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Systematische Fehler der Personenbeurteilung
Abstract
Andere Personen zu beurteilen, ist eine Aufgabe, der sich jeder Mensch nahezu täglich stellen muss, sei es im Straßenverkehr, an der Kasse im Supermarkt oder im Berufsleben. In der Regel laufen derartige Bewertungen sehr schnell und unbewusst ab, ohne dass sich die Bewertenden kritisch mit der Qualität ihrer Einschätzung beschäftigen. Insbesondere im beruflichen Kontext – z. B. im Rahmen der Personalauswahl oder der Leistungsbeurteilung – wäre dies aber sehr zu wünschen, denn seit vielen Jahrzehnten zeigt die Forschung, dass Beurteilungen, die „aus dem Bauch heraus“ getroffen werden, mit systematischen Fehlern verbunden sind. Das vorliegende Kapitel stellt grundlegende Phänomene der fehlerhaften Beurteilungen dar und diskutiert zum Schluss die Frage, wie sie sich reduzieren lassen.
... Gerade im Bereich des Recruiting wird der unconcious bias als Grund gesehen, warum schon bei der Einstellung Vielfalt nicht aktiv unterstützt wird (Carnahan und Moore 2023). Kanning (2022) untersuchte den unconcious bias Ähnlichkeitseffekt und fand heraus, dass die Entscheidung der Personalauswählenden zu 32 % von der wahrgenommenen Ähnlichkeit der Bewerbenden mit den Auswählenden abhängt und so vor allem Bewerbende ausgewählt werden, die nicht divers zu der bestehenden Belegschaft sind (Kanning 2022). ...
... Gerade im Bereich des Recruiting wird der unconcious bias als Grund gesehen, warum schon bei der Einstellung Vielfalt nicht aktiv unterstützt wird (Carnahan und Moore 2023). Kanning (2022) untersuchte den unconcious bias Ähnlichkeitseffekt und fand heraus, dass die Entscheidung der Personalauswählenden zu 32 % von der wahrgenommenen Ähnlichkeit der Bewerbenden mit den Auswählenden abhängt und so vor allem Bewerbende ausgewählt werden, die nicht divers zu der bestehenden Belegschaft sind (Kanning 2022). ...
Zusammenfassung
First Generation Professionals erleben Probleme und Schwierigkeiten beim Eintritt und der Karriere in Organisationen. Allerdings entwickeln sie auch Kompetenzen im Zusammenhang mit ihrer sozialen Herkunft. In einer empirischen Studie mit 27 Interviews werden Kompetenzen inhaltsanalytisch ausgewertet. Anhand der Ergebnisse werden klassische defizitorientierte Maßnahmen kritisch reflektiert und kompetenzorientierte Ansätze diskutiert.
Praktische Relevanz
Soziale Herkunft wird im Diversity Management zunehmend thematisiert. Es werden sowohl Probleme beim Einstieg in den Beruf als auch auf dem Karriereweg festgestellt. Häufig zielen die Handlungsempfehlungen vor allem auf den Ausgleich von Defiziten. Allerdings werden dabei die Kompetenzen, die First Generation Professionals auf ihrem Bildungs- und Berufsweg auch aufgrund ihrer sozialen Herkunft entwickeln oft nicht gesehen und daher auch nicht in den Organisationen nutzbar gemacht. In dieser Studie werden berufsbezogene Kompetenzen analysiert und kompetenzorientierte Ansätze diskutiert, die in Organisationen umgesetzt werden können.
Die Integration multimethodal erhobener Informationen zur Validierung und Befundsicherung ist eine zentrale einzelfalldiagnostische Aufgabe. Exemplarisch werden Möglichkeiten des Abgleichs von Daten aus freier Exploration, normiertem Fragebogen, Verhaltensbeobachtung, Leistungstestung, physiologischer Messung und Fremdberichten skizziert. Schwerpunkte bei der Beurteilung von Merkmalsübereinstimmungen liegen auf der Beachtung verfahrensspezifischer Mess- und Testgüteeigenschaften, zeitlicher Faktoren und der Unterscheidung verhaltens- und eigenschaftsbezogener Informationen.
