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研究生:劉怡君
研究生(外文):I-Chun Liu
論文名稱:應徵者人格特質與面試官評量之中介研究
論文名稱(外文):Test of a Mediating Model Linking Personality of Job Applicants and Interviewer Evaluations
指導教授:陳建丞陳建丞引用關係
指導教授(外文):Chien-Cheng Chen
口試委員:廖森貴黃櫻美
口試日期:2007-06-20
學位類別:碩士
校院名稱:國立臺北科技大學
系所名稱:商業自動化與管理研究所
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:2007
畢業學年度:95
語文別:中文
論文頁數:53
中文關鍵詞:人格特質印象管理戰術個人-工作契合度
外文關鍵詞:personalityimpression management tacticsperson-job fit (P-J fit)
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在人格特質理論中,以五大人格特質最常被使用,本研究參考學者的發現,採用會影響錄取建議的其中兩個因素,即外向性和勤勉審慎性來探討。本研究延伸過去研究,加入面試準備、自我推薦、面試官知覺的P-J fit及面試官對應徵者的喜愛作為中介變數,檢視在真實的甄選面談情境中,應徵者人格特質是否會經由這些途徑影響最後的錄取建議。針對從20位面試官與105位應徵者中所蒐集的資料發現,外向性、勤勉審慎性會透過面試準備,影響面試官知覺的P-J fit,進而影響錄取建議。本研究結果期望能對面試官及應徵者有所助益,第一,面試官在進行甄選面談時,應該注意應徵者的人格特質,及所展現的行為是否符合組織的要求,才能錄取適合的人才,為組織帶來效益。第二,應徵者在面試前,應該做好充分的準備,多蒐集公司的相關資料,讓面試官認為自己對職務有充分的了解,足以勝任這份工作,增加獲得雇用的機會。
This study investigated the relationship between job applicants personalities (extraversion and conscientiouness) and interviewer evaluations. Data were collected from 105 interviewees and their interviewers. Results showed that applicant personality might influence interviewer rating through job preparation, applicant self-promotion behavior, person-job fit and interviewer affect toward the applicant. The results suggest that future research should examine other kinds of applicant personalities, and whether a interviewee get a job offer.
目 錄
中文摘要i
英文摘要ii
誌謝iii
目錄iv
表目錄vi
圖目錄vii
第一章 緒論1
1.1 研究動機1
1.2 研究目的4
第二章 文獻探討5
2.1人格特質5
2.2 應徵者人格特質與錄取建議之關係8
2.3 外向性、勤勉審慎性與面試準備之關係9
2.4 印象管理戰術11
2.5 外向性、勤勉審慎性與印象管理之關係15
2.6 面試準備與面試官知覺的個人-工作配適度之關係16
2.7 印象管理與面試官知覺的個人-工作配適度之關係17
2.8 印象管理與面試官對應徵者的喜愛之關係18
2.9 面試官知覺的個人-工作配適度與錄取建議之關係20
2.10 面試官對應徵者的喜愛與錄取建議之關係21
2.11 研究架構22
第三章 研究方法23
3.1 研究對象23
3.2 研究流程23
3.3 變數測量24
3.4 統計方法26
第四章 研究結果27
4.1 相關分析27
4.2 測量模型27
4.3 結構模型30
第五章 研究結論與建議33
5.1 中介效果33
5.2 理論與實務意涵 33
5.3 研究限制34
5.4 未來研究方向35
5.5 結論37
參考文獻38
附錄
本研究所使用之問卷 49
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