随着社会的发展、文化的融合，女性的形象正经历着从家庭妇女向职场精英的转变，以往有关女性外貌的研究多集中在社会学领域，关注女性外貌漂亮程度对他人第一印象造成的影响，也有一些心理学及组织行为学领域的研究，也多集中在直观的整饬方式对面试官评价、录用可能性、薪酬水平以及晋升机会的影响，而缺少造成其影响的过程解释机制，本研究补充了在此方面的空白，以信号理论为背景，探究了面试过程中性客体化、感知的印象管理动机、性别刻板印象以及外貌的自尊权变性在女性应聘者外貌整饬（男性化vs女性化）对面试官评价结果的影响的作用机制。

该研究采用被试间实验设计的方法，研究对象为社会招募的230名被试，共收回有效问卷186份，首先告诉被试在本次实验中的角色为面试官，然后给被试呈现一份女性应聘者的简历，A组收到的是包含男性化整饬的应聘者照片的简历，B组收到的是包含女性化整饬的应聘者照片的简历，两种类型的简历除了照片不同，其它信息完全一致，最后请被试完成问卷填写。研究数据采用SPSS20.0和PROCESS插件进行回归分析、以及中介和调节效应的检验，进而验证模型假设。

结果表明，在控制了面试官性别、年龄、职业之后，第一条路径中：选取90%的置信区间，外貌整饬对性客体化水平的正向预测作用边缘显著，性客体化对外貌整饬和面试评价之间起到完全中介作用；积极的女性性别刻板印象的调节作用不显著。选取95%的置信区间时，以上效应均不显著。第二条路径中：感知的印象管理动机对外貌整饬和面试结果之间的中介作用不显著；面试官外貌的自尊权变性与应聘者外貌整饬对感知的印象管理动机的交互作用显著，且只有当面试官外貌的自尊权变性水平较低时，女性化整饬对感知的印象管理动机具有显著的正向预测作用，此时感知的印象管理动机的中介效应才显著，而当面试官外貌的自尊权变性水平较高时，女性化整饬对感知的印象管理动机的预测作用不显著。

研究结论认为：面试官外貌的自尊权变性调节女性外貌整饬对感知的印象管理动机的中介作用，进而对面试结果产生影响。该研究通过探索女性应聘者外貌整饬对面试结果产生影响的解释机制和边界条件，为未来相关研究和人力资源面试领域的实践提供了参考。

With the development of society and the integration of culture, the image of women is undergoing a transformation from housewife to professional elite. In the past, the research on female appearance was mostly focused on the sociological field about the influence of the beauty of female appearance on others' first impression. There were also some researches in psychology and organizational behavior field. It also focuses on the impact of intuitive consolidation methods on interviewer evaluation, hiring likelihood, compensation level, and promotion opportunities, but lacks a process explanation mechanism to explain its impact. This study complements the gap in this area. This paper explores the mechanism of the effect of neutral objectification, perceived impression management motivation, gender stereotyping and appearance self-esteem on the appearance grooming of female candidates (masculine vs feminine) on the evaluation results of interviewers. This study adopted the method of inter-subject experimental design. The research objects were 230 subjects recruited by the society, and A total of 186 valid questionnaires were collected. First, the subjects were told that their role in this experiment was the interviewer, and then presented a resume of a female applicant. Group B was presented with a resume containing a photo of a highly overtly feminine applicant. The two types of resumes had the same information except for the photo, and the participants were asked to complete a questionnaire. SPSS 20.0 and PROCESS were used for regression analysis, and the mediating and moderating effects were tested to verify the model hypotheses. The results showed that in the first path, after controlling for the interviewer's gender, age, and occupation, appearance grooming style had a marginal positive predictive effect on the level of sexual objectification, and sexual objectification completely mediated the relationship between appearance grooming and interview evaluation. The moderating effect of positive female stereotypes was not significant. When 95% confidence interval is selected, the above effects are not significant. In the second path, perceived impression management motivation had no significant mediating effect between appearance grooming and interview results; There was a significant interaction between the interviewer's appearance self-esteem and the applicant's appearance grooming on the perceived impression management motivation. Only when the interviewer's appearance self-esteem was low, feminine grooming had a significant positive predictive effect on the perceived impression management motivation, and then the mediating effect of the perceived impression management motivation was significant. When the interviewer's appearance had a high level of self-esteem entitlement, feminine grooming did not significantly predict perceived impression management motivation. The study concluded that the sexual objectification level of the interviewer played a mediating role in the relationship between the appearance of female candidates and the evaluation of the interviewer. The self-esteem power of interviewer appearance moderates the mediating effect of female appearance grooming on perceived impression management motivation and thus on interview outcomes. By exploring the explanatory mechanism and boundary conditions of the effect of appearance grooming on the interview results, this study provides a reference for future research and practice in the field of human resource interview.