People tend to hold overly favorable views of their abilities in many social and intellectual domains. The authors suggest that this overestimation occurs, in part, because people who are unskilled in these domains suffer a dual burden: Not only do these people reach erroneous conclusions and make unfortunate choices, but their incompetence robs them of the metacognitive ability to realize it. Across 4 studies, the authors found that participants scoring in the bottom quartile on tests of humor, grammar, and logic grossly overestimated their test performance and ability. Although their test scores put them in the 12th percentile, they estimated themselves to be in the 62nd. Several analyses linked this miscalibration to deficits in metacognitive skill, or the capacity to distinguish accuracy from error. Paradoxically, improving the skills of participants, and thus increasing their metacognitive competence, helped them recognize the limitations of their abilities.
Despite inconsistent findings, studies of how people adapt to threatening events continue to focus on the impact of self-blame. We review 25 published studies that have reported, usually as an incidental finding, the adaptational impact of blaming others for threatening events. Blaming others for one's misfortune is associated with impairments in emotional well-being and physical health. Five potential explanations for this relation are examined. Three are derived from a psychoanalytic perspective that views blaming others as a developmental diathesis. The other two—learned helplessness and excuse theory—come from the social psychology literature. We demonstrate that none of these theories explain the observed pattern of findings and that the evidence to date poses some genuine challenges to psychodynamic and social psychological theories of adaptation to life crises. We then present a model that differentiates situational factors and personal characteristics influencing the occasion for blaming others from intrapersonal and interpersonal factors that make such blaming maladaptive. A conceptual and empirical shift in focus from self-blame to other-blame may yield heuristic benefits.
An examination of the social perception literature yields little evidence for the false-uniqueness phenomenon (Valins & Nisbett, 1972), the perception that one's attributes are more unique than is the case. In contrast, the tendency for individuals to project their own characteristics onto other people and assume that more people are like themselves is a robust phenomenon. One reason researchers may not have found false uniqueness is that they have not looked at the accuracy of consensus estimates. A close look at the results of Tabachnik, Crocker, and Alloy (1983) and Sanders and Mullen (1983), who did assess accuracy, suggests that people possessing undesirable attributes overestimate consensus, whereas people holding desirable attributes underestimate consensus. The latter pattern is a form of false uniqueness. In this study we looked at the accuracy of social consensus estimates in the context of psychological fears. A sample of subjects filled out an abbreviated version of a fear survey and made estimates of consensus. The results showed that both high- and low-fear respondents overestimated the incidence of high fear among their peers, but high-fear subjects were more inaccurate in their estimates. A false-uniqueness effect was found on the part of low-fear subjects, as they tended to underestimate the incidence of low fear among their peers. These findings are consistent with a motivational interpretation that emphasizes the individual's need to justify or normalize stigmatized behavior and to bolster perceived self-competence.
In this chapter, we summarize research on nonverbal expressions of behavior (nonverbal cues) and how they contribute to the accuracy of personality judgments. First, we present a conceptual overview of relevant nonverbal cues in the domains of facial expressions, body language, paralanguage, and appearance as well as approaches to assess these cues on different levels of aggregation. We then summarize research on the validity of nonverbal cues (what kind of nonverbal cues are good indicators of personality?) as well as the utilization of nonverbal cues (what kind of nonverbal cues lead to personality impressions?), resulting in a catalogue of those cues that drive judgment accuracy for different traits. Finally, we discuss personal and situational characteristics that moderate the expression and utilization of nonverbal cues and give an outlook for future research.
ZUSAMMENFASSUNG In einem Online-Experiment mit 472 Personen wird die Bedeutung des Akzents von Bewerbern untersucht. Die Pbn hören ein Telefoninterview, in dem eine Bewerberin entweder hochdeutsch, mit bayerischem oder sächsischem Akzent spricht. Anschließend bewerten sie diese hinsichtlich einer Vielzahl von Eigenschaften. Im Ergebnis zeigt sich ein sehr großer Haupteffekt (Eta 2 =.24) des Akzents. Die sächsisch sprechende Bewer-berin wird im Vergleich zu einer hochdeutsch bzw. einer mit bayerischem Akzent sprechenden Bewerberin als weniger leistungsorientiert und sozial kompetent erlebt. Zudem würde sie mit geringerer Wahrscheinlichkeit zu einem nachfolgenden Interview eingeladen oder eingestellt werden. Die bayerisch sprechende Bewerberin ist nur in zwei Punkten im Nachteil gegenüber einer hochdeutsch sprechenden: sie wird als weniger leistungsorientiert wahrgenommen und erhält mit geringerer Wahrscheinlichkeit eine direkte Stellenzusage. Die berufliche Erfahrung mit Personalauswahlprozessen schützt nicht vor derartigen Urteilsverzerrungen. Beurteiler, die selbst mit Akzent sprechen, weisen geringfügi-gere Verzerrungseffekte auf, allerdings nur bezogen auf den bayerischen Akzent.
