该研究基于社会支配理论，通过模拟招聘情境，采用实验法探究社会支配倾向高低和个体的内隐性别偏见对招聘选择的影响。结果显示，无论是慈善机构和证券公司，选择女性候选人的倾向显著高于男性；社会支配倾向高低对招聘选择没有显著影响；在为证券公司招聘人才时，性别偏见水平高分组和低分组被试选择女性候选人人数显著高于男性。该结果不但说明了职场招聘中存在职业性别隔离现象，并且阐明了女性角色在大学生群体中发生的变化。 Based on the theory of social domination, this study uses the experimental method to explore the influence of social domination tendency and implicit gender bias on recruitment choice by simulating the recruitment situation. The results show that both charities and securities companies are more likely to choose female candidates than male ones; the level of social dominance has no significant effect on recruitment choice; when recruiting talents for securities companies, whatever high gender bias group or low gender bias group, the rate of choosing the number of female candidates was significantly higher than that of male candidates. The results not only show that there is occupational gender segregation phenomenon in workplace recruitment, but also illustrate the changes of female roles in college students.