Abstract: People would express their implicit prejudice under certain conditions. The present research examined the implicit facial attractiveness bias in personnel selection context. A 2（non-prejudice credential）×2（gender）×2（self-appraisal of facial-attractiveness）design was used. The result showed that participants who selected the non-attractive job candidate in the first task (then established their non-prejudice credentials) were more willing to express attitudes that could be viewed as prejudiced in the next task. And the expressions of these attitudes were influenced by participants' gender and self-appraisal of facial-attractiveness.

Key words: facial attractiveness bias, non-prejudice credentials, self-appraisal of facial-attractiveness

摘要： 日常生活中人们常常隐藏自己的偏见，但在一定条件下，隐藏的偏见能够被表达出来。本研究考察了招聘情境下，内隐化的相貌偏见怎样得到表达。实验采用2（是否获得“无偏见证明”）×2（性别）×2（相貌自评水平）组间设计，考察“无偏见证明”如何影响被试的相貌偏见态度表达。实验结果发现：通过在任务中选择相貌丑陋的候选人的行为而获得了虚假的无相貌偏见证明的被试，在后来的任务中更倾向于表达出有相貌偏见意味的态度。并且，这种态度的表达受到被试的性别和相貌自评的影响。

关键词: 相貌偏见, 无偏见证明, 相貌自评