Lv Jiayi, Sun Zhaoyang, Li Hao, Hou Yubo
School of Psychological and Cognitive Sciences, Peking University, Beijing 100871, China.
Beijing Key Laboratory of Behavior and Mental Health, Peking University, Beijing 100871, China.
Behav Sci (Basel). 2023 Jun 26;13(7):533. doi: 10.3390/bs13070533.
This research aims to explore the relationship between critical thinking and the halo effect among managers working in the Human Resources (HR) departments of corporations. By utilizing a sample of over 301 corporate HR managers as participants, this study provides valuable insight into the dynamics between critical thinking, the halo effect, and the mediating role of negative perfectionism. The findings of this study suggest a significant negative relationship between critical thinking and the halo effect, as well as a significant positive relationship between negative perfectionism and the halo effect. Notably, negative perfectionism acts as a mediator between critical thinking and the halo effect. Our research also reveals that compensation level moderates this relationship, with lower-income HR managers exhibiting a stronger association between negative perfectionism and the halo effect compared to higher-income HR managers. These findings significantly contribute to our understanding of the interplay between critical thinking and the halo effect among HR managers in corporate settings. Identifying negative perfectionism as a mediating factor clarifies the underlying mechanisms between critical thinking and the halo effect, while the moderating effect of compensation level highlights the importance of considering contextual factors. The practical implications of this research include the significance of promoting critical thinking skills among HR managers to mitigate the halo effect in job recruitment and performance evaluation. Additionally, organizations should prioritize fairness and consistency in compensation levels to minimize the influence of negative perfectionism and its impact on the halo effect.
本研究旨在探讨企业人力资源（HR）部门经理的批判性思维与光环效应之间的关系。通过以301多名企业人力资源经理为样本进行研究，本研究为批判性思维、光环效应以及消极完美主义的中介作用之间的动态关系提供了有价值的见解。本研究结果表明，批判性思维与光环效应之间存在显著的负相关关系，消极完美主义与光环效应之间存在显著的正相关关系。值得注意的是，消极完美主义在批判性思维和光环效应之间起中介作用。我们的研究还表明，薪酬水平调节了这种关系，与高收入人力资源经理相比，低收入人力资源经理消极完美主义与光环效应之间的关联更强。这些发现对我们理解企业环境中人力资源经理的批判性思维与光环效应之间的相互作用有显著贡献。将消极完美主义确定为中介因素，阐明了批判性思维和光环效应之间的潜在机制，而薪酬水平的调节作用突出了考虑背景因素的重要性。本研究的实际意义包括在人力资源经理中推广批判性思维技能以减轻招聘和绩效评估中的光环效应的重要性。此外，组织应优先考虑薪酬水平的公平性和一致性，以尽量减少消极完美主义的影响及其对光环效应的作用。
