USING HYPOTHETICAL AND ACTUAL APPLICANTS IN ASSESSING PERSON-ORGANIZATION FIT - A METHODOLOGICAL NOTE

被引：26

作者：

CLEVELAND, JN

机构：

[1] Department of Psychology, Colorado State University

来源：

JOURNAL OF APPLIED SOCIAL PSYCHOLOGY | 1991年 / 21卷 / 12期

关键词：

D O I：

10.1111/j.1559-1816.1991.tb00455.x

中图分类号：

B84 [心理学];

学科分类号：

04 ; 0402 ;

摘要：

The relationship between a group's self‐stereotype and the group's perceptions of the suitability of the applicant to enter the group was examined using hypothetical and actual applicants. Results indicated that the greater the similarity of the description of a hypothetical applicant to the group's self‐stereotype, the higher the applicant's suitability ratings. A similar relationship was found using actual applicants to these same groups. Methodological implications of using actual and experimentally generated stimulus materials in research on selection decisions are discussed. Copyright © 1991, Wiley Blackwell. All rights reserved

引用

页码：1004 / 1011

页数：8

共 13 条

[1] UNFAIR DISCRIMINATION IN THE EMPLOYMENT INTERVIEW - LEGAL AND PSYCHOLOGICAL-ASPECTS [J].