臺灣博碩士論文加值系統

摘 要
學號：R92741057 頁數：75頁
論文名稱：面談形式對面試官行為及其聲音線索對組織人才吸引力的影響
院所組別：國立台灣大學 商學研究所
學位類別：碩士
畢業時間及題要別：九十三學年度第二學期碩士論文題要
研 究 生：徐 惠 萱 指導教授：蔡 維 奇

論文內容提要：

關於組織人才吸引力這方面的研究，大部份著重於某些主題，如招募者、招募管道、實際的工作預告、工作特性及組織特性等因素對人才吸引力之影響，在面談時的面試官行為與其聲音線索是否會影響組織對應徵者的吸引力，這類的研究相對較少。本研究為因應現代組織全球化的趨勢，將會有越來越多的組織採用電話面談，特加入面談形式當作干擾變數，探討在電話面談與面對面面談中，面試官行為及其聲音線索對組織人才吸引力的影響

本研究採三因子實驗設計方式，以160位管理學院學生作為樣本，以隨機分派的方式觀看或是聆聽一種事先拍攝的面談錄影帶。研究結果發現，面試官行為與聲音線索表現程度越好，組織人才吸引力就越高，面試官行為與聲音線索有交互效果。至於面談形式則對組織人才吸引力沒有影響。本研究建議組織在甄選員工前，應該先訓練面試官，使其表現較佳的行為及聲音線索。此外，由於電話面談與面對面面談對組織人才吸引力的影響並無明顯差異，若組織人才吸引力確實是組織所重視的，則基於成本效益考量，組織或許在採行面對面面談之餘，也可考慮採用電話面談。但一般而言，組織考量的因素有很多，組織人才吸引力並非其所重視的唯一因素，基於此則建議組織把全部相關因素納入一併考量之後，再衡量判定要採取何種面談形式。

Abstract

Most researches are focused on some major topics, such as effects of recruiters, recruiting channels, job or organization characteristics on organizational attractiveness. Researches on whether interviewer behavior and vocal cues have impact on organizational attractiveness are much fewer. Besides, there would be more and more organizations adapt phone interviews in the modern globalization . Therefore, the purpose of this study was to examine how do interviewer behavior and vocal cues influence organizational attractiveness under the moderating role of face-to-face interview and phone interview.

This study is 2x2x2 factorial design. The 160 samples are management school students in National Taiwan University, and they are randomized to watch of listen one of 4 interview films. The results are: When interviewer expresses higher level of behavior and vocal cues, organizational attractiveness are higher. Interviewer behavior and vocal cues have interacting effects, and interview forms have no moderating effects. The study indicates that organization should train interviewers to has them express better behavior and vocal cues. Besides, the moderating role of interview forms have no significant differences, organization may adapt phone interview besides face-to-face interview. But generally speaking, organizational attractiveness is not the only one factor the organization put emphasis on, therefore, maybe organization should consider all related factors to decide to adapt what kind of interview forms.

目錄
摘 要 II
英文摘要 III
誌 謝 IV
目錄 V
第一章 緒論 1
1.1　研究動機與研究目的 1
第二章 文獻探討 4
2.2 面試官行為 6
2.3 面試官的聲音線索 11
2.4 面談形式--電話面談與面對面面談 13
第三章 研究方法 16
3.1 研究假說與研究架構 16
3.2 研究對象 20
3.3 實驗主試者 22
3.4 實驗程序 23
3.5 實驗設計 25
3.6 研究工具 32
3.7 統計分析 34
第四章 研究結果 35
4.1 人口變數的檢定 35
4.2 實驗操弄的檢定 37
4.3 研究假設的驗證 39
第五章 結論與建議 45
5.1　研究假設之探討 45
5.2 研究限制 51
5.3 對未來研究的建議 52
5.4 總結 53
參考文獻 54
附錄一 實驗題本 59
附錄二 公司簡介 60
附錄三 問卷 61
附錄四　四種面試官行為與聲音線索組合劇本 64

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