Gesicht und Persönlichkeitseindruck ________
Das komplette Buch als Download ________
Seit Juni 2020 auch als unveränderte Neuausgabe im Buchhandel erhältlich _____ https://www.amazon.de/exec/obidos/ASIN/3939937835/ron0c
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Dieses Buch befasst sich mit einem Gegenstand, der uns alle fasziniert, nämlich dem menschlichen Gesicht. Es beschäftigt sich mit den Eindrücken, die wir beim Betrachten eines fremden Gesichts erhalten. Dabei stehen drei Fragen im Blickpunkt: Wie hängen die verschiedenen Eindrücke, die ein Gesicht vermittelt, untereinander zusammen? Inwieweit stimmen verschiedene Beurteiler in ihren Eindrücken überein? Lassen sich Persönlichkeitseindrücke auf physiognomische Merkmale zurückführen? Der Autor liefert einen umfassenden Überblick über den Stand der Forschung und berichtet über eigene umfangreiche Untersuchungen. Die Fülle der referierten Befunde macht dieses Buch zu einem einzigartigen Nachschlagewerk über die Erkenntnisse der psychologischen Forschung zur Gesichterbeurteilung. Durch die allgemeinverständliche Darstellung wendet sich das Buch nicht nur an das psychologische Fachpublikum, sondern auch an Personen, die beruflich mit Fragen der Personenbeurteilung zu tun haben, sowie an Personen, die sich für Fragen des Aussehens und der physischen Attraktivität interessieren.
Gender bias continues to be a concern in many work settings, leading researchers to identify factors that influence workplace decisions. In this study we examine several of these factors, using an organizing framework of sex distribution within jobs (including male- and female-dominated jobs as well as sex-balanced, or integrated, jobs). We conducted random effects meta-analyses including 136 independent effect sizes from experimental studies (N = 22,348) and examined the effects of decision-maker gender, amount and content of information available to the decision maker, type of evaluation, and motivation to make careful decisions on gender bias in organizational decisions. We also examined study characteristics such as type of participant, publication year, and study design. Our findings revealed that men were preferred for male-dominated jobs (i.e., gender-role congruity bias), whereas no strong preference for either gender was found for female-dominated or integrated jobs. Second, male raters exhibited greater gender-role congruity bias than did female raters for male-dominated jobs. Third, gender-role congruity bias did not consistently decrease when decision makers were provided with additional information about those they were rating, but gender-role congruity bias was reduced when information clearly indicated high competence of those being evaluated. Fourth, gender-role congruity bias did not differ between decisions that required comparisons among ratees and decisions made about individual ratees. Fifth, decision makers who were motivated to make careful decisions tended to exhibit less gender-role congruity bias for male-dominated jobs. Finally, for male-dominated jobs, experienced professionals showed smaller gender-role congruity bias than did undergraduates or working adults. (PsycINFO Database Record (c) 2014 APA, all rights reserved).
While attractiveness has many positive effects in everyday life, it has been shown to negatively affect selection of female leaders, the so-called “beauty is beastly” effect. Yet, an impact on more profound variables, such as followers’ trust in and loyalty toward female leaders, remains unclear, as does its interaction with different leadership styles: transformational (characterized by charismatic behavior aimed at inspiring and motivating followers) versus transactional (characterized by a strong focus on task completion and respective rewards or punishments). We have therefore made the first empirical attempt to test the interaction effects of leader gender, leader attractiveness, and leadership style on followers’ trust and loyalty. Results from a laboratory experiment provide clear empirical support for the negative effects of attractiveness for female (but not male) leaders with a transformational leadership style. Attractiveness did not influence trust and loyalty toward male and female leaders with a transactional leadership style. The negative influence of leader attractiveness on trust and loyalty toward female transformational leaders was mediated by ascribed leader communion.
To evaluate the impact of actual and perceived similarity on interpersonal attraction, we meta-analyzed 460 effect sizes from 313 laboratory and field investigations. Results indicated that the associations between interpersonal attraction and both actual similarity (r = .47) and perceived similarity (r = .39) were significant and large. The data also indicate that (i) actual similarity was important in no-interaction and short-interaction studies, (ii) there was a significant reduction in the effect size of actual similarity beyond no-interaction studies, and (iii) the effect of actual similarity in existing relationships was not significant. Alternatively, perceived similarity predicted attraction in no-interaction, short-interaction, and existing relationship studies. The implications of perceived similarity, rather than actual similarity, being predictive of attraction in existing relationships are discussed.
