跳到主要內容

臺灣博碩士論文加值系統

(54.204.73.51) 您好!臺灣時間:2022/01/28 13:22
字體大小: 字級放大   字級縮小   預設字形  
回查詢結果 :::

詳目顯示

我願授權國圖
: 
twitterline
研究生:陳姿彣
研究生(外文):Tzu-wen Chen
論文名稱:用人主管與人資人員在面談內容上差異之研究
論文名稱(外文):A study on differences of interview questions asked between line managers and HR people
指導教授:任金剛任金剛引用關係
指導教授(外文):Chin-Kang Jen
學位類別:碩士
校院名稱:國立中山大學
系所名稱:人力資源管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2006
畢業學年度:94
語文別:中文
論文頁數:82
中文關鍵詞:問題差異面談構念人資人員用人主管甄選面談
外文關鍵詞:selection interviewline managerHR peopledifferences
相關次數:
  • 被引用被引用:0
  • 點閱點閱:409
  • 評分評分:
  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:0
面談是目前企業甄選時最常使用之方式,大多數企業在甄選新人時至少會進行兩關面談,而面談者大部分皆由用人主管與人資人員擔任,然而用人主管與人資人員在面談角色上有何差異,過去並無研究進行探討。本研究欲從面談問題之選擇來瞭解用人主管與人資人員在面談合作中是否會傾向詢問不同問題,此外,並同時探討影響面談者對面談效果之感受與影響面談合作效能之相關因素。

本研究以配對問卷方式進行資料蒐集,分別請合作面談過同一職缺之用人主管及人資人員進行問卷填答。條件限制方面,用人部門限定於公司之主力盈利部門且職缺為該部門之主力員工職缺。總共發出180組配對問卷,剔除不成對問卷與填答不完整之問卷,回收114組成對問卷,回收率為63.33%。

經過皮爾森積差相關分析、獨立T檢定分析、單因子變異數分析與雙因子變異數分析之後,研究結果主要發現如下:
1.面談者對面談效果之感受不會因為接受過面談訓練與否、面談時間長短以及面談表單使用與否而有所差異。

2.用人主管與人資人員在面談問題、重視工作者條件上皆沒有顯著差異。

3.接受過面談訓練與否、面談年資長短與面談合作方式也對於用人主管和人資人員不會產生顯著差異。

4.面談年資較長之用人主管與人資人員會傾向覺得彼此合作效能較好;而接受過面談訓練與否不會對面談效果產生顯著差異。

根據上述之研究結果,本研究在最後提出研究限制、實務上之意涵與建議。
Interview is the most frequently-used method of selection in present enterprises. In order to select suitable employees, there will be at least two phases of interviews in which both of line managers and hr specialists are interviewers. There is no existing literature discussing about the differences between their behaviors during interviews. This study is mainly focused on those differences between interview questions asked by line managers and hr specialists in a cooperative interview. Besides, this study also analyses relevant factors which have impacts on effectiveness of interviews and corporation.

This study uses dyadic questionnaires to collect empirical data and the author selects both line managers and hr specialists to answer the dyadic questionnaires. To increase validity of data, there is a limitation on the process of sample selection. Only those line managers from manufacture department or business divisions which are the major profit resource in enterprises can answer the questionnaires. 180 dyadic questionnaires were sent, and 114 valid questionnaires were responded. The valid response rate was 63.33%.

Using independent-sample T test, one-way ANOVA and two-way ANOVA, the results are shown as below,

1.The effectiveness of interviews is irrelevant to interview training, interview period and interview check list.

2.There is no difference between interview questions asked by line managers and hr specialists.

3.There is no significant influence on interview questions between line managers and hr specialists by interview training, interviewer’s interview experience and method of interview cooperation.

4.The effectiveness of cooperation is not influenced by interview training and interviewers’ interview experiences either.
目錄

第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 3
第三節 研究目的 4
第四節 研究流程 5
第二章 文獻探討 6
第一節 甄選面談的功能與應用 6
第二節 甄選面談研究之整理 8
第三節 甄選面談的構念 12
第四節 人資人員與用人主管之合作關係 20
第三章 研究方法 25
第一節 訪談整理 25
第二節 研究方向與假設整理 28
第三節 研究設計 30
第四節 研究工具 35
第五節 資料分析方法 37
第四章 結果分析 39
第一節 各研究變項之描述性統計分析 39
第二節 各研究變項相關分析之探討 45
第三節 各研究假設之結果分析 49
第五章 討論與建議 64
第一節 結果分析與討論 64
第二節 實務上的意涵 68
第三節 研究限制 69
第四節 後續研究建議 70
參考文獻 71
附錄一 77
附錄二 80

