The Name Game: Employability Evaluations of Prototypical Applicants with Stereotypical Feminine and Masculine First Names

This study was designed to examine professional human resource managers recommendations and inferences about prototypical applicants who had identical qualifications, in which the presence of periods of unemployment and name (feminine, masculine) of applicants were manipulated. Results indicate that although overall income for female applicants was less than male applicants in some conditions, male applicants were penalized and evaluated more harshly than female applicants when they had experienced periods of unemployment. Specifically, male applicants with employment gaps were seen as less committed and as less hirable than their female counterparts. Overall, male applicants were less likely to be recommended for an interview, and, when they experienced multiple gaps, they were less likely to be recommended for further consideration.     

竹溪县降低孕产妇死亡率和消除新生儿破伤风项目分析

为实施“降低孕产妇死亡率和消除新生儿破伤风项目”,通过培训乡村产儿科技术服务人员,以改善乡镇卫生院产儿科服务条件,提高育龄妇女住院分娩安全意识,降低孕产妇死亡率和消除新生儿破伤风。开展了人员培训、健康教育、设备配置、贫困救助、监督指导等活动。孕产妇死亡率、新生儿破伤风等重点指标达到终期目标。提出贫困地区妇幼卫生事业建设与发展必需有可行性项目支持。     

African American Women in the Workplace: Relationships Between Job Conditions, Racial Bias at Work, and Perceived Job Quality

Although studies have described work processes among employed African American women, few have examined the influence of these processes on job outcomes. This study examined relationships between African American women's exposure to a range of occupational stressors, including two types of racial bias—institutional discrimination and interpersonal prejudice—and their evaluations of job quality. Findings indicated that institutional discrimination and interpersonal prejudice were more important predictors of job quality among these women than were other occupational stressors such as low task variety and decision authority, heavy workloads, and poor supervision. Racial bias in the workplace was most likely to be reported by workers in predominantly white work settings. In addition, Black women who worked in service, semiskilled, and unskilled occupations reported significantly more institutional discrimination, but not more interpersonal prejudice, than did women in professional, managerial, and technical occupations or those in sales and clerical occupations.     

Effects of Eye Contact on the Evaluation of Job Applicants

This experiment attempted to determine if eye contact affects job interviewers' evaluations of applicants. Photographs were taken of a male and a female in two eye positions: looking straight into the camera and looking downward. Forty-four job interviewers in an employment agency were randomly assigned to one of the four photographs. Each subject was told to assume that he or she was interviewing the stimulus person for a job as a management trainee and was instructed to rate the stimulus person on a series of scales. The findings supported the hypothesis that eye contact is a determinant of the decision to hire. The findings also suggested that the effects of eye contact are mediated by the perceived attributes of applicants; that is, eye contact affected the interviewers' evaluations of the applicants, and those evaluations were related to the decision to hire.     

Antecedents and Potential Moderators of the Relationship Between Attitudes and Hiring Discrimination on the Basis of Sexual Orientation

A sample of 236 undergraduates (most of whom were White women) rated resumes in which gender, masculinity/femininity, and sexual orientation were manipulated while qualifications were kept constant. Overall, participants rated lesbian and gay male applicants less positively than heterosexual male applicants, but more positively than heterosexual women. Religiosity, beliefs in traditional gender roles, beliefs in the controllability of homosexuality, and previous contact with lesbians and gay men were related to attitudes toward lesbians and gay men, which was in turn related to beliefs about employing them. Several factors were hypothesized to moderate the relationship between beliefs about employing lesbians and gay men and discrimination, although the expected relationships were not found. Implications and directions for future research are discussed.     

The Effect of Name on Pre‐Interview Impressions and Occupational Stereotypes: The Case of Black Sales Job Applicants

Name is an important, yet under‐researched racial cue that can affect evaluators' opinions, attitudes, and beliefs about minority job applicants. This study examined a two‐way ANOVA interaction between name and sales job type on White sales professionals' pre‐interview impressions of Black applicants. Results indicated a significant interaction between applicant name and sales job type on pre‐interview impressions. For outside sales jobs, Anglicized‐named applicants received more favorable pre‐interview impressions than did ethnic‐named applicants. In addition, pre‐interview impressions of Anglicized‐named applicants were more favorable for outside versus inside sales jobs. Findings, implications, limitations, and future research directions are discussed.     

