自己客観性は採用決定に影響を及ぼすのか？ : Uhlmann & Cohen (2007) の追試研究
広島大学心理学研究 Issue 16
Page 91-96
published_at 2017-03-31
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この文献の参照には次のURLをご利用ください : https://doi.org/10.15027/42605
| File | |
| Title ( jpn ) |
自己客観性は採用決定に影響を及ぼすのか？ : Uhlmann & Cohen (2007) の追試研究
|
| Title ( eng ) |
Effects of self-perceived objectivity on hiring decisions : Reexamining the Experiment by Uhlmann and Cohen
|
| Creator |
Urushidani Saya
Komatsu Kanoko
Sakai Nana
Noguchi Yuka
|
| Source Title |
広島大学心理学研究
Hiroshima Psychological Research
|
| Issue | 16 |
| Start Page | 91 |
| End Page | 96 |
| Journal Identifire |
[PISSN] 1347-1619
[EISSN] 2759-0968
[NCID] AA11616129
|
| Abstract |
Uhlmann and Cohen (2007) argued that self-perceived objectivity increased discrimination against women in hiring decisions; when decision makers have a sense of personal objectivity, they feel entitled to evaluate job applicants based on their gender stereotypical beliefs. We reexamined Experiment 2 by Uhlmann and Cohen (2007) with a sample of male university students in Japan. Contrary to their results, i.e., male participants high in stereotypic beliefs, primed with a sense of objectivity, gave male applicants more positive hiring evaluations than female applicants, we did not find any significant effects. The effects of self-perceived objectivity should be reexamined in future research considering factors, such as a sense of power, duration of effects after being primed, and participants’ sex.
|
| Keywords |
self-perceived objectivity
gender
hiring evaluation
|
| Descriptions |
本論文は，2016年度に広島大学教育学部で開講した「心理学課題演習」において，第1著者の指導により第2著者から第5著者までが実施した研究をもとに執筆した。研究の一部は第2著者から第5著者により第72回中国四国心理学会学部生研究発表会において報告された。
また，本研究の一部はJSPS科研費（JP26380844）による助成を受けたものである。
|
| NDC |
Society [ 360 ]
|
| Language |
jpn
|
| Resource Type | departmental bulletin paper |
| Publisher |
広島大学大学院教育学研究科心理学講座
|
| Date of Issued | 2017-03-31 |
| Publish Type | Version of Record |
| Access Rights | open access |
| Source Identifier |
[ISSN] 1347-1619
[NCID] AA11616129
|