表目錄
表2.1.1 甄選工具效益比較 7
表2.2.1 結構化面談組成因素表 10
表2.3.1 企業重視工作者之條件 19
表3.1.1 訪談名單一覽表 25
表3.2.1 研究假設整理 29
表3.3.1 公司樣本特性 32
表3.3.2 用人主管與人資人員樣本特性 33
表3.3.3 用人部門之樣本特性 34
表3.3.4 用人主管與人資人員之面談特性 34
表4.1.1 各變項的描述性統計表 42
表4.2.1 面談構念之詢問頻率與應該詢問程度之相關分析 47
表4.3.1 與面談相關之分析 49
表4.3.2 面談表單與面談效果之獨立T檢定表 50
表4.3.3 面談訓練與面談效果之獨立T檢定表 51
表4.3.4 面談時間與面談效果之F檢定表 52
表4.3.5 身分別與八大面談構念之獨立T檢定表 53
表4.3.6 身分別與面談構念需要詢問程度之獨立T檢定表 54
表4.3.7 身分別與工作者之重要條件之獨立樣本T檢定表 56
表4.3.8 身分別與面談訓練對面談構念之二因子變異數分析表 58
表4.3.9 與主管風格適配之敘述統計表 59
表4.3.10身分別與面談年資對面談構念之二因子變異數分析表 60
表4.3.11身分別與面談合作方式對面談構念之二因子變異數分析表 61
表4.3.12基本性格之敘述性統計表 62
表4.3.13各變項與面談合作感受之相關分析 63
表4.3.14各變項與面談合作感受之二因子變異數分析表 63
表5.1.1 研究假設驗證結果 64

圖目錄
圖1.4.1 研究流程 5
參考文獻
中文部分

何永福、楊國安,1993,人力資源策略管理,台北,三民書局。

黃英忠,2001,現代管理學,台北,華泰書局。

張裕隆,2001,管理才能測驗發展及信效度分析,應用心理研究,10,65-95。

陳胤樺,2004,甄選面談問題類型之相關因素探討:一個探索性研究,交通大學經營管理研究所碩士論文。

陳基國,1997,台灣地區美日多國籍企業招募與遴選作業之研究,中央大學人力資源管理研究所碩士論文。

魏晴秋,2005,直線與人資主管對人力資源管理效能認知差異之研究,東吳大學企管研究所碩士論文。


英文部分

Arvey, R. D., & Campion, J.E.(1982). The employment interview: A summary and review of recent research. Personnel Psychology, 35, 281-322.

Barrick, M. R., & Mount, M. K.(1991). The Big Five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44, 1-26.

Berkley, S.(1984). VII. Validation report corrections officer trainee. Commonwealth of Pennsylvania, State Civil Service Commission.

Binning J. F., Goldstein M. A., Garcia M. F., Scattaregia J. H. (1988). Effects on preinterview impressions on questioning strategies in same- and opposite-sex employment interviews. Journal of Applied Psychology, 73, 30-37.

Bobko, P., Roth, P. L., & Potosky, D(1999). Derivation and implications of a meta-analytic matrix incorporating cognitive ability, alternative predictors and job performance. Personnel Psychology, 52, 561-589.

Borman, W. C., White, L. A., Pulakos, E.D., & Oppler, S. H. (1991). Models of supervisory job performance ratings. Journal of Applied Psychology, 76, 863-872.

Cable, D. M., & Judge, T. A . (1997). Interviewwe’s perceptions of person-organization fit and organizational selection decisions. Journal of Applied Psychology, 82, 546-561.

Campion, M. A., Palmer, D. K., & Campion, J. E. (1997). A review of structure in the selection interview. Personnel Psychology, 50, 655-702.

Campion, M. A., Pursell, E. D., & Brown, B. K. (1988). Structured interviewing: Raising the psychometric properties of the employment interview. Personnel Psychology, 41, 25-42.

Chaperman, D. S., & Rowe, P. M. (1998). The impact of videoconference media, interview structure, and interviewer sex on interviewer evaluations in the employment interview: A field experiment. Unpublished manuscript.

Cohen, R. J., & Swerdlik, M. E. (1999). Psychological testing and assessment: An introduction to tests and measurement (4th ed.). Mountain View, CA: .

