甄選面談中外表與性別偏誤之探討：結構式面談能消除它們嗎？

Attractiveness and Sex Bias in Employment Interview: Can Structured Interview Reduce These Biases?

陳建丞(Chien-Cheng Chen)

《臺大管理論叢》 17卷2期 (2007/06) Pp. 183-208

https://doi.org/10.6226/NTURM2007.17.2.183

摘要

過去研究普遍證實有些與工作績效無關的因素，例如應徵者外表吸引力與性別，可能影響到面試官對應徵者的評分。本研究在真實面談情境下，探討面談結構性對這兩種評估誤差的干擾效應。在針對20家公司的60位面試官與129位應徵者所收集的資料，分析結果均支持本研究所提之假說，亦即當面談結構性愈高時，應徵者外表吸引力對面試官評量的影響便降低了，且面試官也比較不會對特定性別應徵者有偏好的情形。在實務建議上，業者可以利用提高甄選面談的結構性，來降低因應徵者外表與性別刻版印象所造成的面談偏差，以提升甄選面談的品質。

關鍵字

應徵者外表吸引力 ； 應徵者性別 ； 面談結構性

並列摘要

Past research has found that some factors unnecessary for effective job performance, such as applicants' physical attractiveness and sex, influence interviewer evaluations of the applicants. This study extends previous research by examining the moderating role of interview structure in real employment interviews for actual job openings. Results from 60 interviewers and 129 applicants of 20 firms supported our hypotheses and showed that the more structured the interview, the effects of applicant physical attractiveness became insignificant, and interviewers were less likely to select men for masculine jobs and women for feminine jobs. In practical, in order to reduce potential sources of error caused by applicant physical attractiveness and sex-based stereotype and enhance the quality of interviewer decisions, the level of interview structure in organizations should he increased.

並列關鍵字

applicant physical attractiveness ； applicant sex ； interview structure

參考文獻

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