臺灣博碩士論文加值系統

近幾年來，企業員工的情緒智商能力漸漸受到企業的重視，為了有效測量及評估應徵者真實的情緒智商相關能力，有些企業開始採取類似壓力面談的方式來面談應徵者，面試官藉由向應徵者表達一些負面行為，來觀察應徵者的情緒反應，藉此評估應徵者的情緒智商能力和抗壓性，但同時也有許多學者提出反對意見，認為面試官負面行為會影響應徵者對企業的觀感，使得組織吸引力降低。
為了瞭解面試官的負面行為實際對於招募與徵選所產生的影響，本研究透過真實甄選面談的場合，以90位應徵者與62位面試官為樣本，探討面試官在面談過程中的負面行為是否能幫助面試官準確評量應徵者情緒調節能力，以及對於應徵者組織吸引力的影響，除此之外，本研究並更進一步探討在這當中可能產生的干擾效果與中介機制。研究結果部份的支持本研究假說，結果顯示當面試官表現較多的負面行為時，是有助於面試官評量應徵者的情緒調節能力，並且會降低應徵者的組織吸引力。在干擾效果方面，研究結果發現應徵者採用自我導向印象管理戰術並不會明顯提高面試官對於應徵者情緒調節的評量，以至於提升或降低面試官評估應徵者情緒調節的準確性。在中介機制方面，面試官的負面行為則是會降低應徵者所知覺到的面試官友善性，並進而降低其組織吸引力。

For the past few years, enterprise slowly pays attention to their employee’s emotional intelligence ability. To effectively measure and evaluate applicants emotional intelligence ability, some enterprise start to interview applicant by using stress interview, such as expressing negative behaviors and observe applicant’s emotional reaction to evaluate their emotional intelligence ability and stress resistance. Meanwhile, many scholars object this method. They consider the action will affect applicant’s image toward the enterprise, which will also lower down organizational attraction.
To understand the impact between interviewer’s negative behavior towards selection and recruitment, this research uses 90 applicants and 62 interviewers as a sample through real interview occasions. This research will explore whether interviewers negative behavior may help them evaluate applicant’s emotional intelligence ability and the effectiveness towards organizational attraction. Besides of that, this research will further explore the moderating role and mediating mechanism which may show up during the process. Partial results support our hypotheses. Results show that when interviewer express more negative behaviors, it’s effective to evaluate applicant’s emotional intelligence ability, but will lower down applicant’s attraction toward the organization. In moderation role side, this research discovered that interviewer using “self-focused impression management tactics” won’t have obvious upraise on interviewer’s emotional intelligence ability evaluation towards applicants, which may upraise or lower down the accuracy of interviewer evaluate applicant’s emotional intelligence ability. In mediating mechanism side, interviewer’s negative behavior will lower down applicant’s friendliness feeling towards interviewer and also organization attraction.
 

目錄
中文摘要 i
英文摘要 ii
誌謝 iv
目錄 vi
表目錄 viii
圖目錄 ix
第一章 緒論 1
1.1研究動機 1
1.2研究目的 7
1.3 預期研究貢獻 8
第二章 文獻探討 9
2.1面試官負面行為 9
2.2面試官負面行為與面試官評量間的關係 12
2.3應徵者印象管理戰術 15
2.4 應徵者印象管理戰數的干擾 17
2.5面試官行為與組織吸引力 20
2.6面試官負面行為與組織吸引力之關係 22
2.7面試官友善性的中介角色 25
第三章 前導研究 27
3.1面試官負面行為之內容分析 27
3.1.1內容分析之研究對象 27
3.1.2內容分析之研究流程 28
3.2面試官負面行為之內容分析結果 30
3.2.1評分者間同意度 30
3.2.2 面試官負面行為表現之類別 31
第四章 研究方法 35
4.1研究架構 35
4.2研究假說 36
4.3研究對象 37
4.4 施測流程 38
4.5研究變數與衡量 40
4.5.1面試官負面行為 40
4.5.2面試官評估應徵者情緒調節的準確性 40
4.5.3應徵者自我導向印象管理戰術 41
4.5.4應徵者組織吸引力 41
4.5.5面試官的友善性 42
4.5.6控制變數 43
4.6統計方法 44
第五章 研究結果 46
5.1驗證性因素分析 46
5.1.1效度分析 46
5.1.2收斂效度 47
5.2相關分析及敘述性統計 48
5.3 研究假設驗證 50
5.3.1 限制情境之干擾效果統計分析結果 50
5.3.2中介機制統計分析結果 51
第六章 研究結論與建議 53
6.1 研究結果 53
6.1.1 面試官負面行為 53
6.1.2 應徵者印象管理戰術的干擾效果 53
6.1.3 面試官友善性的中介效果 54
6.2 理論意涵與實務意涵 55
6.2.1 理論意涵 55
6.2.2 實務意涵 57
6.3 研究限制 59
6.4 未來研究方向 61
6.5 研究結論 65
參考文獻 66
附錄一(前導研究) 80
面試官訪談問卷 81
附錄二 本研究所使用之問卷 82

