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研究生:徐靜芬
研究生(外文):Chin Fen Hsu
論文名稱:應徵者印象管理戰術對面試官評量之干擾因子探討
論文名稱(外文):Exploring moderators of the influence of applicant impression management tactics in job interviews
指導教授:陳建丞陳建丞引用關係
口試委員:黃櫻美耿慶瑞
口試日期:2012-06-20
學位類別:碩士
校院名稱:國立臺北科技大學
系所名稱:經營管理系碩士班
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:2012
畢業學年度:100
語文別:中文
論文頁數:77
中文關鍵詞:責任感親和性評分表類型甄選面談印象管理戰術
外文關鍵詞:AccountabilityAgreeablenessType of rating scaleSelection InterviewsImpression Management Tactics
相關次數:
  • 被引用被引用:1
  • 點閱點閱:253
  • 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:1
本研究採用實驗室實驗法,探討應徵者在甄選面談中使用印象管理戰術對面試官評量之效應的限制情境,干擾因子分別為責任感、親和性以及評分表。結果發當面試官擁有較高的親和性,應徵者在甄選面談中使用印象管理戰術對面試官評量之效應會較弱,當面試官有較高的責任感,應徵者在甄選面談中使用他人導向印象管理戰術對面試官評量之效應會較強,研究結果也發現當評分表為詳細尺度,應徵者在甄選面談中使用印象管理戰術對面試官評量之效應會較沒影響。

The primary purpose of this study is to investigate the moderating effect of accountability, agreeableness, and type of rating scale in the relationship of applicant impression management tactics and interviewer evaluation. Results from 211 employees who have been interview experience; however, all results didn’t support our hypotheses.
Results show that when interviewers have higher agreeableness, the influence of applicant impression management tactics on interviewer evaluation was worse. When interviewers have higher accountability, the influence of applicant other-focused tactics on interviewer evaluation was great. The results also indicated that when type of rating scale is anchored rating scales, the influence of applicant impression management tactics on interviewer evaluation was minimized.

摘 要 ii
ABSTRACT iii
誌謝 iv
目錄 v
圖目錄 vii
表目錄 viii
第1章 緖論 1
1.1研究動機 1
1.2研究目的 5
第2章 文獻探討 6
2.1印象管理戰術 6
2.2印象管理戰術對面試官的效應 11
2.3 責任感的干擾效果 18
2.4 親和性的干擾效果 21
2.5 評分表類型的干擾效果 23
第3章 研究方法 25
3.1 研究架構與假設 25
3.2各操弄變數之操作說明 27
3.2.1 印象管理戰術 27
3.2.2 責任感 29
為降低本次面試結果的誤差,面試官對於本次面試的結果需負全責, 29
且需要對研究者講解此次評分的過程與結果。 29
3.2.3 評分表類型 30
3.3實驗的前測 32
3.3.1前測對象 32
3.3.2前測流程 32
3.3.3操弄檢定之題目 33
3.3.4前測結果 34
3.4 實驗的正式施測 36
3.4.1正式施測對象 36
3.4.2正式施測流程 38
3.4.3操弄變數檢定 40
3.4.4控制變數檢定 42
3.5 變數衡量 46
3.5.1親和性 46
3.5.2 面試官評價 47
3.5.3 人口統計變數 47
3.6統計方法 48
第4章 研究結果 49
4.1 研究假設驗證 49
第5章 研究結論與建議 54
5.1責任感的干擾效果 54
5.2親和性的干擾效果 54
5.3評分表類型的干擾效果 55
5.4理論與實務意涵 56
5.5研究限制 58
5.6未來研究方向 59
5.7研究結論 60
參考資料 61
附錄 69
附錄一 本研究設計之正式施測網頁內容 69
附錄二 本研究設計之劇本內容 73



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