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目的探讨内隐职业刻板印象、内隐职业偏爱及其加工机制,更好地指导大学生和在职人员的职业选择和发展。方法内隐联想测验和纸笔版反应与不反应联想任务。结果①性别主效应不显著(F=0.649,P=0.424),任务主效应显著(F=1141.930,P=0.000),性别和任务的交互作用不显著(F=0.109,P=0.743);②专业技术组被试(t=-41.708,P=0.000)和服务组被试(t=-19.499,P=0.000)不相容任务的反应时都大于相容任务的反应时,且差异显著;③认知资源主效应不显著(F=2.546,P=0.116),组块主效应显著(F=84.975,P=0.000),认知资源和组块的交互作用显著(F=9.714,P=0.000)。结论存在内隐职业刻板印象和职业刻板偏爱;职业刻板印象的信息加工是自动化的,遵循图式过滤器模型。
Objective To explore implicit occupational stereotypes, implicit occupation preferences and their processing mechanisms to better guide career choices and development of college students and serving officers. Methods Implicit association test and pen and ink version of the reaction and non-reactive Lenovo task. Results ① The main effect of gender was not significant (F = 0.649, P = 0.424), and the effect of task was significant (F = 1141.930, P = 0.000). There was no significant interaction between sex and task (F = 0.109, P = 0.743) The incompatibility tasks of the technical and technical group subjects were significantly greater than that of the compatible task (t = -41.708, P = 0.000) and the service group subjects (t = -19.499, P = 0.000) The main effect of cognitive resources was not significant (F = 2.546, P = 0.116), the main effect of the block was significant (F = 84.975, P = 0.000) 0.000). Conclusion There is implicit occupational stereotypes and occupational stereotypes; professional stereotypes of the information processing is automated, follow the schema filter model.