人员选拔面试中的晕轮效应

The Halo Effect in Employee Selecting Interviews

实验分别研究了人员选拔面试中评分程序、评价者与评价对象性别、预期决策重要性的晕轮效应。研究表明:1、不同评分程序的晕轮效应存在显著的差异,其中匿名式评分程序最能降低晕轮效应。2、女性评价者比男性评价者相对较少受晕轮效应的影响。3、在高预期决策重要性情况下,评价者的晕轮效应较小。预期决策重要性和评价对象变量(选中/未选中)的交互效应显著。

The halo effects of rating process, evaluators＇ gender and evaluation objects＇ gender and the predicted importance of docision in employee selecting interviews were studied. The results confirmed that the halo effect varied with different rating procedures significantly, the anonymous type reduced the halo effect the best. Compared with male evaluators, women evaluators were less prone to the halo effect. In terms of highly predicted importance of decision, the evaluators had the least halo effect. And there was a significant interaction effect between predicted importance of decision and object variables （selected /not selected）.