2026年第12期(总第1156期)
演讲主题：The Forgotten Predictor? A Study of Resume Criterion Validity and Adverse Impact Potential
主讲人：张丽文 澳门大学副教授
主持人：郑璐 人力资源与组织科学系副教授
活动时间：2026年4月09日(周四)14:30-16:00
活动地址：管院大楼107教室
主讲人简介：
张丽文，澳门大学工商管理学院副教授。她在佛罗里达州立大学获得人力资源与组织行为学博士学位。其研究方向为人力资源管理，尤其聚焦于组织人员配置与人力资本资源领域。在人员配置方向，她关注个体求职行为、组织吸引与选拔人才的机制，以及员工入职后的绩效表现。其研究领域为人力资本资源的形成过程，及其对组织绩效的贡献机制。其研究成果发表于Journal of Applied Psychology、Personnel Psychology、Human Resources Management Review等国际权威期刊，并荣获多项国际知名学术奖项，包括2024年美国管理学会（AOM）人力资源分会学术成就奖、2019年工业与组织心理学会（SIOP）Schmidt-Hunter元分析奖，以及2023年与2026年ACER最佳会议论文奖。其研究成果被Harvard Business Review、LSE Business Review、Sydney Morning Herald等多家媒体报道。
活动简介：
Although resumes are ubiquitous in selection processes, surprisingly little is known about their criterion-related validity or adverse impact potential. We conducted three studies to address these crucial issues. In Study 1, we found that resume assessments were largely unrelated to job performance (r = .05) but showed some validity evidence for predicting turnover (r = -.25). In Study 2, we again found very small relationships between resumes ratings and job performance (r = .04 to .06). Further, resume assessments favored male over female applicants and favored moderately aged applicants. In Study 3, we found that structuring resume assessments did not improve their criterion-related validity, but structure did show some promise for reducing subgroup differences. In Study 4, we used natural language processing model to assess resumes and explored whether scores derived from topic models demonstrate better validity and lower adverse impact potential. Overall, our results shed light on what information resumes do and do not contain, as well as raise serious concerns about the validity and adverse impact potential of this longstanding selection procedure.
