雖然許多研究指出應徵者的資格可以決定甄選面談的結果,但是面談效度仍然遭到許多非議,最主要的原因是在面談過程中,許多外在因素會強烈地影響面試官評分、面談結果以及面談準確性(Baron, 1987, 1993)。本研究目的主要探討面試官心情與面試官評量之間的關係,也探討兩者之間的關係是否會受到面談結構性、面談的甄選導向以及責任感的影響。研究對象為真實業界中進行甄選面談的面試官,有效面談場次共計105場。分析結果部份地支持本研究所提之假設,結果證實面試官正向心情與面試官評量有正向關係,且當面試官責任感愈高時,面試官正向心情對其最終評量的影響便降低了;另一結果證實面試官負向心情與面試官評量有負向關係,且當面談結構性愈高時,面試官負向心情與最終評量之間的負向關係會愈弱。
Even though past research has pointed out that applicant’s qualifications could be determinants of resulting decisions in employment, there remains debate on the validity of the interview. The main reason was that many extraneous factors had great influences on interviewer evaluation, hiring decision, and the accuracy of interviews (Baron, 1987, 1993). The primary purpose of this article was to investigate the moderating roles of interview structure, selection orientation, and accountability between interviewer moods and interviewer evaluation. Results from 105 real employment interviews for actual job openings partially supported our hypotheses. The results indicated that positive and negative moods were significant related to interviewer evaluation. Furthermore, high accountability was found to weaker the positive effects of positive moods on interviewer evaluation; the results also showed that high interview structure might weaker the negative effects of negative moods on interviewer evaluation.