求职招聘中的策略——“失败成为优势”效应

The Strategy in Job Application——"Failure-as-an-asset" Effect

本研究选取78名参加工作的人为被试,采用角色扮演情境法进行实验,考察"失败成为优势"效应在招聘中的应用。结果发现,(1)当描述种类为缺点时,被试对能力为男性化类型的雇佣决定评价显著高于与性别无关类型。(2)"感知的女性化特质"与雇佣决定相关显著,当控制了感知的女性化特质,不同描述种类和能力在雇佣决定评价上的交互作用变得不显著了。缺乏男性化能力的女性求职者,更容易被雇佣从事传统女性职业,即存在"失败成为优势"效应;感知的女性化特质对"失败成为优势"效应起中介作用。

78 workers were administered in a role-play scenario to examine the strategy of the ＂failure-as-an-asset＂ effect in job application.The Results showed that（1） the applicant who mentioned a weakness in a masculine ability was more likely to be hired than the one who mentioned non-sex-linked ability。（2） The perceived femininity was significantly related to hiring decision.As expected,controlling for perceived femininity reduced the interaction to non-significance.Applicants were more likely to be hired for a traditional feminine position when they presented themselves as weak on a typical masculine ability.The ＂failure-as-an-asset＂ effect existed.Perceived femininity was shown to mediate these effects.