这只是一个小谎言:LinkedIn欺诈的可原谅性
Eryn A Nielsen1, Dalia L Diab2
1Human Resources Research Organization (HumRRO), Louisville, KY, USA.
Psychological reports
|May 30, 2025
概括
在LinkedIn上,招聘决策受到申请人欺诈的严重程度的影响,而不是种族. 装饰个人资料的申请人比那些捏造信息的人更容易被原谅和雇佣. 这项研究研究了LinkedIn的欺诈和雇佣能力.
科学领域:
- 社会科学 社会科学 社会科学
- 心理学 心理学 心理学
- 人力资源 人力资源 人力资源
背景情况:
- LinkedIn越来越多地用于招聘和选择.
- 潜在的问题包括申请人欺诈和种族歧视.
- 了解招聘经理如何看待这些问题至关重要.
研究的目的:
- 调查LinkedIn欺诈类型 (装饰与捏造) 对申请人的宽恕性和雇佣能力的影响.
- 确定申请人种族 (黑人与白人) 是否适度这些看法.
- 分析欺诈严重程度对招聘决策的影响.
主要方法:
- 采用了一个2x2对象之间的因数设计.
- 179名参与者评估了假设的LinkedIn个人资料.
- 根据申请人的种族和欺诈类型 (装饰或伪造) 变化的个人资料.
主要成果:
- 发现欺诈类型的一个重要主要效应是:装饰更容易被原谅,并且比制造更容易被雇佣.
- 没有发现申请人种族和欺诈类型之间的显著相互作用.
- 宽恕倾向和宗教信仰等共同变量并没有改变主要发现.
结论:
- 谎言的性质 (装饰与捏造) 显著影响宽恕和招聘决策.
- 在这项研究中,种族似乎不是在这项研究中检测到的歧视事件中的一个因素.
- 关于申请人欺诈的招聘决定主要取决于虚假陈述的严重程度.
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