This study examines whether recruiter-applicant demographic similarity affects selection decisions. In addition, the mediators proposed by the similarity-attraction paradigm were tested. However, consistent with Graves and Powell’s (1995) findings and with the propositions of social identity theory, I also proposed that female recruiters would prefer male applicants. Significant race similarity effects were observed for White recruiters on overall interview assessments and offer decisions, sex dissimilarity had a significant direct effect on overall interview assessments, and age similarity was not related to either criterion. In addition, there was some evidence that the significant direct effects were mediated by perceived similarity and interpersonal attraction. The sex dissimilarity effect appeared to be the result of male recruiters’ preference for female applicants. Post hoc analyses revealed that this relationship was mediated by applicant appearance.
The relationship of managerial experience to gender and attractiveness biases was examined in decisions involving suitability for hire and probable organizational progression within a typical financial institution. Each of 112 managers evaluated 4 equivalent résumé-data sheets, to which different candidate photographs were attached. The photographs were varied using a 2 X 2 (Gender X Attractiveness) design wherein each photograph depicted a woman or a man who was either highly attractive or slightly below average in attractiveness. For both ratings and rankings of candidates, clear evidence of attractiveness and gender biases were present. The extent of the bias was generally smaller for the most experienced managers, although less attractive female applicants were routinely at a disadvantage regardless of managerial experience. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This study investigated whether sex discrimination existed in recruiters' evaluations of applicants in real employment interviews and, if so, whether other variables could explain it. The variables examined were the perceived similarity of the applicant to the recruiter, the interpersonal attraction felt by the recruiter toward the applicant, and the applicant's objectively measured and subjectively measured qualifications. Applicant sex did not directly or indirectly affect recruiters' evaluations of applicants in campus interviews, providing no evidence of sex discrimination. Instead, subjective qualifications had a significant effect on evaluations and also mediated the effects of perceived similarity, interpersonal attraction, and objective qualifications on evaluations. Recruiters saw stronger subjective qualifications in applicants with high scholastic performance whom they viewed as similar to themselves and whom they liked. Perceptions of these qualifications, in turn, were the primary determinant of evaluations. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This study meta-analytically tested hypotheses concerning factors that affect sex discrimination in simulated employment contexts. These hypotheses, derived from the social psychological literature on stereotyping, predicted that salience of applicant sex, job sex-type, sex of rater, and amount of job-relevant information would affect discrimination against female and male applicants. Generally, the hypotheses concerning job sex-type and job-relevant information were supported. Female and male applicants received lower ratings when being considered for an opposite-sex-type job, and the difference between ratings of males and females decreased as more job-relevant information was provided. However, ratings of males and females did not differ as hypothesized in regard to salience of sex and rater sex. The research and practice implications of these results are discussed.
Common maxims about beauty suggest that attractiveness is not important in life. In contrast, both fitness-related evolutionary theory and socialization theory suggest that attractiveness influences development and interaction. In 11 meta-analyses, the authors evaluate these contradictory claims, demonstrating that (a) raters agree about who is and is not attractive, both within and across cultures; (b) attractive children and adults are judged more positively than unattractive children and adults, even by those who know them; (c) attractive children and adults are treated more positively than unattractive children and adults, even by those who know them; and (d) attractive children and adults exhibit more positive behaviors and traits than unattractive children and adults. Results are used to evaluate social and fitness-related evolutionary theories and the veracity of maxims about beauty.
It "was hypothesized that (a) a stranger who is known to have attitudes similar to those of the subject is better liked than a stranger with attitudes dissimilar to those of the subject, (b) is judged to be more intelligent, better informed, more moral, and better adjusted and (c) is evaluated more positively on four [other] variables." The first 2 hypotheses were confirmed. From Psyc Abstracts 36:04:4GE13B.
Managementfehler haben mitunter weitreichende Konsequenzen für viele Menschen, die davon unmittelbar oder indirekt betroffen sind.
Fast jeder kennt Fälle in seinem Umfeld oder glaubt Betroffener von Managementfehlern zu sein.
