【作者】 李文雅； 张伟； 陈孚； 徐建平；

【Author】 Li Wenya~1 Zhang Wei~1 Chen Fu~1 Xu Jianping~2 1 Department of Psychology Beijing Normal University,Beijing,100875 2 Department of Psychology Beijing Normal University,Beijing,100875,

【机构】 北京师范大学心理学院；

【摘要】 面试是应用最广泛的人才选拔方法,但同时有很多因素影响面试的效度。其中最重要的就是应聘者的非言语线索,包括外表吸引力与非言语行为两方面。由于不同关于应聘者言语内容与非言语线索对于面试结果决定作用的研究的结果有所差异,有研究者认为是由于一些研究没有将言语线索与非言语线索分离,而非言语线索与言语内容会有相互影响,因此导致结果不准确。本研究将言语与非言语线索分离,研究非言语线索对于面试结果的影响。本研究有三个假设,假设1为,当以文本方式呈现面试过程,即排除了面试中非言语线索的影响时,应聘者言语内容能够显著预测面试结果。假设2为,当以语音方式呈现面试过程,即在言语内容上加入言语风格时,应聘者言语内容对于面试结果的预测能力提高。假设3为,当以视频方式呈现面试过程,即在言语内容与言语风格上再加入非言语线索时,应聘者言语内容对于面试结果的预测能力降低,非言语线索能够显著预测面试结果。参与研究的被试共90名,均为有面试经验的在校学生。将其平均分为三组,分别参加文本组、音频组、视频组的研究。应聘者应聘岗位为人力资源专员,实验中首先让面试官学习人力资源专员岗位说明书,后结合应聘者简历及应聘者在面试中的表现,对应聘者进行评分。对三组的数据分析发现,在文本组中,应聘者言语内容能够显著预测整体的变异;与没有线索的文本组相比,音频组中应聘者言语内容能够解释更多的整体评价的变异;视频组加入非言语线索后,言语内容对于面试结果的预测力大大降低,非言语线索能够显著解释整体评价的变异。三个假设均被证实。综合所有数据结果我们得出,应聘者非言语线索对于面试结果的解释力较强,尤其是非言语行为;对于面试官而言,多通道信息的输入能够更有效的利用认知资源,从而更加全面、有效地在面中评价应聘者;在整个面试过程中,应聘者简历会对面试结果产生较大影响;在面试前需要对面试官进行更加全面的培训,以提高面试效度。更多还原

【Abstract】 Interview is the most useful way to select person with ability,however there are many factors which can affect the validity of interview.Interviewee non-verbal clues(physical attractiveness and non-verbal behaviors) can largely affect the validity of interview.The researches about the effect of verbal content and non-verbal clues on interview have different results,some researchers suggest many researches didn’t separate interviewee physical attractiveness and non-verbal behaviors,while physical attractiveness and non-verbal behaviors can effect each other,that can lead to some research’s result are not accuracy at all.The present study separated physical attractiveness and non-verbal behaviors,investigated the influence of interviewee non-verbal clues on interviewer decisions. There are three hypotheses:(1) when present interview with text,exclude the influence of non-verbal,the interviewee verbal content can significant predict interviewer evaluation,(2) when present interview with voice, combine verbal content and verbal style can add the predictability of interviewee verbal content on interviewer evaluation,and(3) when present interview with video,combine verbal content,verbal style and non-verbal clues, the predictability of interviewee verbal content on interviewer evaluation decrease and the interviewee non-verbal clues can significant predict interviewer evaluation. 90 participants attended the present research.All of them were college students and have abundant interview experience.Randomly separate the participant to three groups:text group,voice group and video group.The job provided to interviewee is human resource staff,before the formal interview,the interviewer learnt the position introduction.During the interview,interviewer should evaluate the interviewee performance with scores. The results show:In text group,the interviewee verbal content can significant predict interviewer evaluation. In voice group,combine verbal content and verbal style can add the predictability of interviewee verbal content on interviewer evaluation.In video group,the predictability of interviewee verbal content on interviewer evaluation decrease and the interviewee non-verbal clues can significant predict interviewer evaluation.Therefore,three hypotheses are all correct. According to all data,we can know the interviewee non-verbal clues explained unique variance in interviewer evaluations,especially non-verbal behaviors.To interviewer,abundant information input can effective use the cognition resource that can help the interviewer to evaluate interviewee more effective and overall.What’s more,the interviewee resume can also affect the result of interview.In order to improve thevalidity of interview, the interviewer should be trained in all-sided.更多还原