在人格特質理論中,以五大人格特質最常被使用,本研究參考學者的發現,採用會影響錄取建議的其中兩個因素,即外向性和勤勉審慎性來探討。本研究延伸過去研究,加入面試準備、自我推薦、面試官知覺的P-J fit及面試官對應徵者的喜愛作為中介變數,檢視在真實的甄選面談情境中,應徵者人格特質是否會經由這些途徑影響最後的錄取建議。針對從20位面試官與105位應徵者中所蒐集的資料發現,外向性、勤勉審慎性會透過面試準備,影響面試官知覺的P-J fit,進而影響錄取建議。本研究結果期望能對面試官及應徵者有所助益,第一,面試官在進行甄選面談時,應該注意應徵者的人格特質,及所展現的行為是否符合組織的要求,才能錄取適合的人才,為組織帶來效益。第二,應徵者在面試前,應該做好充分的準備,多蒐集公司的相關資料,讓面試官認為自己對職務有充分的了解,足以勝任這份工作,增加獲得雇用的機會。
This study investigated the relationship between job applicants personalities (extraversion and conscientiouness) and interviewer evaluations. Data were collected from 105 interviewees and their interviewers. Results showed that applicant personality might influence interviewer rating through job preparation, applicant self-promotion behavior, person-job fit and interviewer affect toward the applicant. The results suggest that future research should examine other kinds of applicant personalities, and whether a interviewee get a job offer.