1.何光明，透析外企面試(9):如何應對壓力面試[期刊論文]-新東方英語2010(9)

2.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，國立臺北科技大學企業管理系，台北，2001。

3.徐靜芬，應徵者印象管理戰術對面試官評量之干擾因子探討，碩士論文，國立臺北科技大學經營管理研究所，台北，2012。

4.蔡佩姍，面試官感受正向心情與組織吸引力間中介機制之探討，碩士論文，國立臺北科技大學經營管理研究所，台北，2011。

5.林威志，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，國立臺北科技大學經營管理研究所，台北，1996。

6.林玫玫，面試官正向情緒表達與組織人才吸引力之關係:中介機制與限制情境之探討，碩士論文，國立臺北科技大學工商管理研究所，台北，2012。

7.張裕隆， 1996, "傳記式資料," 「有效的甄選方法」系列工作法, 中國心理學會工商心理學組。

8.陳建丞，「應徵者外表吸引力對面試官評量效應之影響－以面試官訓練為干擾變數」，人力資源管理學報，第五卷，第四期，2005a，第55-66頁。

9.陳建丞、蔡維奇（民94）。面談前印象對面試官評量效應之探討—以面談結構性為干擾變數。台大管理論叢，16，155-170。

10.蔡維奇、陳建丞、陳皓怡與宋立國(2009)。應徵者印象管理戰術與面試官評價:面試官作筆記為的干擾效果。管理學報，26，577-597。

11.申燕 壓力面試,切勿撿了芝麻丟西瓜[期刊論文]-人力資源2008(9)

12.黃淵明，壓力面試:尋找逆風飛揚的人才[期刊論文]-人力資源2007(24)

13.陸鵬，壓力面試,你能把握好嗎[期刊論文]-人力資源2007(17)

14.楊波，壓力面試的實施策略[期刊論文]-人力資源管理2011(5)

15.孫武，壓力面試:"吹盡黃沙始到金"[期刊論文]-人力資源2008(1)

16.蘇華、肖坤梅如何做好壓力面試[期刊論文]-企業管理2008(6)

17.周豔，大學生就業中的壓力面試與應對策略[期刊論文]-佳木斯教育學院學報2010(2)

18.王萍萍，壓力面試:調整心靈旋鈕的第一課[期刊論文]-人力資源2007(13)

19.Alderfer, C. P., & McCord, C. G. (1970). Personal and situational factors in the recruitment interview. Journal of Applied Psychology, 54, 377-385.

20.Barber, A. E. (1998). Recruiting employees: Individual and organizational perspectives. Thousand Oaks, CA: Sage.

21.Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51, 1173-1182.

22.Baumeister, R. F., & Leary, M. R. (1995). The need to belong: Desire for interpersonal attachments as a fundamental human motivation. Psychological Bulletin, 11, 497-529.

23.Bell, A. H. (1992). Extraviewing: Innovative ways to hire the best. Homewood, IL: Irwin.

24.Billsberry, J. (2007). Experiencing recruitment and selection. Hoboken, NJ: Wiley & Sons.

25.Bozeman, D. P., & Kacmar, K. M. (1997). Cybernetic model of impression management processes in organizations. Organizational Behavior and HumanDecision Processes, 69, 9-30.

26.Breaugh, J. A., Macan, T. H., & Grambow, D. M. (2008). Employee recruitment: Current knowledge and directions for future research. In G. P. Hodgkinson & J. K. Ford (Eds.), International Review of Industrial and Organizational Psychology, vol. 23. (pp. 45−82)New York: John Wiley & Sons.

