面談結構及面談者行為對求職者之影響：程序正義及人與組織契合知覺之中介角色

The impact of interview structure and interviewer’s behaviors on applicant reactions：The mediating effect of procedural justice and person-organization fit

張適年(Shih-Nien Chang)

指導教授 ： 郭建志

中原大學/理學院/心理學研究所/碩士(2005年)

https://doi.org/10.6840/cycu200500217

摘要

過去的面談研究，大多探討從組織角度思考而來的問題，而顯少探討求職者的反應，而且在探討求職者反應的面談研究中，其研究焦點大多著重在面談者行為對求職者的影響上，並未能將其它重要的情境特徵一併納入探討，除此之外，在結果變項方面也未能廣泛地探討求職者反應。本研究之研究一，主要想從面談的結構及社會特徵來探討面談情境對求職者的影響，並且驗證求職者在面談時所形成的正義知覺及人與組織契合知覺是否會中介其之間的關係。另外，本研究之研究二則是探討面談情境對求職者自尊及自我效能之可能影響歷程。本研究採用問卷法，受試者分別是求職者以及面談該求職者的面談者。樣本資料採取對偶及前後測的方式收集，共獲得152筆資料。研究一的結果顯示，當面談的標準化程度越高時，求職者會知覺到越高的程序正義，使得其對組織的知覺以及與組織接觸的期待也越正向；而當面談者展現越正向的人際行為時，求職者會知覺到越高的人與組織契合知覺，使得其對組織的知覺以及與組織接觸的期待也越正向。研究二的結果顯示，面談者所展現的正向人際行為會使得求職者自覺表現較好，但結果未能支持程序正義對求職者自覺表現及其自尊及自我效能之間的調節效果。最後根據本研究之結果，進一步說明未來的研究方向以及甄選實務上的意涵。

關鍵字

工作關聯性 ； 求職者 ； 人際行為 ； 人與組織契合 ； 自尊 ； 自我效能 ； 面談 ； 程序正義 ； 標準化程序

並列摘要

In the past, research in interview traditionally has focused on understanding the process from the perspective of the organization, little is known about the applicant reactions. Besides, much of the researches on applicant reactions of interview process had predominantly examined to the influence of interviewer’s behavior on applicant reactions; limited research has been done on other important characteristics of interview process and global applicant reactions which influenced by the interview process. The purpose of this study is to fill these gaps in the literature.
There are two partitions in this study. Study one examined the influence of the structural and social interview characteristics on applicant reactions, and testing the mediating effect of procedural justice and person-organization fit. In study two, we focused on the influence of the interview situation on applicant’s self-esteem and self-efficacy. Data were collected from one hundred and fifty-two applicants and interviewers by questionnaire. We used a dyad approach and pre- & post- testing design to alleviate the problem of common method variance. The results of study one indicated that the standardized procedure can improve applicant’s procedural justice perception, and then cause them to perceive organization perception positively and express positive expectation contacting with organization. The interviewer’s interpersonal behaviors can improve the applicant’s person-organization fit perception, and then cause them to perceive organization perception positively and express positive expectation contacting with organization. The results of study two indicated that our results support the relation between interviewer’s interpersonal behaviors and applicant’s performance, but the moderating effect of procedural justice can not be proved. Finally, further implications and possible applications were also discussed.

並列關鍵字

Job relatedness ； Standardized procedure ； Applicant ； Self efficacy ； Interpersonal behavior ； Person-Organization fit ； Procedural justice ； Interview ； Self esteem

參考文獻

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