| 模拟员工招聘过程中的有意遗忘效应 |
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| 引用本文： | 杨海波,白学军,沈德立.模拟员工招聘过程中的有意遗忘效应[J].应用心理学,2006,12(1):30-35. |
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| 作者姓名： | 杨海波 白学军 沈德立 |
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| 作者单位： | 天津师范大学心理与行为研究中心,天津,300074 |
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| 基金项目： | 教育部人文社会科学重点研究基地项目;全国教育科学规划项目;新世纪优秀人才支持计划;天津市科技发展基金 |
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| 摘 要： | 以隐私信息和非隐私信息为目标信息,以66名大学生为被试,采用类似字表范式,探讨了模拟员工招聘过程中三种提示条件下的有意遗忘效应。结果发现:①在模拟员工招聘过程中,有意遗忘效应显著,不同的提示会影响决策的结果;②简历上的与工作无关的个人隐私信息对招聘者的决策过程有一定的消极影响;③一定的干预手段可以部分消除个人隐私信息对聘用决策的消极影响,但不能完全消除。
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| 关 键 词： | 员工招聘 有意遗忘 公平性 隐私信息 |
| 文章编号： | 1006-6020(2006)-01-0030-06 |
The Intentional Forgetting Effect in Simulated Employee Selection |
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| YANG Hai-bo,BAI Xue-jun,SHEN De-li.The Intentional Forgetting Effect in Simulated Employee Selection[J].Chinese JOurnal of Applied Psychology,2006,12(1):30-35. |
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| Authors: | YANG Hai-bo BAI Xue-jun SHEN De-li |
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| Abstract: | The present study examined the effect of private information on the employee selection process.The private information and non-private information were employed as target information,which were presented with the list-method in three conditions.66 undergraduates participated in the experiment.The results showed that there is a significant intentional forgetting effect in employee selection.The private information of applicants has negative effects on employee selection.Some instructions can weaken those negative effects,but cannot completely eliminate them. |
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| Keywords: | employee selection intentional forgetting fairness private information |
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