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研究生:林怡君
研究生(外文):LIN YI-CHUN
論文名稱:應徵者防禦型印象管理策略─多策略使用及其效果之研究
論文名稱(外文):The Interaction Effects of Applicant Defensive Impression Management Tactics in Job Interviews
指導教授:吳祉芸、黃開義黃開義引用關係
指導教授(外文):WU CHIH-YUN、HUANGM KAI-I
口試委員:葉子明、白凢芸、洪堯勳
口試委員(外文):YEH TSU-MING、PAI FAN-YUN、HONG YAO-SHYUN
學位類別:碩士
校院名稱:東海大學
系所名稱:企業管理學系碩士班
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2010
畢業學年度:98
語文別:中文
論文頁數:47
中文關鍵詞:員工甄選面談、防禦型印象管理策略、面試官評分
外文關鍵詞:Job Interview、Defensive Impression Management、Interviewer Ratings
相關次數:
  • 被引用被引用:3
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  • 下載下載:43
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近年來,影響面談的印象管理行為成為理論與實務界受到重視的議題,回溯過去學者研究,多半將焦點放在肯定型印象管理策略上,但防禦型印象管理行為在面談中的影響程度並不亞於前者。參酌近期的實證研究,大多僅是討論使用單一防禦型印象管理策略的效果,由於過去並無多策略效果之相關論述,故此,本研究站在初探的角度,探討應徵者在使用一個防禦型印象管理策略的情況下,再多加搭配使用其他策略之辯解效果。
本文將應徵者防禦型印象管理策略區別為三類,分別是道歉、開脫及合理化,探究當甄選面談時應徵者搭配使用雙策略或三策略時,對面試官評分的影響結果,研究對象為中部某外商銀行,採用實地法進行相關資料蒐集。
研究結果指出,應徵者在甄選面談情境中使用多策略的交互效果未得驗證;而道歉策略之使用有助於修復應徵者形象,對於面試官評分與能力評價有正向效果。至於未預期結果,由於樣本來自金融業單一企業,在後續請教面談經驗豐富的面試官,歸納可知應徵者在策略之選用上宜再斟酌,並非愈多愈好;且金融業對負面事件的質疑多偏向可明確指出且關於專業能力的問題,應徵者在使用道歉策略時效果較佳,另外,提出改善方針才會被視為是完整而有效的道歉。其中,開脫策略及合理化策略並未奏效,關鍵也可能在於金融產業中負面事件的性質多半與應徵者自身核心能力相關,若僅提出另外的新標準或歸咎於外部因素,說服力也相對不足,面試官無法確認應徵者未來是否有能力勝任工作。本研究結果可作為應徵者於面談情境中策略選擇的相關參考。

In recent years, impression management (IM) tactics becomes more and more important in job interviews. Past research mostly focused on assertive IM, however, defensive IM also influenced interviewer evaluations heavily. The statistics in recent research showed that over sixty percent of applicants have used defensive IM tactics during interviews, and the effect of single defensive IM tactic had been well discussed. The researcher adopts tripartition of defensive IM tactics: apology, excuse, and justification, and the present study extends previous research by exploring interaction effects of defensive IM tactics in real employment interviews.

A sample of 92 interviews in a foreign bank were collected. The interaction effects of defensive IM tactics on the interviewer ratings were not identified as expectation. The main effect of apology on interviewer ratings and liking were supported, while those of excuse and justification were not. The unexpected findings implied that the applicants should consider carefully when using defensive IM tactics; not the more the better. These findings provide some guidance for the applicants to choose appropriate defensive IM tactics.

【章節目錄】
第一章、研究動機與目的 1
第二章、文獻探討 4
第一節 面談中之印象管理策略 4
第二節 防禦型印象管理 5
第三節 防禦型印象管理策略之分類 6
第四節 防禦型印象管理的辯解效果 7
第五節 防禦型印象管理之多策略使用 8
一、多策略使用之可能性 8
二、多策略效果 9
三、防禦型策略的作用機制與搭配效果 9
第三章、研究方法 11
第一節 研究架構 11
第二節 研究對象 12
一、問卷統計資料 12
二、樣本描述 12
第三節 研究流程 15
第四節 研究變數之測量 16
一、防禦型印象管理策略 16
二、面試官評分 16
三、控制變數及其他衡量題項 17
第五節 信度分析 18
第六節 分析方法 19
一、Pearson相關係數分析 19
二、階層多元迴歸分析 19
三、樣本分析流程 19
第四章、統計分析與結果 21
第一節 描述性統計 21
第二節 多策略使用狀況 22
第三節 交互效果驗證 23
第四節 補充分析 26
一、喜好程度 27
二、能力評價 30
第五章、結果與討論 34
第一節 理論意涵 34
第二節 管理意涵 36
第三節 研究限制與未來研究建議 38
【參考文獻】 40
【附錄】問卷 46

【圖目錄】
圖3-1 研究架構 11
圖3-2 樣本分析流程 20

【表目錄】
表2-1 防禦型印象管理策略的分類 7
表2-2 解釋與道歉策略性質之比較 8
表2-3 防禦型印象管理策略使用次數 9
表3-1 部門別問卷分布統計 12
表3-2 面試官性別分布統計 13
表3-3 面試官年齡分布統計 14
表3-4 面試官面談經驗及訓練次數相關統計 14
表3-5 信度分析 19
表4-1 相關係數表 21
表4-2 多策略使用狀況 22
表4-3 階層迴歸分析-面試官評分 26
表4-4 階層迴歸分析-喜好程度 30
表4-5 階層迴歸分析-能力評價 32


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