1、中文 2000 汉字 ,980 单词， 5800 英文字符 文献出处： Purkiss S L S, Perrew P L, Gillespie T L, et al. Implicit sources of bias in employment interview judgments and decisions J. Organizational Behavior and Human Decision Processes, 2006, 101(2): 152-167. 原文 Implicit sources of bias in employment interview judgments
2、and decisions Sharon L. Segrest Purkiss, Pamela L. Perrew, Treena L. Gillespie, Bronston T. Mayes , Gerald R. Ferris Introduction The employment interview is an important source for information and remains, by far, the most frequently used employment selection and decision-making device in organizat
3、ions. Unfortunately, this reality stands in stark contrast to the continued questions about interview validity and the persistence of biases in the interview process, suggesting that more research in this area is needed. In particular, the effects of various interviewer and applicant characteristics
4、 on the interview process and outcomes deserve additional exploration. Although some research has addressed these issues, most of the studies of interviewer biases and stereotypes have focused on non-subtle, demographic effects on interviewers judgments and decisions. In a review of the interview li
5、terature, Posthuma et al. (2002) suggested that researchers redirect attention from examining simple demographic effects and consider these as potential cues for other causal factors, particularly attitudes and values. The present study addresses this appeal, and it extends previous work on applican
6、t characteristics by focusing on the effects of implicit or subtle cues on interview outcomes within the framework of modern racism or modern ethnicity bias. Specifically, the purpose of the present study is to investigate the extent to which ethnic name and accent serve as cues that trigger biased interviewer judgments and decisions in the employment interview process. Employment interview As a traditional component of most organizations human resource management selection systems, res
