How Educational Background Influences Recruitment Evaluation: Evidence from Event-Related Potentials.

IF 2.5 3区 心理学 Q2 PSYCHOLOGY, MULTIDISCIPLINARY
Bin Ling, Yihan Wang
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引用次数: 0

Abstract

This study used event-related potentials (ERPs) to examine how candidates' educational background (elite vs. non-elite universities) and prior internship experience (Fortune 500 vs. non-Fortune 500 enterprises) influence recruitment evaluations. Thirty-two participants completed a 2 × 2 within-subjects design task. Behavioral data indicated that applicants with Fortune 500 internships and graduates from elite universities received higher evaluation scores. ERP results revealed that Fortune 500 experience elicited larger P200 amplitudes (reflecting early attention). Crucially, this effect was modulated by educational background as only candidates from elite universities showed both enhanced P200 and reduced N300 amplitudes (suggesting efficient later processing). These findings indicate that recruiters dynamically allocate attention based on academic prestige (P200) and evaluate semantic congruence between education and employer reputation (N300), providing neurophysiological evidence for educational bias in hiring.

教育背景如何影响招聘评估:来自事件相关电位的证据。
本研究使用事件相关电位(erp)来检验候选人的教育背景(精英大学与非精英大学)和之前的实习经历(财富500强企业与非财富500强企业)如何影响招聘评估。32名参与者完成了一个2 × 2的受试者内部设计任务。行为数据显示,有财富500强实习经历的应聘者和名牌大学毕业生的评价分数更高。ERP结果显示,财富500强的经历引发了更大的P200振幅(反映了早期的注意力)。至关重要的是,这种效应受到教育背景的调节,因为只有来自精英大学的候选人显示出P200增强和N300降低的幅度(表明有效的后期处理)。研究结果表明,招聘者会根据学术声望动态分配注意力(P200),并评估教育程度与雇主声誉之间的语义一致性(N300),为招聘中的教育偏见提供了神经生理学证据。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
Behavioral Sciences
Behavioral Sciences Social Sciences-Development
CiteScore
2.60
自引率
7.70%
发文量
429
审稿时长
11 weeks
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