The impact of variability in candidate profiles on rater confidence and judgements regarding stability and job suitability
The impact of variability in candidate profiles on rater confidence and judgements regarding stability and job suitability
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候选人资料的变异性对评估者信心以及稳定性和工作适宜性判断的影响
DOI：
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发表时间：
1995
期刊：
影响因子：
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通讯作者：
Lior Oren
中科院分区：
文献类型：
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作者：
S. Fox;Aharon Bizman;M. Hoffman;Lior Oren
两项研究评估了一种假设，即求职者个人资料呈现的高度变异性会导致评分者认为应聘者不那么稳定和合适，对他们的决定也不那么有信心。在对银行出纳员招聘的模拟中，公司员工被给予12个特征的候选人表现的12个图表，并被要求对候选人的稳定性、适宜性以及自信心进行评级。概况反映了不同的平均排名以及性状间的变异性程度。在研究1(N=128)中，发现变异性只影响稳定性的评估。在研究2(N=126)中，从简档中去掉了特征标签。在这里，结果表明，变异性影响稳定性、适宜性和可信度评级。讨论的重点是在不一致的情况下作出决策的影响。
Two studies assessed the hypothesis that heightened variability in the presentation of job candidate profiles would lead raters to judge ratees as less stable and suitable, and to feel less confident in their decision. In a simulation of recruitment for bank tellers, corporate employees were given 12 graphic profiles of candidate performance on 12 characteristics, and asked to rate candidate stability and suitability, along with feelings of confidence. Profiles reflected differing mean standings as well as degrees of between-trait variability. In Study 1 (N = 128), it was found that variability influenced only the evaluation of stability. In Study 2 (N = 126), trait labels were removed from the profiles. Here, results indicated that variability influenced stability, suitability and confidence ratings. Discussion focused on implications of decision making in situations of inconsistency.