- 學位論文
面試官負面行為對招募與甄選結果之效應
The effects of interviewer negative behaviors on the outcomes of recruitment and selection
摘要
近幾年來，企業員工的情緒智商能力漸漸受到企業的重視，為了有效測量及評估應徵者真實的情緒智商相關能力，有些企業開始採取類似壓力面談的方式來面談應徵者，面試官藉由向應徵者表達一些負面行為，來觀察應徵者的情緒反應，藉此評估應徵者的情緒智商能力和抗壓性，但同時也有許多學者提出反對意見，認為面試官負面行為會影響應徵者對企業的觀感，使得組織吸引力降低。 為了瞭解面試官的負面行為實際對於招募與徵選所產生的影響，本研究透過真實甄選面談的場合，以90位應徵者與62位面試官為樣本，探討面試官在面談過程中的負面行為是否能幫助面試官準確評量應徵者情緒調節能力，以及對於應徵者組織吸引力的影響，除此之外，本研究並更進一步探討在這當中可能產生的干擾效果與中介機制。研究結果部份的支持本研究假說，結果顯示當面試官表現較多的負面行為時，是有助於面試官評量應徵者的情緒調節能力，並且會降低應徵者的組織吸引力。在干擾效果方面，研究結果發現應徵者採用自我導向印象管理戰術並不會明顯提高面試官對於應徵者情緒調節的評量，以至於提升或降低面試官評估應徵者情緒調節的準確性。在中介機制方面，面試官的負面行為則是會降低應徵者所知覺到的面試官友善性，並進而降低其組織吸引力。
並列摘要
For the past few years, enterprise slowly pays attention to their employee’s emotional intelligence ability. To effectively measure and evaluate applicants emotional intelligence ability, some enterprise start to interview applicant by using stress interview, such as expressing negative behaviors and observe applicant’s emotional reaction to evaluate their emotional intelligence ability and stress resistance. Meanwhile, many scholars object this method. They consider the action will affect applicant’s image toward the enterprise, which will also lower down organizational attraction. To understand the impact between interviewer’s negative behavior towards selection and recruitment, this research uses 90 applicants and 62 interviewers as a sample through real interview occasions. This research will explore whether interviewers negative behavior may help them evaluate applicant’s emotional intelligence ability and the effectiveness towards organizational attraction. Besides of that, this research will further explore the moderating role and mediating mechanism which may show up during the process. Partial results support our hypotheses. Results show that when interviewer express more negative behaviors, it’s effective to evaluate applicant’s emotional intelligence ability, but will lower down applicant’s attraction toward the organization. In moderation role side, this research discovered that interviewer using “self-focused impression management tactics” won’t have obvious upraise on interviewer’s emotional intelligence ability evaluation towards applicants, which may upraise or lower down the accuracy of interviewer evaluate applicant’s emotional intelligence ability. In mediating mechanism side, interviewer’s negative behavior will lower down applicant’s friendliness feeling towards interviewer and also organization attraction.