Debell, C. S., Montgomery, M. J., McCarthy, P. R., & Lanthier, R. P. (1998). The critical contact: A study of Recruiter verbal Behavior during campus interviews. The Journal of Business Communication, 35, 2.

Dipboye, R. L. (1992). Selection interviews: Process perspectives. Cincinnati, OH: South-Western.

Dipboye, R. L., Gaugler, B. B.,Hayes, T. L., & Parker, D. S. (1992). Individual differences in the incremental validity of interviewer’s judgments. Unpublished manuscript.

Dougherty, T. W., Ebert, R. J., & Callender, J, C. (1986). Policy capturing in the employment interview. Journal of Applied Psychology, 71, 9-15.

Farr, J. L. & York, C. M. (1975). Amount of information and primacy-recency effects in recruitment decisions. Personnel Psychology, 28, 233-238.

Gardner, H. (1983). Frames of mind: The theory of multiple intelligences. New York: Basic Books.

Grove, D. A. (1981). A behavioral consistency approach to decision making in employment selection. Personnel Psycology, 34, 55-64.

Harris, M. M. (1999). What is being measured ? In R. W. Eder & M. M. Harris (Eds.), The employment interview handbook (pp. 143-157). Thousand Oaks, CA: Sage.

Herriot, P. (1989). Selection as a social process. In Simth, M., Roberson, I. T.(Eds). Advances in Selection and Assessmennt. London: Wiley.

Herrnstein, R. J., & Murray, C. (1994). The bell curve: Intelligence and class structure in American life. New York: Free Press.

Hitt, M. A. & Barr, S. H., (1989). Managerial selection decision models: examination of configural cue processing, Journal of Applied Psychology, 53-61.

Hoffman, C. C., & Holden, L. M. (1993). Dissecting the interview: An application of generalizability analysis. In D. L. Denning (Chair), psychometric analysis of the structured interviews. Symposium conducted at the 8th Annual Conference of the society for industrial and Organizational Psychology, San Francisco, CA.

Hunter, J. E, & Hunter, R. F., (1984). Validity and utility of alternative predictors of job performance. Psychological Bulletin, 96, 72-98.

Huse, E. F. (1962). Assessments of higher-level personnel: IV. The validity of the assessment techniques based on systematically varied information. Personnel Psychology, 15, 195-205.

Keenan, A. (1978). The selection interview: Candidates’ reactions and interviewers’ judgements. British Journal of Social and Clinical Psychology, 17, 201-209.

King, M. R. & Manaster, G. J. (1977) Bossy image, self-esteem, expectations, self-assessments, and actual success in a simulated job interview. Journal of Applied Psychology, 62, 589-594.

Kinicki, A. J., Lockwood, C. A., Hom, P. W., & Griffeth, R. W. (1990). Interviewer predictions of applicant qualifications and interviewer validity: Aggregate and individual analyses. Journal of Applied Psychology, 75, 477-486.

Klimoski, R. J. (1993). Predictor constructs and their measurement. In N. Schmitt & W. C. Borman(Eds.). Personnel selection in organizations (pp. 99-134). San Francisco: Jossey-Bass.

Kristof, A. L. (1996). Person-organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49, 1-49.

Landy, F. J. (1976). The validity of the interview in police officer selection. Journal of Applied Psychology, 61, 193-198.

Martell, K., & Caroll, S.J. (1995). How strategic is HRM ? . Human Resource Management, 34(2), 253-267.


Mayfield, E. C., (1980). The selection interview: A reevaluation of published research. Personnel Psychology, 17, 339-260.

Mayfield, E. C., Brown, S. H., & Hamstra, B. W. (1980). Selective interviewing in the life insurance Industry: An update of research and practice. Personnel Psychology, 33, 725-739.

Mount, M. K., & Barrick, M. R. (1995). The Big Five personality dimensions: Implications for research and practice in human resources management. Research in Personnel and Human Resources Management, 13, 153-200.

Muchinsky. P. M. (1986) Personal selection methods. In C. L. Cooper & I.T. Roberstion (Eds), International Review of Industrial and Organizational Psychology. New York, John Willey, P.60.

Raza, S. M., & Carpenter, B. N. (1987). A model of hiring decision in real employment interviews. Journal of Applied Psychology, 72, 575-603.

Riggio, R. (1996). Introduction to industrial/organizational psychology (2nd ed.). New York: Harper Collins.

