Doctoral Dissertation Research: Double Standards and Team Selection

SES-1131093-韦伯斯特(Pi)Sharon Doerer(合伙)北卡罗来纳大学，夏洛特博士论文研究：双重标准和团队选择摘要这个项目调查了人们如何提出招聘建议。具体地说，这篇论文考察了做出招聘推荐的人所持的态度，以及团队推荐是如何由于评估者的态度和候选人的资格之间的互动而演变的。该项目采用了实验设计，并基于社会心理学理论。这项研究的第一阶段衡量了其他研究表明可能会影响招聘建议的一些态度。150名参与者将完成这一态度评估。在第二阶段，这些参与者将参与随机分配到三个实验组中的一个。在控制条件下，参与者将仅根据候选人信息进行候选人推荐。在其他两个条件下，私人投资主任审查两个因素的有效性，即正式的招聘标准和对招聘建议的问责。在这些情况下，参与者将得到相同的候选人信息，但他们也将被给予评估候选人的正式标准，或者参与者将被告知他们将被要求解释他们的遴选建议。然后，参与者审查候选人资格，并推荐工作小组的候选人。因此，将两种干预措施对参与者建议的影响的衡量标准与仅提供候选人信息的参与者给出的建议进行比较。PIs还测试参与者的态度对后续候选人推荐的影响。更广泛的影响这项研究的发现可能会让我们了解影响招聘决定的社会心理因素，并对雇主和求职者感兴趣。因此，这项研究的结果可能对各种组织具有实际意义。反过来，调查结果可能会影响旨在优化招聘决策的干预措施的发展和有效性，这些决策对实现组织目标至关重要。此外，该项目建立在其他国家进行的类似研究的基础上，这将使我们能够评估影响招聘决定的因素在多大程度上是特定于背景或文化的。在进行这项研究的过程中，PIS还将通过向至少另一名社会学学生提供研究方法培训来促进这一学科的发展。

SES - 1131093Murray Webster (PI)Sharon Doerer (co-PI)University of North Carolina, CharlotteDoctoral Dissertation Research: Double Standards and Team SelectionAbstractThis project examines how people make hiring recommendations. Specifically, this dissertation examines attitudes held by those making hiring recommendations, and how team recommendations evolve as a result of an interaction between the attitudes of evaluators and the qualifications of candidates.The project employs an experimental design and is grounded in social psychological theory. The first phase of the study measures some attitudes that other research has suggested may affect hiring recommendations. One hundred and fifty participants will complete this attitude assessment. In the second phase, these participants will then participate in a random assignment to one of three experimental groups. In the control condition, the participants will make recommendations of candidates based on the candidate information only. In the other two conditions, the PIs examine the effectiveness of two factors, formal standards for hiring and accountability, on hiring recommendations. In these conditions, the participants are given the same candidate information, but they will also be given either formal standards for evaluating the candidates or the participants will be told that they will be asked to explain their selection recommendations. Participants then review candidate qualifications and recommend candidates for a work-team. Thus, measures of the effect of the two interventions on participant recommendations are compared to recommendations given by participants who are only provided candidate information. The PIs also test for effects of participant attitudes on subsequent candidate recommendations. Broader ImpactsFindings from this research may inform our understanding of the social psychological factors that shape hiring decisions and are of interest to employers as well as job applicants. Thus, results from this research may have practical implications for a variety of organizations. In turn, findings may shape the development and effectiveness of interventions designed to optimize hiring decisions crucial to achieving organizational goals. In addition, the project builds on similar research conducted in other countries, which will enable us to assess the degree to which factors affecting hiring decisions are context- or culturally specific. In the process of conducting this research, the PIs will also advance the discipline by providing training in research methods to at least one other sociology student.