本研究旨在探討肢體障礙應徵者在面試中使用特定自我推銷及居功印象管理策略，對雇主在面試表現評價、面試內容評價、人際處理能力評價的影響。本研究以準實驗研究法，拍攝四組經實驗操控的面試影片，包括肢障者使用特定自我推銷策略組、肢障者使用居功策略組、肢障者未使用策略組，以及無障礙者未使用策略組。研究者以立意取樣及滾雪球方式邀請126位具中階主管身份的雇主分別觀看其中一組影片。
主要研究結果如下：
一、 肢體障礙應徵者在面試中未使用印象管理策略，在面試表現評價上顯著低於無障礙應徵者未使用印象管理策略。
二、 特定自我推銷策略的影響如下：
（一） 相較於肢體障礙應徵者未使用策略，肢體障礙應徵者使用特定自我推銷策略對雇主在面試表現評價、面試內容評價及人際處理能力評價有顯著正面影響。
（二） 肢體障礙應徵者使用特定自我推銷策略相較於無障礙應徵者未使用策略，在雇主面試表現評價、面試內容評價及人際處理能力評價無顯著差異。
三、 居功策略的影響如下：
（一）肢體障礙應徵者使用居功策略相較於肢體障礙應徵者未使用策略，在雇主面試表現評價有顯著正面影響，但在面試內容評價及人際處理能力評價則沒有顯著差異。
（二）肢體障礙應徵者使用居功策略相較於無障礙應徵者未使用策略，在雇主面試表現評價、面試內容評價及人際處理能力評價則沒有顯著差異。
四、 肢體障礙應徵者使用特定自我推銷策略在在面試表現評價、面試內容評價及人際處理能力評價上與肢體障礙應徵者使用居功策略沒有明顯差異。
本研究並就面試中障礙揭露與雇主評價關係，以及使用印象管理策略對雇主面試評價之影響等兩方面進行進一步討論。

The main purpose of the present study was to investigate the effects of specific self-promotion and entitlement impression management strategies on employers’ evaluation to performance, content and interpersonal skills of applicants with physical disabilities in the interview process. A quasi-experimental method was used and 126 employers currently at a managerial position were enrolled based on the approach of purposive and snowball samplings. Participants were invited to view one of the four videos, which presented four combinations of variables of disability and impression management strategies (strategy of entitlement and strategy of specific self-promotion). Three scales, such as Interview Performance Evaluation, Interview Content Evaluation and Interpersonal Skills, were developed and used to obtain the participants’ evaluation.
The main results of this study can be summarized as follows:
1. The applicant with a physical disability without using impression management strategies obtained significantly lower scores on scales of Interview Performance Evaluation, Interview Content Evaluation and Interpersonal Skills than those of the applicant without a disability not using impression management strategy.
2. Compared to the applicant with a physical disability not using strategies, the applicant with a physical disability using the strategy of specific self-promotion obtained significantly higher scores on scales of Interview Performance Evaluation, Interview Content Evaluation and Interpersonal skills. The difference between the applicant with a physical disability using the strategy of specific self-promotion and the applicant without a disability not using a strategy were found not significantly on scales of Interview Performance Evaluation, Interview Content Evaluation and Interpersonal skills.
3. The applicant with a physical disability using strategy of entitlement impression management obtained significantly higher score than that of the applicant with a physical disability not using any strategy on the scale of Interview Performance Evaluation, while no significant differences were found on scales of Interview Content Evaluation and Interpersonal skills. The difference between the applicant with a physical disability using the strategy of entitlement and the applicant without a disability not using a strategy were found not significantly on scales of Interview Performance Evaluation, Interview Content Evaluation and Interpersonal Skills.
4. The difference between the applicant with a physical disability using the strategy of entitlement and the applicant with a physical disability using the strategy of specific self-promotion were found not significantly on scales of Interview Performance Evaluation, Interview Content Evaluation and Interpersonal Skills.
Two issues were further discussed: 1. Relationship between disability and employers’ interview evaluation; 2. Effects of using impression management strategies for individuals with physical disabilities on employment interview evaluation.

摘要 I
Abstract Ⅱ
誌謝 Ⅲ
目次 Ⅴ
表次 Ⅶ
圖次 Ⅷ

第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 5
第三節 待答問題 6
第四節 名詞釋義 13
第二章 文獻探討 16
第一節 面試與身心障礙者 16
第二節 面試與障礙揭露 22
第三節 印象管理與障礙揭露 26
第三章 研究方法 35
第一節 研究架構 35
第二節 研究步驟 45
第三節 研究對象 46
第四節 研究工具 51
第五節 實驗程序 61
第六節 資料分析與處理 64
第四章 研究結果與討論 65
第一節 研究結果 65
第二節 綜合與討論 87
第五章 結論與建議 92
第一節 結論 92
第二節 建議 93
第三節 研究限制 96
參考文獻 98
中文部分 98
英文部分 99

附錄 113
附錄一 問題一劇本內容 113
附錄二 問題二劇本內容 114
附錄三 問題三劇本內容 115
附錄四 問題四劇本內容 116
附錄五 中階主管-資訊系統課長招募問卷 117


表次
表2-1 甄選工具效益分析 17
表2-2 印象管理行為的分類 30
表3-1 障礙揭露議題表 37
表3-2 印象管理搭配人際處理能力評價、障礙議題 38
表3-3 印象管理戰術知覺及信度分析檢驗表 41
表3-4 中階主管能力發展培訓內容構面表-人際處理能力 43
表3-5 各組正式階段紙本問卷與電子問卷回收樣本數 48
表3-6 各組背景變項描述統計及組別差異檢定表 50
表3-7 主試官問題搭配人際處理能力評價表 53
表3-8 印象管理戰術知覺及信度分析檢驗表 54
表3-9 正式階段各組對特定自我推銷戰術知覺程度描述統計表 57
表3-10 正式階段各組對居功戰術知覺程度描述統計表 57
表4-1 無肢障者未使用策略組與肢障者未使用策略組之描述統計與考驗 68
表4-2 肢障者使用特定自我推銷策略組與無障礙者未使用策略組之描述統計與考驗 72
表4-3 肢障者使用特定自我推銷策略組與肢障者未使用策略組之描述統計與考驗 75
表4-4 肢障者使用居功策略組與無障礙者未使用策略組之描述統計與考驗 79
表4-5 肢障者使用居功策略組與肢障者未使用策略組揭露之描述統計與考驗 83
表4-6 肢障者使用特定自我推銷策略組與肢障者使用居功策略組之描述統計與考驗 98


圖次
圖3-1 研究架構圖 36
圖3-2研究之流程步驟 45

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