Wenn Sie wissen möchten, wie Managementfehler entstehen und wodurch sie sich ein Stück weit eindämmen lassen, ist dieses Buch genau richtig für Sie, denn hier werden beispielsweise die folgenden Fragen beantwortet:
• Wie wird man (Spitzen-)Manager*in?
• An welchen Eigenschaften scheitern Manager*innen?
• Warum treffen Manager*innen Fehlentscheidungen?
• Wie täuschen Manager*innen sich und andere?
• Warum werden sie nicht frühzeitig gestoppt?
Anhand von interessanten Informationen und Stories erhalten Sie einen Einblick in konkrete und bekannte Fälle von Missmanagement. Aufgrund der augenöffnenden Analyse, die auf psychologischen Erkenntnissen basiert, können Sie wertvolle Schlussfolgerungen ziehen.
Zielgruppen:
Berufstätige und alle, die sich ein gutes Management wünschen, sowie diejenigen, die Führungskräfte, Manager und Managerinnen, einstellen, sie führen oder mit ihnen zusammenarbeiten.
Zum Autor:
Prof. Dr. phil. habil. Uwe Peter Kanning ist Professor für Wirtschaftspsychologie an der Hochschule Osnabrück. Er ist Autor zahlreicher Bücher. Seine Arbeit wurde vielfach ausgezeichnet, u.a. 2016 „Professor des Jahres“ (UnicumBeruf) oder 2019 Wahl unter die „40 führenden Köpfe des Personalwesens“ (Personalmagazin). Seit 1997 berät er Unternehmen und Behörden bei wirtschaftspsychologischen Fragestellungen.
Dieselskandal, Bankenkrise, Flughafenbau – Managementfehler haben weitreichende Konsequenzen für die Gesellschaft. Sie ließen sich eindämmen durch professionelle Personalarbeit.
Erstmals werden in diesem Fachbuch umfassend die Ursachen für das Entstehen von Managementfehlern vor dem Hintergrund wissenschaftlicher Erkenntnisse aus der Wirtschaftspsychologie dargestellt. Die Ursachen liegen sowohl in der Persönlichkeit der verantwortlichen Manager, als auch in ihren Arbeitsbedingungen sowie dem Verhalten von Vorgesetzen, Kollegen und Mitarbeitern.
Das Buch liefert Checklisten zur Identifizierung von Risikofaktoren im Unternehmen und gibt Anregungen zur Intervention.
Zielgruppen:
Alle, die sich in Studium und Beruf mit Führung und Management beschäftigen, von Managementfehlern betroffen sind oder ihnen vorbeugen möchten: Personalexperten, Studierende und Dozenten der Psychologie, der Wirtschaftswissenschaften sowie verwandter Fächerund – nicht zuletzt – Manager selbst.
Zum Autor:
Prof. Dr. Uwe Peter Kanning ist Professor für Wirtschaftspsychologie an der Hochschule Osnabrück mit den Arbeitsschwerpunkten Personaldiagnostik, soziale Kompetenzen, fragwürdige Methoden der Personalarbeit. Er ist Träger zahlreicher Preise und Auszeichnungen, u.a. 2016 „Professor des Jahres“ (UnicumBeruf) oder 2017 Wahl unter die „40 führenden Köpfe des Personalwesens“ (Personalmagazin). Seit 1997 berät er Unternehmen und Behörden bei wirtschaftspsychologischen Fragestellungen.
Financial and prosocial biases in favor of attractive individuals have been documented in the labor market, in everyday life social transactions, and in studies involving experimental economic games. Different explanations have been proposed by economists, social psychologists, and evolutionary psychologists. Some of these explanations assume that attractiveness is a marker of personality, intelligence, trustworthiness, professional competence, or productivity while others suggest that attractive individuals are favored because they are preferred sexual partners. Multiple lines of evidence suggest that mating motives play a more important role in driving financial and prosocial biases toward attractive adults than previously recognized.
