本文選題：性格偏向 + 學(xué)業(yè)成績偏向�。� 參考：《重慶大學(xué)》2014年碩士論文

【摘要】：隨著我國經(jīng)濟(jì)的不斷發(fā)展，生活水平的不斷提高，必然要求人們的知識文化水平緊跟經(jīng)濟(jì)社會發(fā)展的步伐。大學(xué)擴(kuò)招為此提供了可行的解決辦法，然而，大學(xué)擴(kuò)招所帶來的每年應(yīng)屆畢業(yè)生的人數(shù)急劇上升，致使大學(xué)生就業(yè)成為了當(dāng)前社會面臨的最棘手的熱門問題之一。由此，招聘、求職也就成為了當(dāng)前人們討論的最多的話題，而求職過程中的一些負(fù)面報道、不公平因素、考官的偏向等都成為了應(yīng)屆畢業(yè)生們最為關(guān)心，也是網(wǎng)絡(luò)論壇中最為熱門的關(guān)鍵詞。 基于此，本研究通過文獻(xiàn)分析、問卷編制與調(diào)查、實(shí)驗(yàn)設(shè)計等多種方法，試圖探討在招聘過程中招聘者的用人偏向，主要考察是性格偏向和學(xué)業(yè)成績偏向?qū)?yīng)屆畢業(yè)生求職者評分的影響。本研究有四部分的主要內(nèi)容：招聘者用人偏向的存在性研究、招聘者性格偏向和學(xué)業(yè)成績偏向?qū)η舐氄咴u價的影響研究、崗位對有性格偏向和學(xué)業(yè)成績偏向招聘者的決策的影響以及偏向矯正對招聘者的影響研究。 本研究通過調(diào)查及實(shí)驗(yàn)得出以下結(jié)論： （1）在招聘過程中，招聘者的性格偏向會對求職者的評分產(chǎn)生影響。對與其偏向相反的求職者，有性格偏向招聘者的評分與無性格偏向招聘者的評分有顯著差異。總體來說，性格外向的求職者得分比性格內(nèi)向的求職者得分高。 （2）招聘者的學(xué)業(yè)成績偏向不會對求職者的評分產(chǎn)生影響。有學(xué)業(yè)成績偏向的招聘者和沒學(xué)業(yè)成績偏向的招聘者他們對求職者的打分沒有顯著差異�？傮w來說，學(xué)業(yè)成績優(yōu)異的求職者得分比學(xué)業(yè)成績普通的求職者得分高。 （3）當(dāng)不考慮招聘者偏向時，性格和學(xué)業(yè)成績之間沒有交互作用。當(dāng)考慮招聘者偏向這一變量時，，不同招聘者對不同類型求職者的評分表現(xiàn)出了顯著的差異。當(dāng)求職者學(xué)業(yè)成績普通時，有性格偏向的招聘者偏向于給性格外向的求職者高分，而無性格偏向的招聘者對性格內(nèi)向和外向求職者的評分沒有差異；當(dāng)求職者學(xué)業(yè)成績優(yōu)異時，有性格偏向和無性格偏向的招聘者對性格外向和性格內(nèi)向的求職者的評分均沒有顯著差異。 （4）不管招聘者是否有學(xué)業(yè)成績偏向，也不管求職者性格內(nèi)向還是外向，所有招聘者均傾向于給學(xué)業(yè)成績好的求職者高分。 （5）招聘者的性格偏向?qū)Σ煌愿袂舐氄叩脑u分會受到崗位因素的影響。對于內(nèi)向的求職者，技術(shù)崗上的得分明顯高于綜合管理崗；崗位的不同不會影響招聘者對不同學(xué)業(yè)成績的求職者的評價，即不管在什么情況下，學(xué)業(yè)成績好的求職者的得分都顯著高于學(xué)業(yè)成績普通的求職者。 （6）在面對綜合管理崗位的求職者時，矯正使得外偏型招聘者對求職者評價的作用顯著，使其性格偏向有所降低，能夠更加合理公正的對待應(yīng)聘綜合管理崗位的求職者，但對于技術(shù)崗為而言，矯正的作用不顯著；對招聘者的學(xué)業(yè)成績偏向進(jìn)行矯正的效果不顯著，學(xué)業(yè)成績的主效應(yīng)顯著，學(xué)業(yè)成績與矯正的交互作用不顯著。
[Abstract]:With the development of our country ' s economy and the improvement of living standard , it is necessary to ask people ' s knowledge and culture level to follow the pace of economic and social development .

Based on this , this study tries to explore the influence of personality deviation and academic achievement preference on job applicant ' s rating by means of literature analysis , questionnaire compilation and investigation and experiment design .

The following conclusions are obtained through investigation and experiment :

( 1 ) In the process of recruitment , the personality of the job applicants will have an impact on the job seekers ' scores . In general , job seekers with personality preference scores differ significantly from those who have no personality bias . In general , job seekers with extroverted personality score higher than those who are introverted .

( 2 ) In general , job seekers with excellent academic performance scored higher scores than those of ordinary job seekers .

( 3 ) There is no interaction between personality and academic achievement when considering the preference of a job applicant . When considering the preference of a job applicant to the variable , there is a significant difference between the job seekers ' scores of different types of job seekers .
There were no significant differences in the scores between extroverted and introverted job seekers when job - seekers ' academic performance was excellent .

( 4 ) No matter whether the job applicant has academic achievement preference or whether the job applicant is introverted or extroverted , all applicants tend to score high grades of job seekers with good grades .

( 5 ) The personality of the job applicant is biased toward the job - seekers ' scores . For the introversion job - seekers , the scores of the technical posts are obviously higher than that of the comprehensive management posts ;
The difference in position does not affect the job applicant ' s evaluation of job seekers with different academic achievements , that is , the scores of job seekers with good academic performance are significantly higher than those of ordinary applicants .

( 6 ) In the face of the job seekers in the comprehensive management position , the correction causes the job seekers to have a significant role in the evaluation of job seekers , so that their character preference is reduced , and the candidates who are employed in the comprehensive management position can be treated more reasonably and fair , but the role of correction is not significant for technical posts ;
The results showed that the effect of correcting the academic achievement was not significant , the main effect of academic achievement was remarkable , and the interaction between academic achievement and correction was not significant .
【學(xué)位授予單位】：重慶大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：B849

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本文編號：1993214