结构化面试中的自我提升——没有证据表明对男性和女性有不同的影响

IF 2.2 4区 心理学 Q2 PSYCHOLOGY, APPLIED
Hannah Teja, D. Powell, Leanne S. Son Hing, P. Hausdorf
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引用次数: 1

摘要

摘要在求职面试中,求职者经常使用印象管理策略来影响面试官对他们的看法。先前的研究表明,某些印象管理策略,特别是自我推销,对男性来说可能比对女性更成功,这是有问题的,因为它可能会导致对女性的雇佣歧视。在这份注册报告中,我们使用了一项实验设计(N=831)来检验自我推销策略成功的性别差异,以及使用结构化的评级过程是否可以减轻这种影响。然而,我们的结果并没有复制先前研究中发现的效应模式;性别与自我提升的交互作用不显著。这些发现支持了之前的研究,该研究发现结构化访谈能够抵制性别偏见。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Self-Promotion in the Structured Interview – No Evidence of Differential Effects for Men and Women
Abstract. During employment interviews, candidates often use impression management tactics to influence how they are perceived by the interviewer. Previous research suggests that certain impression management tactics, specifically self-promotion, may work more successfully for men than for women, which is problematic as it can result in hiring discrimination against women. In this registered report, we used an experimental design ( N = 831) to examine gender differences in the success of self-promotion tactics and whether using a structured rating process can mitigate this effect. However, our results did not replicate the pattern of effects found in previous studies; the interaction of gender and self-promotion was not significant. These findings support previous research, which found that structured interviews are resistant to gender bias.
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来源期刊
Journal of Personnel Psychology
Journal of Personnel Psychology PSYCHOLOGY, APPLIED-
CiteScore
2.80
自引率
0.00%
发文量
21
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