Haas School of Business, University of California, Berkeley, California, United States of America.
PLoS One. 2013 Jul 24;8(7):e69258. doi: 10.1371/journal.pone.0069258. Print 2013.
When explaining others' behaviors, achievements, and failures, it is common for people to attribute too much influence to disposition and too little influence to structural and situational factors. We examine whether this tendency leads even experienced professionals to make systematic mistakes in their selection decisions, favoring alumni from academic institutions with high grade distributions and employees from forgiving business environments. We find that candidates benefiting from favorable situations are more likely to be admitted and promoted than their equivalently skilled peers. The results suggest that decision-makers take high nominal performance as evidence of high ability and do not discount it by the ease with which it was achieved. These results clarify our understanding of the correspondence bias using evidence from both archival studies and experiments with experienced professionals. We discuss implications for both admissions and personnel selection practices.
当解释他人的行为、成就和失败时，人们往往过于强调性格的影响，而忽视结构和情境因素的影响。我们研究了这种倾向是否会导致经验丰富的专业人士在选择决策中犯系统性错误，例如偏爱毕业于高分分布学术机构的校友和来自宽容商业环境的员工。我们发现，受益于有利环境的候选人比同等技能的同行更有可能被录取和晋升。研究结果表明，决策者将高名义绩效视为高能力的证据，而不会因其实现的容易程度而对其进行折扣。这些结果通过来自档案研究和有经验的专业人士实验的证据，澄清了我们对对应偏差的理解。我们讨论了这些结果对招生和人员选拔实践的影响。