27.Breaugh, J.A., & Starke, M. (2000). Research on employee recruitment: So many studies, so many remaining questions. Journal of Management, 26, 405-434.

28.Bright, J. E. H., & Hutton, S., "The impact of competency statements on resume for short-listiing decisions," International Journal of Selection and Assessment, vol. 8, no. 2, 2000, pp. 41-53.

29.Buttner, E. H. and McEnally, M., "The interactive effect of influence tactic, applicant gender and type of job on hiring recommendations," Sex Roles, vol. 34, 1996, pp.581-591.

30.Byrne, D. (1971). The Attraction Paradigm. New York: Academic Press.

31.Cable, D. M., and Judge, T. A., “Interviewers’ perceptions of person- organization fit and organizational selection decisions,” Journal of Applied Psychology, vol. 82, no. 4, 1997, pp. 546-561

32.Callan, V. J. and Palmer, J. M., "The Influence of Applicant Communication Style and Interviewer Characteristics on Hiring Decisions," Journal of Applied Social Psychology, vol. 22, no. 13, 2002, pp.1041-1060.

33.Campion, M. A., "Identification of variables most influential in determining interviewers’ evaluations of applicants in a college placement center," Psychological Reports, vol. 42, no. 1, 1978, pp. 947-952.

34.Carless, S. A., Lmber, A.(2007). The influence of perceived interviewer and job and organizational characteristics on applicant attraction and job choice intentions: the role of applicant anxiety. International Journal of Selection and Assessment vol. 15, no. 4

35.Chapman, D. S., & Rowe, P. M., “The impact of videoconference technology, interview structure, and interviewer gender on interviewer evaluations in the employment interview: A field experiment,” Journal of Occupational and Organizational Psychology, vol. 74, no. 3, 2001, pp. 279-298.

36.Chapman, D. S., Uggerslev, K. L., & Webster J. (2003). Applicant reactions to face-to-face and technologymediated interviews: A field investigation. Journal of Applied Psychology, 88, 944-953.

37.Chapman, D. S., Uggerslev, K.L., Carroll, S.A., Piasentin, K.A. & Jones, D.A. (2005). Applicant Attraction to Organizations and Job Choice: A Meta-Analytic Review of the Correlates of Recruiting Outcomes. Journal of Applied Psychology, 90, 928–44.

38.Connerley, M. L., & Rynes, S. L. 1997. The influence of recruiter characteristics and organizational recruitment support on perceived recruiter effectiveness: Views from applicants and recruiters. Human Relations, 50: 1563–1586.

39.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. Journal of Business Communication, 35 (2): 202-223.

40.Dimberg, U., & Thunberg, M. (1998). Rapid facial reactions to different emotionally relevant stimuli. Scandinavian Journal of Psychology, 39, 39–45.

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

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

43.Dipboye, R. L. and Wiley, J. W., "Reactions of college recruiter to interviewee sex and self-presentation style," Journal of Vocational Behavior, vol. 10, 1977, pp.1-12.

44.Dipboye, R. L. and Wiley, J. W., "Reactions of male raters to interviewee self-presentation style and sex: Extensions of previous research," Journal of Vocational Behavior, vol. 13, 1978, pp.192-203.

45.Dunn, W. S., Mount, M. K., Barrick, M. R. and Ones, D. S., "Relative importance of personality and general mental ability in managers’ judgments of applicant qualifications," Journal of Applied Psychology, vol. 80, no. 4, 1995, pp.500-509.

46.Ehrhart, K. H., & Ziegert, J. C. (2005). Why are individuals attracted to organizations? Journal of Management, 31, 901-919.

47.Farh, J. L., Zhong, C. B., & Organ, D. W. (2004). Organizational citizenship behavior in the People''s Republic of China. Organization Science, 15, 241-253.

48.Ferris, G. R., and Judge, T. A., “Personnel/human resource management: a political influence perspective,” Journal of Management, vol. 17, no. 2, 1991, pp. 447-488.

49.Ferris, G. R., Fedor, D. B. and King, T. R., "A political conceptualization of managerial behavior," Human Resource Management Review, vol. 4, 1994, pp.140-158.

50.Ferris, G. R., Fedor, D. B., and King, T. R., “A political conceptualization of managerial behavior,” Human Resource Management Review, vol. 4, no. 1, 1994, pp. 1-34.

51.Fiske, S. T. (1980). Attention and weight in person perception: The impact of negative and extreme behavior. Journal of Personality and Social Psychology, 38, 889-906.

