Performance on Video-Based Situational Judgment Test Items: Simulated Interracial Interactions
Performance on Video-Based Situational Judgment Test Items: Simulated Interracial Interactions
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DOI：
10.1007/s10869-020-09697-1
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发表时间：
2020-06-05
影响因子：
4.8
通讯作者：
Ryan, Ann Marie
中科院分区：
文献类型：
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作者：
Golubovich, Juliya;Ryan, Ann Marie
众所周知，个人会根据种族和性别等线索将他人划分为社会群体，并在与“外群体”成员互动时感到相对不舒服。本文采用两项实验研究，考察了在模拟的员工选拔情境中，被试完成的情景判断评估项目中的行动者人口统计学线索是否会导致他们的表现和对招聘组织的反应的差异。在这两项研究中，测试者假设在基于视频的场景中出现演员的视角，并表明他们如何回应与他们种族相似或不同的互动伙伴（ip）。在研究1中，给定的受试者对固定性别的ip有反应；在研究2中，在每个条件下，IPs的性别在不同的场景中有所不同。在研究1中，当对种族相似的ip做出反应时，黑人考生在四个场景中的两个场景中花费了更多的时间，得分也更高。这些影响在研究2中没有发现，但人口统计学线索显示了对表现和反应的新的互动影响。我们讨论了两项研究中不同发现的含义。
Individuals are known to categorize others into social groups based on cues like race and gender and to experience relative discomfort when interacting with "outgroup" members. Two experimental studies were used to examine whether actor demographic cues in situational judgment assessment items completed by test takers in a simulated employee selection context may lead to differences in their performance and reactions to the hiring organization. In both studies, test takers assumed the perspective of actors shown in video-based scenarios and indicated how they would respond to interaction partners (IPs) to whom they were racially similar or dissimilar. In Study 1, a given test taker responded to IPs of a constant gender; in Study 2, IPs' gender varied across scenarios within each condition. In Study 1, Black test takers spent more time and scored better on two of the four scenarios when responding to racially similar IPs. These effects were not found in Study 2, but demographic cues showed new interactive effects on performance and reactions. We discuss the implications of different findings across the two studies.