通过交互式视频提高知识和态度:一个随机对照试验.
Michele C McDonnall1, Karla Antonelli1, Emily G Marett2
1National Research and Training Center on Blindness and Low Vision, Mississippi State University.
Rehabilitation psychology
|May 5, 2025
概括
一个交互式视频有效地改善了对雇用盲人或视力低下 (B / LV) 人的知识和态度. 招聘意向的这些积极变化在三个月后得到保留,促进了包容性就业实践.
科学领域:
- 心理学 心理学 心理学
- 人力资源管理 人力资源管理
- 关于残疾人的研究.
背景情况:
- 包容性招聘实践对于工作场所的多样性和公平性至关重要.
- 传统的培训方法可能无法充分解决有关失明或视力低下 (B/LV) 个人的就业方面的偏见和知识差距.
- 评估干预措施的长期影响对于可持续改变招聘行为至关重要.
研究的目的:
- 评估交互式视频 (IV) 在增强对盲人或视力低下 (B/LV) 个体的知识,态度和招聘意图方面的有效性.
- 为了确定知识,态度和招聘意图的改善是否在干预后三个月内持续下去.
- 为组织培训提供基于证据的建议,以促进包容性招聘.
主要方法:
- 进行了两项随机对照试验,涉及管理学生和招聘决策者.
- 参与者完成了预测试,观看了交互式视频 (IV) 或对照视频,并立即接受了后测试.
- 在其中一项研究中,包括了为期3个月的后续评估,以衡量效应的保留.
主要成果:
- 交互式视频 (IV) 显著提高了对B/LV的知识和对其就业的明确态度.
- 观察到,雇佣B/LV个人的意图中等增加.
- 在3个月的随访期间,知识和态度的改善仍然存在,尽管不适和隐含态度的变化是混合的.
结论:
- 交互式视频 (IV) 干预措施显示,它有望增加B/LV.申请人被雇用的可能性.
- 鼓励组织实施IV作为参与招聘决策的人员培训工具.
- 这些发现支持使用有针对性的教育干预措施来促进更具包容性的就业实践.
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