應徵者容貌對面試官給予應徵者的面談表現評價之影響-探討面談媒介與職務類型之調節效果

本研究首先探討應徵者容貌對面試官給予應徵者的面談表現評價之影響；其次，探討視訊面談與現場面談情況下面試官給予應徵者的面談表現評價之差異，然後，探討視訊面談與現場面談情況下應徵者容貌對面試官給予應徵者的面談表現評價之影響程度是否具有差異；最後，探討應徵業務職務與會計職務情況下應徵者容貌對面試官給予應徵者的面談表現評價之影響程度是否具有差異。本研究採用2(容貌醜、容貌美)*2(現場面談、視訊面談)*2(業務職務、會計職務)的全受者間模擬面談類實驗設計。分析280位有效樣本資料獲得以下發現，首先，面試官在現場面談情況下給予應徵者的面談表現評價高於視訊面談情況；其次，應徵業務職務情況下面試官給予美容貌與醜容貌應徵者的面談表現評價無差異，但是應徵會計職務情況下面試官給予美容貌應徵者的面談表現評價高於醜容貌應徵者。本研究討論研究發現在學術發展的價值以及在面談實務上的意義。

關鍵字

視訊面談；現場面談；應徵者容貌；職務類型；面談表現評價

並列摘要

This study first explored the effect of job applicants’ appearance on their interview performance evaluated by interviewers, followed by an investigation into the difference in applicants’ performance in video and in-person interviews. Subsequently, this study examined whether video and in-person interviews moderate the effect of applicants’ appearance on their interview performance. Finally, the moderating effect of sales and accounting positions on the effect of applicants’ appearance on their interview performance was explored. Overall, a 2 (attractive vs unattractive appearance)*2 (in-person vs video interviews)*2 (sales vs accounting positions) quasi-experiment was performed using interview simulation. An analysis of 280 valid samples yielded the following results. First, applicants received higher evaluation scores from interviewers in face to face interviews than in video interviews. Second, when applying for sales positions, applicants’ interview performance differed non-significantly with respect to their appearance. However, when applying for accounting positions, applicants with attractive appearance received significantly higher evaluation scores than did applicants with unattractive appearance. The results of this study merit further academic research and provide an insight into interview practice.