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首页> 外文期刊>Journal of Applied Psychology >Discrimination Against Facially Stigmatized Applicants in Interviews: An Eye-Tracking and Face-to-Face Investigation
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Discrimination Against Facially Stigmatized Applicants in Interviews: An Eye-Tracking and Face-to-Face Investigation

机译：面试中对带有耻辱感的申请人的歧视：眼睛追踪和面对面调查

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Drawing from theory and research on perceived stigma (Pryor, Reeder, Yeadon, & Hesson-McInnis, 2004), attentional processes (Rinck & Becker, 2006), working memory (Baddeley & Hitch, 1974), and regulatory resources (Muraven & Baumeister, 2000), the authors examined discrimination against facially stigmatized applicants and the processes involved. In Study 1, 171 participants viewed a computer-mediated interview of an applicant who was facially stigmatized or not and who either did or did not acknowledge the stigma. The authors recorded participants' (a) time spent looking at the stigma (using eye tracker technology), (b) ratings of the applicant, (c) memory recall about the applicant, and (d) self-regulatory depletion. Results revealed that the participants with facially stigmatized applicants attended more to the cheek (i.e., where the stigma was placed), which led participants to recall fewer interview facts, which in turn led to lower applicant ratings. In addition, the participants with the stigmatized (vs. nonstigmatized) applicant depleted more regulatory resources. In Study 2, 38 managers conducted face-to-face interviews with either a facially stigmatized or nonstigmatized applicant, and then rated the applicant. Results revealed that managers who interviewed a facially stigmatized applicant (vs. a nonstigmatized applicant) rated the applicant lower, recalled less information about the interview, and depleted more self-regulatory resources.
机译：从关于感知的污名的理论和研究（Pryor，Reeder，Yeadon和Hesson-McInnis，2004年），注意力过程（Rinck和Becker，2006年），工作记忆（Baddeley和Hitch，1974年）以及监管资源（Muraven和Baumeister）中吸取（2000年），作者检查了对受面部污辱的申请人的歧视及其所涉及的过程。在研究1中，有171名参与者查看了由计算机介导的申请人的面试结果，该申请人是否受到面部污名化，或者是否承认耻辱。作者记录了参与者的（a）花费在看耻辱上的时间（使用眼动仪技术），（b）申请人的评分，（c）关于申请人的记忆回忆和（d）自我调节性耗竭。结果显示，带有面部污点申请人的参加者更多地参加了脸颊（即放置耻辱的地方），这导致参与者回想起较少的面试事实，进而导致申请人的评分降低。此外，有被污名的（而不是被污名的）申请人的参与者消耗了更多的监管资源。在研究2中，有38位经理与面对被污名或无污名的申请人进行了面对面的访谈，然后对申请人进行了评分。结果显示，采访了受面部污辱的求职者（而非未受污名的求职者）的经理对求职者的评价较低，回想起面试的信息较少，并消耗了更多的自我调节资源。

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