Dieses Kapitel liefert eine Reihe unterschiedlicher Erklärungen für Vorurteile und Diskriminierung im Verhältnis zwischen Gruppen. Diese reichen von Erklärungen auf der individuellen Ebene im Sinne von Persönlichkeit und individuellen Unterschieden sowie im Sinne der kognitiven Mechanismen, die mit sozialer Kategorisierung und mit Stereotypisierungsprozessen verbunden sind, bis zu Erklärungen, die eher auf der Gruppenebene verortet werden können und sich auf die Beziehungen zwischen Gruppen konzentrieren. Auf der Gruppenebene kann ein Verhalten, das die eigene Gruppe begünstigt, vorteilhaft für das Individuum sein, und wenn es zu realistischen Konflikten zwischen Gruppen kommt, kann ein Vorurteil die Interessen der eigenen Gruppe zum Ausdruck bringen und stärken. Realistische Konflikte sind jedoch auf der Intergruppenebene nicht der einzige Ausgangspunkt für Vorurteile. Die Theorie der sozialen Identität z. B. führt zusätzliche psychologische Faktoren ein, die der Eigengruppenbegünstigung zugrunde liegen, wie etwa das Motiv, dass sich die eigene Gruppe deutlich positiv von anderen unterscheiden sollte. Wir beschäftigen uns auch mit einer ganzen Reihe zusätzlicher Bedrohungen auf der Gruppenebene, die dazu beitragen können, Vorurteile und Diskriminierung zu erklären. Der Ansatz, eine detailliertere Analyse der Beziehungen zwischen Gruppen zu liefern, die in der Lage ist, spezifische Formen des Vorurteils zu erklären, wird dadurch fortgesetzt, dass wir uns genauer mit der Rolle unterschiedlicher Gruppenemotionen in diesem Prozess beschäftigen. Am Ende des Kapitels stellen wir eine Vielfalt von Strategien dar, mit denen Praktiker und Politiker versuchen können, Vorurteile zu verringern (etwa durch häufigeren Intergruppenkontakt), und beschäftigen uns mit den Stärken und Grenzen dieser unterschiedlichen Ansätze.
• As the title suggests, this book examines the psychology of interpersonal relations. In the context of this book, the term "interpersonal relations" denotes relations between a few, usually between two, people. How one person thinks and feels about another person, how he perceives him and what he does to him, what he expects him to do or think, how he reacts to the actions of the other--these are some of the phenomena that will be treated. Our concern will be with "surface" matters, the events that occur in everyday life on a conscious level, rather than with the unconscious processes studied by psychoanalysis in "depth" psychology. These intuitively understood and "obvious" human relations can, as we shall see, be just as challenging and psychologically significant as the deeper and stranger phenomena. The discussion will center on the person as the basic unit to be investigated. That is to say, the two-person group and its properties as a superindividual unit will not be the focus of attention. Of course, in dealing with the person as a member of a dyad, he cannot be described as a lone subject in an impersonal environment, but must be represented as standing in relation to and interacting with another person. The chapter topics included in this book include: Perceiving the Other Person; The Other Person as Perceiver; The Naive Analysis of Action; Desire and Pleasure; Environmental Effects; Sentiment; Ought and Value; Request and Command; Benefit and Harm; and Reaction to the Lot of the Other Person. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
• As the title suggests, this book examines the psychology of interpersonal relations. In the context of this book, the term "interpersonal relations" denotes relations between a few, usually between two, people. How one person thinks and feels about another person, how he perceives him and what he does to him, what he expects him to do or think, how he reacts to the actions of the other--these are some of the phenomena that will be treated. Our concern will be with "surface" matters, the events that occur in everyday life on a conscious level, rather than with the unconscious processes studied by psychoanalysis in "depth" psychology. These intuitively understood and "obvious" human relations can, as we shall see, be just as challenging and psychologically significant as the deeper and stranger phenomena. The discussion will center on the person as the basic unit to be investigated. That is to say, the two-person group and its properties as a superindividual unit will not be the focus of attention. Of course, in dealing with the person as a member of a dyad, he cannot be described as a lone subject in an impersonal environment, but must be represented as standing in relation to and interacting with another person. The chapter topics included in this book include: Perceiving the Other Person; The Other Person as Perceiver; The Naive Analysis of Action; Desire and Pleasure; Environmental Effects; Sentiment; Ought and Value; Request and Command; Benefit and Harm; and Reaction to the Lot of the Other Person. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Evidence from 4 studies with 584 undergraduates demonstrates that social observers tend to perceive a "false consensus" with respect to the relative commonness of their own responses. A related bias was shown to exist in the observers' social inferences. Thus, raters estimated particular responses to be relatively common and relatively unrevealing concerning the actors' distinguishing personal dispositions when the responses in question were similar to the raters' own responses; responses differing from those of the rater, by contrast, were perceived to be relatively uncommon and revealing of the actor. These results were obtained both in questionnaire studies presenting Ss with hypothetical situations and choices and in authentic conflict situations. The implications of these findings for the understanding of social perception phenomena and for the analysis of the divergent perceptions of actors and observers are discussed. Cognitive and perceptual mechanisms are proposed which might account for distortions in perceived consensus and for corresponding biases in social inference and attributional processes. (33 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Used a modified Brunswik lens model approach (E. Brunswik, 1956) to investigate the influence of candidate (CD) nonverbal behavior (NVB) on graduate interviewer (GDI) impression formation in the real-life graduate selection interviews. 