應徵者印象管理戰術對面試官評量之干擾因子探討

Exploring moderators of the influence of applicant impression management tactics in job interviews

徐靜芬(Chin Fen Hsu)

指導教授 ： 陳建丞

國立臺北科技大學/管理學院/經營管理系碩士班/碩士(2012年)

摘要

本研究採用實驗室實驗法，探討應徵者在甄選面談中使用印象管理戰術對面試官評量之效應的限制情境，干擾因子分別為責任感、親和性以及評分表。結果發當面試官擁有較高的親和性，應徵者在甄選面談中使用印象管理戰術對面試官評量之效應會較弱，當面試官有較高的責任感，應徵者在甄選面談中使用他人導向印象管理戰術對面試官評量之效應會較強，研究結果也發現當評分表為詳細尺度，應徵者在甄選面談中使用印象管理戰術對面試官評量之效應會較沒影響。

關鍵字

責任感 ； 親和性 ； 評分表類型 ； 甄選面談 ； 印象管理戰術

並列摘要

The primary purpose of this study is to investigate the moderating effect of accountability, agreeableness, and type of rating scale in the relationship of applicant impression management tactics and interviewer evaluation. Results from 211 employees who have been interview experience; however, all results didn’t support our hypotheses.
Results show that when interviewers have higher agreeableness, the influence of applicant impression management tactics on interviewer evaluation was worse. When interviewers have higher accountability, the influence of applicant other-focused tactics on interviewer evaluation was great. The results also indicated that when type of rating scale is anchored rating scales, the influence of applicant impression management tactics on interviewer evaluation was minimized.

並列關鍵字

Accountability ； Agreeableness ； Type of rating scale ； Selection Interviews ； Impression Management Tactics

參考文獻

1. 蔡維奇、陳建丞、陳皓怡與宋立國(2009)。應徵者印象管理戰術與面試官評價:面試官作筆記為的干擾效果。管理學報，26，577-597。

2. 陳建丞、蔡維奇（民94）。面談前印象對面試官評量效應之探討—以面談結構性為干擾變數。台大管理論叢，16，155-170。

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5. Barrick, M. R., DeGrassi, S. W., & Shaffer, J. A. (2009). What you see may not be what you get: Relationships among self-presentation tactics and ratings of interview and job performance. Journal of Applied Psychology, 94, 1394-1411.