求职面试过程中的判断和决策偏见外文文献翻译.docx
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求职面试过程中的判断和决策偏见外文文献翻译.docx
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求职面试过程中的判断和决策偏见外文文献翻译
文献出处:
PurkissSLS,PerrewéPL,GillespieTL,etal.Implicitsourcesofbiasinemploymentinterviewjudgmentsanddecisions[J].OrganizationalBehaviorandHumanDecisionProcesses,2006,101
(2):
152-167.
原文
Implicitsourcesofbiasinemploymentinterview
judgmentsanddecisions
SharonL.SegrestPurkiss,PamelaL.Perrewé,,TreenaL.Gillespie,
BronstonT.Mayes,GeraldR.Ferris
Introduction
Theemploymentinterviewisanimportantsourceforinformationandremains,byfar,themostfrequentlyusedemploymentselectionanddecision-makingdeviceinorganizations.Unfortunately,thisrealitystandsinstarkcontrasttothecontinuedquestionsaboutinterviewvalidityandthepersistenceofbiasesintheinterviewprocess,suggestingthatmoreresearchinthisareaisneeded.Inparticular,theeffectsofvariousinterviewerandapplicantcharacteristicsontheinterviewprocessandoutcomesdeserveadditionalexploration.Althoughsomeresearchhasaddressedtheseissues,mostofthestudiesofinterviewerbiasesandstereotypeshavefocusedonnon-subtle,demographiceffectsoninterviewers’judgmentsanddecisions.
Inareviewoftheinterviewliterature, Posthumaetal.(2002) suggestedthatresearchersredirectattentionfromexaminingsimpledemographiceffectsandconsidertheseaspotentialcuesforothercausalfactors,particularlyattitudesandvalues.Thepresentstudyaddressesthisappeal,anditextendspreviousworkonapplicantcharacteristicsbyfocusingontheeffectsofimplicitorsubtlecuesoninterviewoutcomeswithintheframeworkofmodernracismormodernethnicitybias.Specifically,thepurposeofthepresentstudyistoinvestigatetheextenttowhichethnicnameandaccentserveascuesthattriggerbiasedinterviewerjudgmentsanddecisionsintheemploymentinterviewprocess.
Employmentinterview
Asatraditionalcomponentofmostorganizations’humanresourcemanagementselectionsystems,researchhasbeenconductedontheemploymentinterviewfornearlyacentury.Interviewscholarshavebeeninterestedinabroadrangeoftopicsovertheyears,includingpsychometricpropertiesoftheinterviewasameasurementdevice,interviewformatandtype(e.g.,structured,unstructuredandsituational),notionsoffit(e.g.,person–jobandperson–organization),andinterviewercognitionanddecision-makingprocesses.However,weneedmoreemploymentinterviewresearchexaminingtheeffectsofapplicantdemographiccharacteristicsascuesaffectinginterviewerjudgmentsanddecisions.
Researchneedstoprobebeyondsimpledemographiccategoryeffectstoinvestigatepotentialunderlyingreasonsforwhatareobservedasjudgmentanddecisionbiases.Withincreasedinterestinperson–organizationfitintheinterview,therehascomearealizationthatthehomogenizationeffectsfromsuchassessments,whichdriveemploymentdecisions,potentiallycouldaccountfordiscriminationeffects.However,westillneedtoknowmuchmoreabouttheperceptualcuesassociatedwithapplicantsofdifferentracesandethnicitiesthatmightbedrivingtheseassessments,judgments,andemploymentdecisions.
Thepsychologicalprocessesofprejudiceandstereotyping
Prejudicialattitudes,aswellasotherinterviewercharacteristics,suchasraceandpersonality,affectinterviewerperceptionsofapplicants.Prejudiceandethnicitystereotypestendtobepositivelyrelatedtoeachotherinboththehistoricalandcurrentviews,andsomeresearchershaveagreedthatthepositiverelationshipisduetostereotypesbeingthecognitivecomponentofracialattitudesorprejudice.Stereotypesareparticulartypesofknowledgestructuresorcognitiveschemathatlinkgroupmembershiptocertaintraits,andwhichhavebeenfoundtoinfluencetheinterpretationofothers’behavior,thememoryofothers,andbehaviortowardothers.
Researchhassuggestedthatprejudicetendstoevokenegativestereotypes.Participantswithhighlevelsofprejudicearemorelikelytouseculturalstereotypes,andhighlevelsofprejudicecorrespondwithmorenegativestereotypes(Kawakami,Dion,&Dovidio,1998).Thesestereotypescouldhavebeenelicitedthroughtheuseofacue,andinthe Kawakamietal.(1998) study,thecategorylabel,Black,waspurportedtoactivatethestereotype.Thistypeofcuelikelyactivatesjudgmentsofaspecificgroupwithouttheawarenessoftheperceiver,consistentwithanimplicitformofracism,calledmodernracism(McConahay,1986).
Ethnicspeechaccentandname
Subtlecuesmayplayaroleintriggeringimplicitdiscriminatoryresponses.Onepossiblecuemaybeapplicantaccent.Whereasotherfields,suchaslinguisticsandcommunication,haverecognizedtheimportantroleofaccentintheperceptionofindividualcharacteristics,organizationalresearchhasneglectedthisarea.Accentcaninitiateperceptionsregardingintelligenceandkindness,aswellasstatus,solidarity,economicclass,nationalorigin,orethnicity.
