面談形式對面試官行為及其聲音線索對組織才吸引力的影響

An Exploratory Study of The Effect of Interviewer Behavior and Vocal Cues on Organizational Attractiveness : The Moderating Role of Interview Forms

徐惠萱(Hui-Shuan Shyu)

指導教授 ： 蔡維奇

共同指導教授 ： 戚樹誠

國立臺灣大學/管理學院/商學研究所/碩士(2005年)

https://doi.org/10.6342/NTU.2005.01865

摘要

摘 要
學號：R92741057 頁數：75頁
論文名稱：面談形式對面試官行為及其聲音線索對組織人才吸引力的影響
院所組別：國立台灣大學 商學研究所
學位類別：碩士
畢業時間及題要別：九十三學年度第二學期碩士論文題要
研 究 生：徐 惠 萱 指導教授：蔡 維 奇

論文內容提要：

關於組織人才吸引力這方面的研究，大部份著重於某些主題，如招募者、招募管道、實際的工作預告、工作特性及組織特性等因素對人才吸引力之影響，在面談時的面試官行為與其聲音線索是否會影響組織對應徵者的吸引力，這類的研究相對較少。本研究為因應現代組織全球化的趨勢，將會有越來越多的組織採用電話面談，特加入面談形式當作干擾變數，探討在電話面談與面對面面談中，面試官行為及其聲音線索對組織人才吸引力的影響

本研究採三因子實驗設計方式，以160位管理學院學生作為樣本，以隨機分派的方式觀看或是聆聽一種事先拍攝的面談錄影帶。研究結果發現，面試官行為與聲音線索表現程度越好，組織人才吸引力就越高，面試官行為與聲音線索有交互效果。至於面談形式則對組織人才吸引力沒有影響。本研究建議組織在甄選員工前，應該先訓練面試官，使其表現較佳的行為及聲音線索。此外，由於電話面談與面對面面談對組織人才吸引力的影響並無明顯差異，若組織人才吸引力確實是組織所重視的，則基於成本效益考量，組織或許在採行面對面面談之餘，也可考慮採用電話面談。但一般而言，組織考量的因素有很多，組織人才吸引力並非其所重視的唯一因素，基於此則建議組織把全部相關因素納入一併考量之後，再衡量判定要採取何種面談形式。

關鍵字

組織[人才吸引力 ； 面試官行為 ； 聲音線索 ； 電話面談

並列摘要

Abstract

Most researches are focused on some major topics, such as effects of recruiters, recruiting channels, job or organization characteristics on organizational attractiveness. Researches on whether interviewer behavior and vocal cues have impact on organizational attractiveness are much fewer. Besides, there would be more and more organizations adapt phone interviews in the modern globalization . Therefore, the purpose of this study was to examine how do interviewer behavior and vocal cues influence organizational attractiveness under the moderating role of face-to-face interview and phone interview.

This study is 2x2x2 factorial design. The 160 samples are management school students in National Taiwan University, and they are randomized to watch of listen one of 4 interview films. The results are: When interviewer expresses higher level of behavior and vocal cues, organizational attractiveness are higher. Interviewer behavior and vocal cues have interacting effects, and interview forms have no moderating effects. The study indicates that organization should train interviewers to has them express better behavior and vocal cues. Besides, the moderating role of interview forms have no significant differences, organization may adapt phone interview besides face-to-face interview. But generally speaking, organizational attractiveness is not the only one factor the organization put emphasis on, therefore, maybe organization should consider all related factors to decide to adapt what kind of interview forms.

並列關鍵字

organizational attractiveness ； interviewer behavior ； vocal cues ； phone inuterview

參考文獻

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