52.Gardner, W. L. & Martinko, M. J. (1988). Impression Management in Organizations. Journal of Management, 14, 321-338.

53.Gilliland, S. W. 1993. The perceived fairness of selection systems: An organizational justice perspective. Academy of Management Review, 18: 694–734.

54.Gilliland, S. W. 1994. Effects of procedural and distributive justice on reactions to a selection system. Journal of Applied Psychology, 79: 691–701.

55.Gilmore, D. C. (1989). Applicant perceptions of simulated behavior description interviews. Journal of Business and Psychology, 3, 279-288.

56.Gilmore, D. C., and Ferris, G. R., “The effects of applicant impression management tactics on interviewer judgments,” Journal of Management, vol. 15, no. 4, 1989, pp. 557-564.

57.Gilmore, D. C., and Ferris, G. R., “The politics of the employment interview,” In Eder, R. W. and Ferris G. R.（Eds.）, The employment interview: Theory, research, and practice, Newbury Park, California: Sage Publications, 1989, pp. 195-203.

58.Gilmore, D. C., Stevens, C. K., Harrell-Cook, G., and Ferris, G. R., “Impression management tactics,” In R.W. Eder and M. M. Harris （Eds.）, The employment interview handbook, Thousand Oaks. CA: Sage Publications, 1999, pp. 321-336.

59.Goffman, E., “On face work: an analysis of ritual elements in social interactions,” Psychiatry: Journal of Interpersonal Relations, vol. 18, no. 3, 1955, pp. 213-231.

60.Goffman, E., “The presentation of self in everyday life,” Garden City: New York, Doubleday, 1959.

61.Goldberg, C. B. (2003). Applicant reactions to the employment interview: A look at demographic similarity and social identity theory. Journal of Business Research, 56, 561-571.

62.Goldberg, C. B. (2003). Who Responds to Surveys? Assessing the Effects of Nonresponse in Cross-Sectional Dyadic Research. Assessment, 10, 41-48.

63.Goleman, D. (1995), Emotional Intelligence, New York: Bantam Books.

64.Goltz, S. M., & Giannantonio, C. M. (1995). Recruiter friendliness and attraction to the job: The mediating role of inferences about the organization. Journal of Vocational Behavior, 46, 109-118.

65.Hakel, M. D., Dobmeyer, T. W., & Dunnette, M. D., "Relative importance of three content dimensions in overall suitability ratings of job applicants’ resumes," Journal of Applied Psychology, vol. 54, no. 1, pt. 1, 1970, pp. 65-71.

66.Hakel, M., Ohnesorgr, J., & Dunnette, M., "Interviewer evaluation of job applicants’ resumes as a function of the qualifications of the immediately preceding applicants: An examination of contrast effects," Journal of Applied Psychology, vol. 54, no. 1, 1970, pp. 27-30.

67.Harn, T.J. & Thornton, G.C.III. (1985). Recruiter counselling behaviours and applicant impressions. Journal of Occupational Psychology, 58, 57-65.

68.Harris, M. M. (1989). Reconsidering the employment interview: A review of recent literature and suggestions for future research. Personnel Psychology, 42, 691-726

69.Harris, M.M., & Fink, L.S. (1987). A field study of applicant reactions to employment opportunities: does the recruiter make a difference? Personnel Psychology, 40, 765-784.

70.Hatfield, E., Cacioppo, J. T., & Rapson, R. L. (1994). Emotional contagion. New York: Cambridge University Press.

71.Hausknecht, J. P., Day, D. V., & Thomas, S. C. (2004). Applicant reactions to selection procedures: An updated model and meta-analysis. Personnel Psychology, 57, 639−683.

72.Hess, U., Blairy, S., & Philippot, P. (1998). Facial reactions to emotional facial expressions: Affect or cognition? Cognition and Emotion, 12, 509-532.

73.Higgins, C. A., and Judge, T. A., “The effect of applicant influence tactics on recruiter perceptions of fit and hiring recommendations: A field study,” Journal of Applied Psychology, vol. 89, no. 4, 2004, pp. 622-632.

74.Higgins, R. L., Snydr, C. R., & Berglas, S. (1990). Self-handicapping: The paradox that isn’t . New York: Plenum Press.