Forexample,intheU.S.,Frenchaccentsoftenareassociatedwithsophistication,Asianaccentstendtobelinkedwithhigheconomicandeducationalattainment,andinEngland,theLiverpoolaccentisconsideredlessculturedthanaccentsassociatedwithOxfordandCambridge.Duetotheverbalnatureoftheemploymentinterviewprocess,andthepotentialfortriggeringbiasedjudgments,accentmayprovetobeaparticularlyimportantfactoraffectinginterviewdecisions.
Althoughitmaybesubtle,accenthasbeendemonstratedtobeeasilyperceptible.Researchhasdemonstratedthatevenlinguisticallynaiveindividualscanmakebasicdistinctionsamongdifferingaccents.However,thisrecognitionofaccentdistinctivenessseemstoapplyonlytoacertaindegree.Specifically,whenpresentedwithfourvarietiesofSpanish-accentedEnglish(i.e.,Cuban,CostaRican,Argentinean,andPuertoRican),andfourvarietiesofAsian-accentedEnglish,mostAmericanlistenerscouldnotdistinguishbetweenthedifferentvarietiesofSpanish-andAsian-accentedEnglishspeech.ItappearsthatageneralSpanishaccentisrecognizedbymostlisteners,andoftenevokessimilarreactions,regardlessofthespecificvarietyofSpanishspoken.
Accentsassociatedwithcountriesoflowersocio-economicstatusanddarkerskincolorsfrequentlyaredenigrated.However,someregionalaccentsarelookeduponlessfavorably,evenwhenskincolorisnotanissue.Forexample,intheU.S.,“AppalachianEnglish”isdowngraded.Ingeneral,theaccentofthedominantormajoritygroupinasocietyisevaluatedmostpositively.Interestingly,thedominantaccentoftenisjudgedmorepositivelynotonlybythedominantgroup,whichisAngloAmericansintheU.S.,butalsobyminoritygroups,suchasAfricanAmericansandHispanics.Therefore,onewouldexpectthatinterviewerswouldevaluateapplicantsmorepositivelyiftheiraccentmatchedthatofthemajoritygroup,regardlessofwhethertheinterviewerswereminoritygroupmembers.
Discussion
Inappropriate,inaccurate,andevenillegaldecisionscanoccurregardlessofthetypeofhumanresourcemanagementselectiondeviceutilized.However,theemploymentinterviewshouldbeaprimetargetforresearchinthisarea,becauseitisthemostfrequentlyusedtoolformakingemploymentdecisions,andbecausemorethanotherselectiondevices,theinterviewpresentsconsiderableopportunityfortheinfluenceofsubtlecuesandperceptualandjudgmentalbiasestoaffectdecisions.Thepresentstudyexaminedtheeffectsofethniccuesoninterviewers’favorablejudgmentsandtheirdecisiontohireapplicants.Wehypothesizedthatthesynergisticeffectofethniccues(i.e.,ethnicnameandethnicaccent),weremorelikelytotriggernegativeinterviewerreactionstowardanapplicantthanoneethniccueornoethniccues.Evenaftercontrollingforparticipantmodernethnicitybias,supportwasfoundfortheeffectofanaccent ethnicitycueinteractiononthefavorablejudgmentsofapplicants’characteristics.
ModernethnicitybiastowardHispanicswaspredictedtorelatenegativelytofavorablejudgmentsoftheHispanicapplicant,andnotrelatetojudgmentsofthenon-Hispanicapplicant.Weexaminedmodernethnicitybias,perceivedapplicantethnicity,andtheirinteractionaspredictorsoffavorablejudgmentsofapplicantcharacteristics,andfoundthattheinteractionwasnotsignificant.ThisindicatesthatmodernethnicitybiaswasnotselectivelyassociatedwithjudgmentsaboutonlytheHispanicapplicant.Basedonthisfinding,wethenexaminedthemaineffectsofmodernethnicitybiasonjudgmentsoftheapplicant,attitudesabouthiring,anddecisiontohiretheapplicant.
Modernethnicitybiasdemonstratedanegativerelationshipwithfavorablejudgmentsoftheapplicant,andthesejudgmentsoftheapplicantshowedapositiveassociationwiththedecisiontohire.Further,modernethnicitybiashadadirectnegativerelationshipwiththedecisiontohire.Together,theseresultsindicatethatmodernethnicitybiasseemstohaveanegativeassociationwiththefavorablejudgmentsof,anddecisionstohireallapplicants,notjustHispanicapplicants.Perhapsinterviewerethnicbiasestriggeraskepticalandguardedviewofothers,whichistranslatedintomorenegativeperceptionsofapplicantsingeneral.Additionalresearchontheeffectsofmodernethnicitybiasesisneeded.Finally,havingfavorablejudgmentsofapplicantsisassociatedwiththedecisiontohiretheapplicant.
Implicationsandfutureresearchdirections
Akeycontributionofthepresentstudyisthatitallowedacloserlookatthepotentialunderlyingtriggersofbiasintheemploymentinterviewprocessbyexaminingcuesassociatedwithethnicity.Buildingonthisstudy,therearesomeimportantdirectionsforfutureresea
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