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研究生:林威志
研究生(外文):Wei-Chih Lin
論文名稱:應徵者印象管理戰術對面試官評量之效應:以面試官正向與負向情感特質為干擾變數
論文名稱(外文):The Influence of Applicant Impression Tactics in Employment Interview: The Moderating Roles of Interviewer Affective Traits
指導教授:陳建丞陳建丞引用關係
口試委員:陳怡靜耿慶瑞
口試日期:2007-06-14
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:75
中文關鍵詞:甄選面談印象管理戰術情感特質
外文關鍵詞:Selection InterviewsImpression Management TacticsAffect traits
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  • 被引用被引用:11
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過去學者曾發現到應徵者表現印象管理戰術的確可以影響面試官的評分,例如Tsai, Chen, 與 Chiu(2005)發現印象管理戰術中的自我導向印象管理戰術與非語言印象管理戰術會影響到面試官的決策。本研究延伸過去研究,在真實甄選面談的場合中,以143位應徵者與33位面試官為樣本,檢視面試官的正向情感特質與負向情感特質的干擾效果。研究結果部份的支持本研究假說,結果顯示當面試官具有較高正向特質情感時,應徵者之他人導向印象管理戰術對於面試官評量的效果愈強,當面試官具有較高的負面特質情感時,應徵者之非語言印象管理戰術對於面試官評量的效果愈弱。
Past research has found that applicants display impression management tactics can positively influence interviewer evaluations of the applicants. Such as Tsai, Chen, with Chiu ( 2005) found that self-focused impression management tactics and non-verbal impression management tactics can positively influence interviewer evaluations of the applicants. This study extends previous research by examining the moderating roles of interviewer positive and negative affect traits. Partial results support our hypotheses. Results show that when interviewers have higher positive affect traits, the influence of applicant other-focused tactics on interviewer evaluation was great. When interviewers have higher negative affect traits, the influence of applicant non-verbal tactics on interviewer evaluation was minimized.
中文摘要 i
英文摘要 ii
誌謝 iii
目錄 v
表目錄 vii
圖目錄 viii
第一章 緒論 1
1.1 研究動機 1
1.2 研究目的 3
第二章 文獻探討 4
2.1 印象管理戰術 4
2.2 印象管理戰術對面試官的效應 7
2.3 正向情感特質與負向情感特質 15
2.4 正向情感特質與負向情感特質的干擾效果 17
2.5 控制變數 20
2.5.1 履歷表資訊 20
2.5.2 應徵者之外表吸引力 21
2.5.3 面試官之面談經驗 22
第三章 研究方法 23
3.1 研究架構 23
3.2 研究假說 23
3.3 施測過程與衡量方法 24
3.3.1 研究對象 24
3.3.2 施測過程 25
3.3.3 變數測量 25
3.3.3.1 應徵者印象管理量表 25
3.3.3.1.1 自我導向印象管理戰術 26
3.3.3.1.2 他人導向印象管理戰術 26
3.3.3.1.3 非語言印象管理戰術 26
3.3.3.2 面試官評量量表 27
3.3.3.3 情感特質評量量表 27
3.3.3.4 控制變數 27
3.3.4 統計方法 29
第四章 研究結果 30
4.1 效度分析 30
4.1.1 區別效度 31
4.1.2 收斂效度 32
4.1.2.1 自我導向印象管理戰術 32
4.1.2.2 他人導向印象管理戰術 32
4.1.2.3 非語言印象管理戰術 33
4.1.2.4 面試官評量 33
4.1.2.5 正向情感特質 34
4.1.2.6 負向情感特質 34
4.2 信度分析 35
4.3 描述統計及相關分析 36
4.4 研究假設驗證 38
第五章 研究結論與建議 43
5.1 印象管理戰術之主效果 43
5.2 印象管理戰術之干擾效果 44
5.3 理論與實務意涵 45
5.4 研究限制 48
5.5 未來研究方向 49
5.6 研究結論 50
參考文獻 51
附錄 64
A 本研究所使用之問卷 64
期刊論文

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學位論文

[147]林育瑋,應徵者面談印象管理策略對甄選面談決策影響,碩士論文,國立台北科技大學企業管理系,台北,2001。
[148]陳建丞,應徵者印象管理戰術對面試官評量之干擾效果研究,博士論文,國立台灣科技大學企業管理系,台北,2004。
[149]楊庭懿,應徵者印象管理戰術策略對甄選面談決策之影響:以面談訓練為干擾變數,碩士論文,國立台灣科技大學企業管理系,台北,2002。
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