38 GDIs completed assessments on 330 CDs for 14 diverse occupational groups. GDI outcome decisions were substantially linearly dependent on impressions of CD personality, which were in turn linearly dependent on CD facial area NVBs. Overall evaluations correlated
r = .50 with ratings of similarity-to-self and
r = .64 with ratings of personal liking, indicating the pervasive bias of these 2 factors. Prototype bias had a marked impact on GDI decision making. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
"What is needed is a comprehensive theory of perception, one which is adequate to the range of phenomena from simple differential sensitivity to complex apprehensions of social situations… . First comes the task of description of the physical stimulus and the environmental conditions under which such stimuli are 'adequate' to arouse an experience… . A second task is to delineate the creativity of the organism in perception… . The third task 'requires' that we ask about the structure and characteristics of the percepts which result from the interaction of stimulus excitations and an active organism." Following a brief review of 5 systematic approaches to perception problems the authors evolve an eclectic approach drawing upon and synthesizing the points of view held by the organismic theorists, the functionalists, gestaltists, and psychophysicists. Accordingly, the "perceiver performs four functions during the process of perception—selection, organization, accentuation, and fixation." Each of these steps is analyzed and discussed at length in theoretical and experimental terms on the assumption that "all perception has a social component." 78 references. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
We report the findings of a meta-analytic review of experimental studies concerned with the biasing effect of physical attractiveness on a variety of job-related outcomes. In support of implicit personality theory, attractive individuals were found to fare better than unattractive individuals in terms of a number of such outcomes. The weighted mean effect size, d, was .37 for all studies. In addition, tests for moderating effects showed that (a) the attractiveness bias did not differ between studies that provided low versus high amounts of job-relevant information about the targets, (b) the same bias was greater for within-subjects research designs than for between-subjects designs, (c) professionals were as susceptible to the bias as were college students, (d) attractiveness was as important for men as for women, and (e) the biasing effect of attractiveness has decreased in recent years. Implications of these findings are considered.
The present study investigated the impact of physical attractiveness and résuméquality on the evaluation of job applicants in the screening phase of the selection process. One hundred and eighty participants were asked to imagine they were a recruiting officer and to screen an application for the position of graduate trainee manager. Participants read a job advertisement and one of two versions of a curriculum vitae, which differed in quality. Attached to the front page of each curriculum vitae was a passport-sized head-and-shoulders photograph of either an average or an attractive female. A control condition with no attached photograph was also included. Participants judged the likelihood with which they would offer an interview to the applicant, the quality of the application, and the likely starting salary they would offer the applicant. Results indicated that attractiveness had no impact when the quality of the application was high but that attractiveness was an advantage when the application was mediocre. When the résumé quality was average the attractive applicant was evaluated more positively than the control, no photograph, applicant; an attractive photograph boosted the evaluation of a mediocre application. Results are discussed in terms of discrimination and implications for the field of human resource management.
(from the chapter) the focus . . . concerns the relation between global self-esteem and the use of self-serving biases / review this literature [on self-serving biases], identifying the types of biases that are shown by people high and low in self-esteem and the circumstances under which they are susceptible to these biases / argue that the apparently contradictory results regarding self-esteem and self-serving biases can be understood by considering the motivational and cognitive aspects of the self-concepts of high and low self-esteem individuals (PsycINFO Database Record (c) 2010 APA, all rights reserved) (chapter)
Wer keine Ahnung hat, kann sich selbst am besten überschätzen
- E Bork
- UP Kanning
Wenn zu viel Wissen in der Personalauswahl zum Problem wird – Wie Vorinformationen über Bewerber die Bewertung im Assessment Center verzerren können
- UP Kanning
- K Klinge
Wie Führungskräfte die Ergebnisse von Assessment Centern beeinflussen
- A Poersch
- UP Kanning
Wer mehr weiß beurteilt anders
- M Wenderdel
- UP Kanning
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