雇前筛选与申请人对雇佣机会的态度.pptxVIP

雇前筛选和申请人对雇佣机会的态度(Pre-employment screening and applicants’ attitudes toward an employment opportunity)ANAT RAFAELI摘 要通过由一些以色列人参与的模拟实验，作者检验了筛选的时间长短和测试类型对申请人态度的影响（包括参与竞争的努力和对潜在工作的态度）。通过验证作者得出结论：测试时间越长，参与者的态度越良好；另外，知识测试比起人格测试，与工作的相关度更高、对个人隐私干预更少、与时间的长短相关不大。(ABSTRACT:in an experimental simulation with Israeli participants,the author examined the influence of two aspects of pre-employment screening (duration of screening and type of testing )on applicants’attitudes toward a potential job.Testing that lasted longer led to more favorable attitudes.The participants considered knowledge testing ,compared with personality testing, more job related ,less invasive of privacy,and less sensitive to the amount of time spent testing .)文献综述已有研究重视的是招募过程中印象是如何形成的。也有许多理论证明了资源（时间和经理）的投入能反映出个体对工作的态度；个体的第一次行为就会预示其日后的工作态度；参与筛选的努力是首要的投资，越努力参与筛选，日后对待工作的态度也越好。而我目前的研究考查的是招募中的两种类型的投资：时间和人格接触。假 设1、雇前筛选的时间越长，参与筛选过程的劲头越足。2、雇前筛选的时间越长，对工作机会越珍惜。3、与知识或能力测试相比，人格测试会引发更积极的应征态度。4、与知识或能力测试相比，人格测试使人更珍惜面试机会。(Hypothesis 1:Among job applicants,a longer pre-employment screening process leads to more favorable attitudes toward continued participation in the recruitment process.Hypothesis 2:Among job applicants,a longer pre-employment screening process leads to more favorable attitudes toward the job opportunity.Hypothesis 3:Among job applicants,personality tests lead to more favorable attitudes toward an employment opportunity than do knowledge or ability tests. Hypothesis 4:Among job applicants,personality test lead to more favorable attitudes toward an employment opportunity than do knowledge or ability test.) 方 法采用2 x 2因素分析（测试类型 x 测试时间），有两个相关变量：对筛选过程的兴趣和对工作机会的兴趣。（The research design was a 2x2 factorial design (type of testing x duration of screening ),with two dependent variables:interest in continuing the recruitment process and interest in the employment opportunity.) 抽样以色列上夜校的商业专业学生。抽样人数为170人，43%位女生，平均年龄为26.3岁。这些人中有82%的人是半工半读，有53%的人是全职，有47.1%的人才工作不到一年。这些人一般都有求职经历，但据考查这对他们要参与的实验影响不大，因此，从心理学上看，他们是有资