Gordon R A, Rozelle R M, Baxter J C
Department of Psychology, Western Carolina University.
J Psychol. 1989 Jan;123(1):59-68. doi: 10.1080/00223980.1989.10542962.
We used simulated videotaped employment interviews to assess the effect of accountability on impressions of female job applicants. One hundred and twenty American undergraduates majoring in business and personnel related areas were informed that they would be participating in the pilot testing of a new employee placement technique. The age of the job applicant (25, 40, or 55 years), the position for which they were being considered (assistant director or director), and the degree to which subjects were made to feel accountable for their impressions of the applicant (low or high accountability) were manipulated, resulting in a 3 x 2 x 2 between-subjects design. The predicted interaction between accountability and applicant age applicant age was found on age-related adjective checklist items. Increasing the subjects' accountability produced more stereotypical impressions of all applicants, along with a tendency to attribute the applicant's behavior to dispositional factors.
我们使用模拟录像面试来评估问责制对女性求职者印象的影响。120名主修商业和人事相关领域的美国本科生被告知，他们将参与一项新员工安置技术的试点测试。求职者的年龄（25岁、40岁或55岁）、他们所申请的职位（助理主任或主任），以及受试者对求职者印象的问责程度（低或高问责）均受到操控，从而形成了一个3×2×2的组间设计。在与年龄相关的形容词清单项目上，发现了问责制与求职者年龄之间预期的相互作用。增加受试者的问责制会使对所有求职者产生更多刻板印象，同时倾向于将求职者的行为归因于性格因素。
