Sixth Annual Albert Haring Symposium,Graduate School of Business,Indiana University,(4):43-54.
[17]Lacey.Somatic response patterning and stress:Some revisions of activation theory.Psychological stress,1967.
[18]Laffal.Response faults in word association as a function of response entropy.Journal of Abnormal and Social Psychology,1955,50:265-270.
[19]Landy,D.,& Sigall,H.Beauty is talent:Task evaluation as a function of the performer's physical attractiveness.Journal of Personality and Social Psychology,1974,29:299-304.
[20]Mills.Interest in supporting and discrepant information.In R.Abelson et al.,Theories of cognitive consistency:A sourcebook.Chicago:Rand McNally.
[21]O'Neal,E.,and Mills.The influence of anticipated choice on the halo effect.Journal of Experimental Social Psychology,1969,5:347-351.
[22]Sebastiano A.Fisicaro and Charles E.Lance.Implications of Three Causal Models for the Measurement of Halo Error.Applied Psychological Measurement,1990,14:419-429.
[23]Thomas Feeley.Comment on Halo Effects in Rating and Evaluation Research.Human Communication Research,2002,28 (4):578-586