| 题名 | 差之毫厘，谬以千里：不同性别定向的名字对女性求职机会的影响 |
| 作者 | 郭凤 |
| 答辩日期 | 2021-01 |
| 文献子类 | 硕士 |
| 授予单位 | 中国科学院心理研究所 |
| 授予地点 | 中国科学院心理研究所 |
| 其他责任者 | 任孝鹏 |
| 关键词 | 不同性别定向的名字 女性求职者,面试机会 面试机会 性别刻板印象 就业歧视 |
| 学位名称 | 理学硕士（同等学力硕士） |
| 其他题名 | A Miss is as Good as a Mile: The Impact of Gender Orientation of Names on the Female Applicants’ Interview Opportunity |
| 学位专业 | 应用心理学 |
| 中文摘要 | It has been found that the information of gender conveyed by name affected name owner’s interview opportunity. Based on the theory of Statistical Discrimination, this paper explored the impact of different gender-oriented names on female job applicants’ interview opportunities at the initial stage of selection for interview. Study 1 examined the impact of three types of names on female job seekers' chances of getting an interview by constructing a simple recruitment situation and using a forced selection method when limited personal information (name, gender, education, and school of graduation) was provided. The results showed that female job seekers with masculine oriented names received the most interview opportunities, while female job seekers with gender-neutral and feminine oriented names received fewer interview opportunities, and there was no significant difference between the two. To test the robustness of the name effect, study 2 examined the effect of gender-specific names on interview chances using both forced selection and scoring methods, providing complete resume information for job applicants. Research 2 discusses the mechanism of trait words on the basis of research 1. The results show that name-related trait words can predict job interviews and how likely they are to be interviewed. Research 3 conducted a field study to send virtual matching resumes to vacant positions through commonly used recruitment websites in China, and conducted a statistical test on the responses of enterprises, to investigate whether in real recruitment situations, corporate recruiters would treat female names with different gender orientations differently in resume screening. When other information about the candidate was controlled for, resumes with masculinised names were the most likely to receive interview feedback, compared with resumes with feminised names and sexualised names. The research results have some enlightening significance to the practice of human resource management in enterprises. |
| 英文摘要 | 名字传递的性别信息会影响个体获得的工作机会。本研究通过三项具体的研究，探讨了在简历筛选阶段，不同性别定向(男性化，中性化，女性化)的名字对女性求职者获得面试机会的影响。研究1通过构建简单的招聘情境，采用迫选的方式，考察当提供求职者有限的个人信息时(姓名、性别、学历、毕业学校)，三类名字对女性求职者获得面试机会的影响。结果发现，拥有男性化定向名字的女性求职者获得的面试机会最多，拥有中性化定向和女性化定向名字的女性求职者获得的面试机会较少，且二者之间无显著差异。为了检验名字效应的稳健性，研究2提供了求职者的完整简历信息，采用迫选和评分两种方法，考察了不同性别定向的名字对面试机会的影响；研究2在研究1的基础上探讨了特质词的机制；研究结果表明，名字相关的特质词能够预测面试机会以及面试机会的可能性大小。研究3开展了现场研究，通过国内常用的招聘网站向空缺职位投递虚拟配对的简历，并对企业的回应进行统计检验，考察在真实的招聘情境中，企业招聘者是否会对不同性别定向的女性名字在简历筛选时产生区别的对待。结果发现，当求职者的其他信息得到控制后，拥有男性化定向名字的简历收到面试反馈的比例最高，拥有女性化定向名字和中性化定向名字的简历收到面试反馈的比例较低。研究结果对企业人力资源管理实践具有一定的启发意义。 |
| 语种 | 中文 |
| 内容类型 | 学位论文 |
| 源URL | [http://ir.psych.ac.cn/handle/311026/41625]  |
| 专题 | 心理研究所_社会与工程心理学研究室 |
| 推荐引用方式 GB/T 7714 | 郭凤. 差之毫厘，谬以千里：不同性别定向的名字对女性求职机会的影响[D]. 中国科学院心理研究所. 中国科学院心理研究所. 2021. |
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