The Study On The Influence Of Counter-gender Stereotyping Information On Personnel Decision-making

This study is based on the performance of gender stereotypes in the three aspects of traits,behaviors and traits and behavioral consistency as stimuli,taking the individual's anti-sex stereotype as a continuous variable,using the role-playing situation method to conduct experiments,and discussing anti-sex stereotypes.The impact of degree changes on personnel decision-making validated the "hill climbing-falling cliff" model that may exist in the evolutionary evaluation effect of anti-gender stereotypes.The results showed that:(1)When anti-sex stereotyped information is presented,people are most willing to recruit male anti-stenographers in recruitment situations,and are most reluctant to recruit male high anti-stereotypers;in the context of salary increase,people are more inclined to Give women high anti-stereocrats a raise,and least want to give male high anti-stereocrats a raise;in the promotion scenario people are more willing to make female anti-stereocrats promotion,and most reluctant to let male high anti-stereocrats promotion;(2)When anti-sex stereotyped behavior information is presented,people are most willing to recruit women with low anti-stereotypes in recruiting situations,and are most reluctant to recruit men with high anti-stereotypes;in the context of salary increase,people are more inclined to give women high Anti-stereocrats get a raise,and are least willing to give male high anti-stereocrats a raise;in the promotion scenario,people are more willing to let male low anti-stereocrats rise,and are least willing to let male high anti-stereocrats rise;(3)When information on anti-sex stereotyped behaviors and traits are inconsistent,people in the recruitment and promotion scenarios show more recruitment and promotion aspirations for women with consistent traits and behaviors.