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博碩士論文 etd-0615116-000538 詳細資訊
Title page for etd-0615116-000538
An Experimental Study of Facial Maturity and Hiring Decision
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Hiring Decision, Facial Maturity, The baby-face overgeneralization effect
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This paper applies experimental research, manipulating applicants' facial maturity, gender and position to see if differences exist when people make hiring decisions. The result shows that: When People evaluate applicants' personality and competence only by the differences of their facial maturity. Baby-faced applicants tend to be seen as kind and trustworthy people, who have good and warm personality. As a result, they are easily to be hired when applying for lower positions without management responsibility. On the other hand, mature-faced applicants tend to be considered showing higher expertise and better working competence. Therefore, they have higher chances to be hired when applying for higher positions with management responsibility. Seeing the whole picture, when only screen applicants’ facial maturity in recruitment process, those who have mature face have priority than baby-faced applicants to get an offer.
目次 Table of Contents
第一章 緒論 1
第一節 研究動機 1
第二節 研究目的 2
第二章 文獻探討 3
第一節 外貌印象與社會知覺(Social Perception) 3
第二節 娃娃臉效應(The Baby-face Overgeneralization Effect) 6
第三節 娃娃臉效應在人力資源管理實務的影響 10
第四節 研究架構與假設 12
第三章 研究方法 14
第一節 樣本和實驗設計 14
第二節 實驗前測 14
第三節 實驗刺激(照片及職位情境) 16
第四節 實驗程序 17
第五節 變項衡量 18
第四章 研究結果 20
第一節 操弄檢驗 20
第二節 信度分析 20
第三節 假設檢驗 21
第五章 結論與建議 26
第一節 結果摘要 26
第二節 結果討論 26
第三節 管理意涵 28
第四節 研究限制與未來研究建議 29
參考文獻 31
參考文獻 References
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