臺灣博碩士論文加值系統

近年來在面談領域的研究中，相對於肯定型印象管理，防禦型印象管理為漸受重視的議題。參酌近期的實證研究，大多為討論防禦型印象管理單一策略的效果，和多策略的搭配與數量之效果，由於過去並無探討多策略順序效果之相關論述，故此，本研究站在初探的角度，探討應徵者同時使用三個防禦型印象管理策略的情況下之順序效果。
應徵者防禦型印象管理策略分為三類，分別是道歉、開脫及合理化，探究員工甄選面談時應徵者同時使用三種策略之順序搭配效果，對面試官評分結果的影響，研究對象為業界的HR專員或直線主管，採用劇本情境設定之實驗法進行資料蒐集。
研究結果指出，應徵者在甄選面談情境中使用策略順序效果未得驗證，因此，策略順序搭配之不同對面試官評價而言沒有明顯影響；進一步探討評價變數，發現能力評價評分的部分也無差異，而面試官喜好程度評分部分是顯示則有不同。因此，推論順序效果相較於甄選面談情境，在一般的人際互動上較有影響。本研究結果可作為應徵者於面談情境中辯解策略選擇之參考。

In recent years, defensive impression management (IM) tactics have got more and more attention as assertive IM did in interview research field. Reference to recent empirical studies, the effects of single defensive IM tactic multiple tactics have been tested. The present study extends previous research by exploring the order effect of defensive IM tactics in job interviews. And the researcher adopts tripartition of defensive IM tactics: apology, excuse, and justification.
A sample of 92 interviewers was collected, including HR specialists or line managers. The results point out that the order of defensive IM tactics exerts no effect on interviewer ratings. The supplementary analysis shows that the order effect of defensive IM tactics on liking is supported, but that on competence evaluation is not. These findings provide some guidance for the applicants to choose appropriate defensive IM tactics.

第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第二章 文獻探討 4
第一節 印象管理 4
第二節 防禦型印象管理策略 5
第三節 多策略效果 6
第三章 研究方法 12
第一節 研究架構 12
第二節 研究方法與流程 12
第三節 實驗操弄 13
第四節 衡量變數 17
第五節 前測 20
第六節 主測樣本 22
第四章、統計分析與結果 25
第一節 操弄檢定 25
第二節 信度分析與敘述性統計 25
第三節 策略效果比較 26
第四節 延伸分析 29
第五章、結論與建議 32
第一節 理論意涵 32
第二節 管理意涵 34
第三節 研究限制與未來研究建議 35
第四節 結論 36
【參考文獻】 37
【附錄一】主要研究施測問卷 42
【附錄二】實驗劇本 48

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