The Influence of Anticipatory Processing on Attentional Biases in Social Anxiety

Research on cognitive theories of social anxiety disorder (SAD) has identified individual processes that influence this condition (e.g., cognitive biases, repetitive negative thinking), but few studies have attempted to examine the interaction between these processes. For example, attentional biases and anticipatory processing are theoretically related and have been found to influence symptoms of SAD, but they rarely have been studied together (i.e., Clark & Wells, 1995). Therefore, the goal of the current study was to examine the effect of anticipatory processing on attentional bias for internal (i.e., heart rate feedback) and external (i.e., emotional faces) threat information. A sample of 59 participants high (HSA) and low (LSA) in social anxiety symptoms engaged in a modified dot-probe task prior to (Time 1) and after (Time 2) an anticipatory processing or distraction task. HSAs who anticipated experienced an increase in attentional bias for internal information from Time 1 to Time 2, whereas HSAs in the distraction condition and LSAs in either condition experienced no changes. No changes in biases were found for HSAs for external biases, but LSAs who engaged in the distraction task became less avoidant of emotional faces from Time 1 to Time 2. This suggests that anticipatory processing results in an activation of attentional biases for physiological information as suggested by Clark and Wells.     

The Employment Interview: The Role of Sex Stereotypes in the Evaluation of Male and Female Job Applicants in the Netherlands1

This field study focused on the influence of sex stereotypes in the evaluation of male (N=38) and female (N=21) job applicants in the Netherlands. The employee selection process for higher-level technical and academic jobs in real life situations was studied, with special attention to the assessment of applicants by members of selection committees. It was demonstrated that, according to the job interviewers, the ideal applicant had more masculine than feminine traits. Males and females were regarded as having the same qualifications for the job, but because male applicants were assessed as having more masculine characteristics and female applicants more feminine characteristics, the male applicants were accepted more often. The job interviewers acted according to a fit model: The applicant most similar in traits to the ideal applicant was hired for each job.     

结构化面试中评分量表对评分准确性的影响

采用2(组内变量:量尺大小(25分和9分))×2(组间变量:评分方法(相对和绝对))的混合实验设计探讨评分量表对115名大学生新手评委评分准确性的影响。对于评分准确性,采用Cronbach1955年提出的四个指标,Elevation(EL)、Differential elevation(DE)、Stereotype accuracy(SA)、Differential Accuracy(DA)。结果发现,评分方法只在SA上主效应显著,量尺大小在只在DA上主效应边缘显著,评分方法和量尺大小在DE、SA和DA三个指标上均有交互作用。总体上看,在结构化面试评分中,对于评分准确性,相对评分量表优于绝对评分量表,小量尺量表优于大量尺量表。     

The Effect of Job Level and Amount of Information on the Evaluation of Male and Female Job Applicants

The addition of job-related information regarding an applicant's leadership ability reduced bias against female applicants applying for a managerial position.     

人格特质对选择性加工偏向的影响

采用词性辨别和注意探测任务,考察了神经质和外倾性对选择性加工偏向的影响。结果表明：（1）放试在选择信息时存在特质一致性倾向;（2）在单一刺激条件下,当刺激词呈现时间为0．5s时,高神经质对所有效价词的RT均快于低神经质;而当呈现时间为1．0s时,外倾者比内倾者的反应潜伏期更短4（3）双重刺激条件下的选择性加工偏向比单一刺激条件更明显;（4）在词性辨别任务中．刺激词呈现时间只影响了神经质被试对情绪词的RT;在注意探测任务中,呈现时间对内外倾被试的加工偏向影响不显著。     

“直觉调整差误”偏向对贝叶斯推理成绩的影响

采用贝叶斯推理问题作为实验材料,探讨被试解决贝叶斯推理问题的启发式策略,从认知偏向的角度分析该问题的困难原因。结果发现:(1)贝叶斯推理问题解决过程中的可得性启发与后验概率估计过程中的直觉调整差误密切相关;(2)贝叶斯推理问题解决过程中文、理科被试都同样会产生直觉调整差误偏向;(3)贝叶斯推理问题解决过程中的后验概率估计值和对推理问题中包括虚报率信息的命题的可得性测量所得主观概率之间存在显著的负相关。     

The Eye of the Beholder: Romantic Goals and Impression Biases

Four experiments investigated the effects of romantic goals on task and social impression formation. The clouded judgment hypothesis holds that romantic goals encourage positive biases on less relationship-relevant dimensions (e.g., task competence). The default positivity hypothesis holds that romantic goals encourage positivity biases on relationship-relevant dimensions in the absence of relevant information. The selective accuracy hypothesis posits that romantic goals encourage accuracy regarding relationship-relevant attributes (e.g., social competence) when relevant information is available. In four studies, male and female perceivers evaluated opposite-sex targets whom they expected to date (romantic goals) or to meet for nonromantic interaction (baseline). Videotaped targets displayed competence or incompetence on task (Experiments 1 and 2) or social (Experiments 3 and 4) dimensions. All three hypotheses were supported.     

