Applicant Fairness Perceptions of a Robot-Mediated Job Interview: A Video Vignette-Based Experimental Survey.
Applicant Fairness Perceptions of a Robot-Mediated Job Interview: A Video Vignette-Based Experimental Survey.
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DOI：
10.3389/frobt.2020.586263
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发表时间：
2020
影响因子：
3.4
通讯作者：
Seibt J
中科院分区：
文献类型：
--
作者：
Nørskov S;Damholdt MF;Ulhøi JP;Jensen MB;Ess C;Seibt J
在文献中，偏见（e）是公认的。例如，在一个实施例中，与体型、种族、人种等相关）面试过程中可能会出现这种情况，而应聘者对选拔程序的公平性感知会影响对招聘机构的态度、意图和行为。这项研究探讨了社交机器人技术如何影响这种情况。使用一个在线的，基于视频的实验调查（n = 235），研究探讨申请人公平的看法，两种类型的工作面试：一个面对面的和机器人介导的面试。为了减少社会期望的反应的风险，脱敏的话题，并检测任何不一致的受访者的反应小插曲的情况下，研究采用了第一人称和第三人称的角度。在以机器人为中介的面试中，两个遥控机器人被用作申请人和面试官的公平代理，从而提供对称的视觉匿名性，而不像以前的研究那样依赖于不对称的匿名性，只有一方是匿名的。这种设计的目的是消除视觉线索，通常会导致隐性偏见和歧视的申请人，但也防止偏见的面试官的评估，通过印象管理策略通常使用的申请人。我们假设公平感知（即，程序公平性和干预公平性）和行为意图（即，在机器人中介的工作面试中，工作接受意向、重新申请意向和推荐意向）将高于面对面的工作面试，并且这种效果对内向的申请者更强。这项研究表明，与我们的预期相反，面对面的面试被认为是更公平的，申请人的个性（内向与外向）并不影响这种看法。我们讨论了这一发现及其影响，并为未来的研究提出了途径。
It is well-established in the literature that biases (e. g., related to body size, ethnicity, race etc.) can occur during the employment interview and that applicants' fairness perceptions related to selection procedures can influence attitudes, intentions, and behaviors toward the recruiting organization. This study explores how social robotics may affect this situation. Using an online, video vignette-based experimental survey (n = 235), the study examines applicant fairness perceptions of two types of job interviews: a face-to-face and a robot-mediated interview. To reduce the risk of socially desirable responses, desensitize the topic, and detect any inconsistencies in the respondents' reactions to vignette scenarios, the study employs a first-person and a third-person perspective. In the robot-mediated interview, two teleoperated robots are used as fair proxies for the applicant and the interviewer, thus providing symmetrical visual anonymity unlike prior research that relied on asymmetrical anonymity, in which only one party was anonymized. This design is intended to eliminate visual cues that typically cause implicit biases and discrimination of applicants, but also to prevent biasing the interviewer's assessment through impression management tactics typically used by applicants. We hypothesize that fairness perception (i.e., procedural fairness and interactional fairness) and behavioral intentions (i.e., intentions of job acceptance, reapplication intentions, and recommendation intentions) will be higher in a robot-mediated job interview than in a face-to-face job interview, and that this effect will be stronger for introvert applicants. The study shows, contrary to our expectations, that the face-to-face interview is perceived as fairer, and that the applicant's personality (introvert vs. extravert) does not affect this perception. We discuss this finding and its implications, and address avenues for future research.
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影响因子：
2.9
作者：
Burt J;Abel G;Elmore N;Lloyd C;Benson J;Sarson L;Carluccio A;Campbell J;Elliott MN;Roland M
通讯作者：
Roland M
影响因子：
2.5
作者：
Carlson, BE
通讯作者：
Carlson, BE
影响因子：
10.5
作者：
Elsbach, KD;Elofson, G
通讯作者：
Elofson, G
影响因子：
4.5
作者：
Davies EB;Wardlaw J;Morriss R;Glazebrook C
通讯作者：
Glazebrook C
DOI：
10.1348/096317901167361
发表时间：
2001-09-01
影响因子：
6.2
作者：
Chapman, DS;Rowe, PM
通讯作者：
Rowe, PM