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招聘中的“颜值惩罚”

看到一篇挺有意思的心理学论文,说的是在应聘者其他背景大体差不多的情况下,应聘者的颜值对于招聘者的决定有什么影响。作者一共做了两个实验,在其中一个里面,他们详细比较了男女招聘者对于颜值上、中、下三个候选人的排名顺序,发现:如果是男性招聘女性,或者女性招聘男性,都倾向于按照颜值排,把最好看的排第一,最不好看的排最后。如果是男性招男性,则最好看的和中间的排名差不多,最不好看的排最后;但女性招女性就比较不一样了,颜值中等的最容易被排在第一,其次是最不好看的,而最好看的则往往被排在最后面。。。。。。

Agthe, M., Spörrle, M., & Maner, J. K. (2010). Don't hate me because I'm beautiful: Anti-attractiveness bias in organizational evaluation and decision making. Journal of Experimental Social Psychology, 46(6), 1151-1154.

#论文 #行为经济学
#招聘 #颜值

Photo by Resume Genius on Unsplash source



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招聘中的“颜值惩罚”

看到一篇挺有意思的心理学论文,说的是在应聘者其他背景大体差不多的情况下,应聘者的颜值对于招聘者的决定有什么影响。作者一共做了两个实验,在其中一个里面,他们详细比较了男女招聘者对于颜值上、中、下三个候选人的排名顺序,发现:如果是男性招聘女性,或者女性招聘男性,都倾向于按照颜值排,把最好看的排第一,最不好看的排最后。如果是男性招男性,则最好看的和中间的排名差不多,最不好看的排最后;但女性招女性就比较不一样了,颜值中等的最容易被排在第一,其次是最不好看的,而最好看的则往往被排在最后面。。。。。。

Agthe, M., Spörrle, M., & Maner, J. K. (2010). Don't hate me because I'm beautiful: Anti-attractiveness bias in organizational evaluation and decision making. Journal of Experimental Social Psychology, 46(6), 1151-1154.

#论文 #行为经济学
#招聘 #颜值

Photo by Resume Genius on Unsplash source

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