Effects of exposure to alcohol‐related cues on racial discrimination

Prior research has shown that exposure to alcohol‐related images exacerbates expression of implicit racial biases, and that brief exposure to alcohol‐related words increases aggressive responses. However, the potential for alcohol cue exposure to elicit differential aggression against a Black (outgroup) relative to a White (ingroup) target—that is, racial discrimination—has never been investigated. Here, we found that White participants (N = 92) exposed to alcohol‐related words made harsher judgments of a Black experimenter who had frustrated them than participants who were exposed to nonalcohol words. These findings suggest that exposure to alcohol cues increases discriminatory behaviors toward Blacks.     

结构化面试预测效度的贡献成分分析

以情境面试和行为面试为主要形式的结构化面试,被广泛证明能够预测员工绩效,但其构念效度一直没被清晰地证明.面试的结构性、应聘者印象管理行为、动机、认知能力和人格特征等成分对结构化面试的预测效度都有积极贡献,这种对结构化面试预测效度贡献成分的分析有助于认清结构化面试的构念效度.未来的研究需关注结构化面试构念是否以人际技能为主,以及人际技能、动机、认知能力各自所占比重.     

多元概化理论在结构化面试中的应用研究

使用多元概化理论对由7名评委和34名考生组成的结构化面试数据进行了分析.结果表明:1.面试设置的5个维度中,仪表举止维度与其它4个维度之间的协方差相对较小;2.各个维度的概化系数都在0.69以上,其中,概化系数最小的是仪表举止维度,最大的是口语表达维度;3.通过增加评委人数可以提高面试信度,但增幅递减.     

Review of Research on Age Discrimination in the Employment Interview

This paper reviews the research literature on age discrimination in the employment interview and related contexts. Twenty one studies were identified which explored whether age discrimination occurs within the context of the employment interview since the Age Discrimination in Employment Act was put into law. Sixteen studies were conducted in laboratory settings. It was concluded that evidence of age discrimination in the employment interview is commonly observed in laboratory studies which do not assess the influence of other job-relevant characteristics. Laboratory studies may create too much artificiality, where the impact of qualifications is artificially minimized and the impact of irrelevant factors like age are maximized. Only 5 of the 21 studies were conducted in the field, but they found far less consequential age discrimination in the employment interview.     

限制性饮食者对食物线索的注意偏向：基于目标矛盾理论模型

采用点探测变式探讨了120名成功和失败女性限制性饮食者对两类食物线索的注意偏向机制。结果发现, 当只启动享乐目标时, 成功的限制者存在对美味食物线索的注意回避, 失败的限制者存在对美味食物线索的注意脱离困难; 当相继启动享乐目标和节食目标时, 成功和失败两类限制者均存在对美味食物线索的注意回避, 但失败者仍然存在注意脱离困难。从目标矛盾模型理论对实验结果进行了讨论。     

The Impact of Gender on the Review of the Curricula Vitae of Job Applicants and Tenure Candidates: A National Empirical Study

The purpose of this study was to determine someof the factors that influence outside reviewers andsearch committee members when they are reviewingcurricula vitae, particularly with respect to the gender of the name on the vitae. The participants inthis study were 238 male and female academicpsychologists who listed a university address in the1997 Directory of the American PsychologicalAssociation. They were each sent one of four versions of acurriculum vitae (i.e., female job applicant, male jobapplicant, female tenure candidate, and male tenurecandidate), along with a questionnaire and aself-addressed stamped envelope. All the curricula vitaeactually came from a real-life scientist at twodifferent stages in her career, but the names werechanged to traditional male and female names. Althoughan exclusively between-groups design was used to avoidsparking genderconscious responding, the resultsindicate that the participants were clearly able todistinguish between the qualifications of the jobapplicants versus the tenure candidates, as evidenced bysuggesting higher starting salaries, increasedlikelihood of offering the tenure candidates a job,granting them tenure, and greater respect for theirteaching, research, and service records. Both men andwomen were more likely to vote to hire a male jobapplicant than a female job applicant with an identicalrecord. Similarly, both sexes reported that the male job applicant had done adequate teaching,research, and service experience compared to the femalejob applicant with an identical record. In contrast,when men and women examined the highly competitive curriculum vitae of the real-life scientist whohad gotten early tenure, they were equally likely totenure the male and female tenure candidates and therewas no difference in their ratings of their teaching, research, and service experience. There was nosignificant main effect for the quality of theinstitution or professional rank on selectivity inhiring and tenuring decisions. The results of this study indicate a gender bias for both men and womenin preference for male job applicants.