Robert Wood & Tim Payne(1998). Competency-Based Recruitment and Selection. John Wilry & Sons. Inc.

Roth, P. L., & Campion, J. E. (1992). An analysis of predictive effect of the panel interview and pre-employment tests. Journal of Occupational and Organizational Psychology, 65, 51-60.

Rynes, S. L., & Gerhart, B. (1990). Interviewer assessment: An exploratory investigation. Personnel Psychology, 13, 13-37.

Rynes, S. L., Heneman, H. G., III, & Schwab, D. P. (1980). Individual reactions to organizational recruiting: A review. Personnel Psychology, 33, 529-542.

Schmidt, F. L., & Hunter, J. E. (1998). The validity of selection methods in personnel psychology: Practical and theoretical implications in recent years of research findings. Psychological Bulletin, 124, 262-280.

Schmidt, F. L., & Hunter, J. E., (1992). Development of a causal process determining job performance. Current Direction in logical Science, 1, 89-92.

Schmidt, F. L., & Rader, M. (1999). Exploring the boundary conditional interview validity: Meta-analytic validity findings for a new interview type. Personnel Psychology, 52, 445-464.

Schuh, A. J. Contrast effect in the interview. (1978). Bulletin of the Psychonomic Society, 11, 195-196.

Schuler, R. (1992), Strategic Human Resource Management: Linking the people with the strategic needs of the business. Organizational Dynamics, Summer, 18-31.

Sherman, A. W., Jr. & Bohlander, G. W.(1992). Managing Human resources, 9th ed., South-Western Pub. Co., Cincinati Ohio, pp. 170-171.

Spearman, C. (1927). The abilities of man: Their nature and measurement. New York: Macmillan.

Speas, C. M. (1979). Job-seeking interview skills training: A comparison of four instructional techniques. Journal of Counseling Psychology, 26, 405-412.

Spychalski, A. (1994). A test of a model of employment interview information gathering. Unpublished master’s thesis, Rice University.

Steruberg, R. J., Conway, B. E., Ketron, J. L., & Bernstein, M. (1981). People’s conceptions of intelligence. Journal of Personality and Social Psychology, 41, 37-55.

Stevens. M. J., Campion, M. A. (1999). Staffing work teams: Development and validation of a selection test for teamwork settings. Journal of Management, 2, 207-228.

Street, R. L. (1986). Interaction processes and outcomes in interviews. Communication Yearbook. 9, 215-521.

Tett, R. P., Jackson, D. N., & Mitchell, M. (1991). Personality measures as predictors of job performance: A meta-analytic review. Personnel Psychology, 44, 703-742.

Thorndke, E. L., (1920). Intelligence and its uses. Harper’s Magazine, CXL, 227-235.

Thorndke, E. L., (1921). Educational psychology: The original nature of man (Vol. 1). New York: Columbia Teacher’s college.

Thurstone, L. L. (1983). Primary mental abilities. In Psychometric monographs (No. 1). Chicago: University of Chicago Press.

Tullar, W. L., Mullins, T. W., & Caldwell, S. A. (1979). Effects of interview length and applicant quality on interview decision time. Journal of Applied Psychology, 64, 669-674.

Ulrich, D.(1998). Human Resource Champions. Boston, MA: Harvard Business School Press.

Ulrich, L., & Trumbo, D. (1965). The selection interview since 1949. Psychological Bulletin, 63, 100-116.

Vance, R. J., Kuhnert, K. W., & Farr, J. L. (1978). Interview judgements: Using external criteria to compare behavioral and graphic scale ratings. Organizational Behavior and Human Performance, 22, 279-294.

Wlesner, W. H., Latham, G. P., Bradley, P., & Okros, A. C. (1992, June). A comparison of the situational and behavior description interviews in the selection of the naval officers: Preliminary results. Paper presented at the annual convention of the Canadian Psychological Association, Quebec City, Quebec, Canada.

Wright, O. R., Jr. Summary of research on the selection interviews since 1964. Personnel Psychology, 1969, 22, 341-413.

Wright, P. M., McMahan, G.. C., Scott A. Snell, S. A., & Gerhart, B. (2001). Comparing line and HR executives’ perceptions of HR effectiveness: Services, roles, and contributions. Human Resource Management, Summer 2001, Vol. 40, No.2, Pp.111-123.

Zedeck, S., Tziner, A., & Middlestadt, S. E. (1983). Interviewer validity and reliability: An individual analysis approach. Personnel Psychology, 36, 355-370.
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top