75.Highhouse, S., Lievens, F. & Sinar, E. F. (2003). Measuring attraction to organizations. Educational and Psychological Measurement, 63, 986–1001.

76.Hosoda, M., Stone-Romero, E., and Coats, G., “The effects of physical attractiveness on job-related outcomes: A meta-analysis of experimental studies,” Personnel Psychology, vol. 56, no.2, 2003, pp. 431-462.

77.Howard, J. L., and Ferris, G. R., “The employment interview context: Social and situational influences on interviewer decisions,” Journal of Applied Social Psychology, vol. 26, no. 2, 1996, pp. 112-136.

78.Jones, E. E., and Pittman T. S., “Toward a general theory of strategic self- presentation,” In J. Suls（Ed.）Psychological Perspectives on the self, Hillsdale, New Jersey: Lawrence Erlbaum, vol. 1, 1982, pp. 231-262.

79.Judge, T. A. and Ferris, G. R., "The elusive criterion of fit in human resources staffing decisions," Human Resources Planning, vol. 15, no. 4, 1992, pp.47-67.

80.Judge, T. A., and Ferris G. R., “Social context of performance evaluation decisions,” Academy of Management Journal, vol. 36, no. 1, 1993, pp. 80-105.

81.Judge, T. A., Higgins, C. A., & Cable, D. M. (2000). The employment interview: A review of recent research and recommendations for future research. Human Resource Management, 10, 383-406.

82.Judge, T. A., Scott, B. A., & Ilies, R. (2006). Hostility, job attitudes, and workplace deviance: Test of a multilevel model. Journal of Applied Psychology, 91, 126–138.

83.Kacmar, K. M., and Carlson, D. S., “Effectiveness of impression management tactics across human resource situations,” Journal of Applied Social Psychology, vol. 29, no. 6, 1999, pp. 1293-1315.

84.Kacmar, K. M., Delery, J. E., and Ferris, G. R., “Differential effectiveness of applicant impression management tactics on employment interview decisions,” Journal of Applied Social Psychology, vol. 22, no. 16, 1992, pp. 1250-1272.

85.Kelley, H. H. (1971). Attributions in social interactions. Morristown, NJ: General Learning Press.

86.Knouse, S. B., "Impressions of the resume: The effects of applicant education, experience, and impression management," Journal of Business and Psychology, vol. 9, no. 1, 1994, pp. 33-45.

87.Knouse, S.B., "The role of attribution theory in personnel employment selection: A review of the recent literature," Journal of General Psychology, vol. 116, no. 2, 1989, pp. 183-196.

88.Kristof-Brown, A. L., Barrick, M. R., and Franke, M., “Applicant impression management: Dispositional influences and consequences for recruiter perceptions of fit and similarity,” Journal of Management, vol. 28, no. 1, 2002, pp. 27-46.

89.Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals’ fit at work：A Meta-Analysis of Person-job, Person-organization, Person-group, and Person-supervisor fit. Personnel Psychology, 58, 281-342.

90.Larsen, D.A., & Phillips, J. I. (2002). Effect of recruiter on attraction to the firm: Implications of the elaboration likelihood model. Journal of Business and Psychology, 16, 347-364.

91.Leary, M. R., and Kowalski, R. M., “Impression management: a literature review and two-component model,” Psychological Bulletin, vol. 107, no. 1, 1990, pp. 34-47.

92.Liden, R. C., & Parsons, C. K. 1986. A field study of job applicant interview perceptions, alternative opportunities, and demographic characteristics. Personnel Psychology, 39: 109–122.

93.Lievens, F., Chapman, D.(2008). Recruitment and selection. In A. Wilkinson, T. Redman, S. Snell, N. Bacon (Eds.) Handbook of Human Resource Management. Sage.

94.Lievens, F., Highhouse, S., & De Corte, W. (2005). The importance of traits and abilities in supervisors’ hirability decisions as a function of method of assessment. Journal of Occupational and Organizational Psychology, 78, 453-470.

95.Macan, T. (2009). The employment interview: a review of current studies and directions for future research. Human Resource Management Review, 19, 203-218.

96.Macan, T. H., Avedon, M. J., Paese, M., & Smith, D. E. 1994. The effects of applicants’ reactions to cognitive ability tests and an assessment center. Personnel Psychology, 47: 715–738. Management, 26, 565−606.

97.McKenna, E., & Beech, N., 1995, The essence of Human Resource Management, Prentice Hall.

98.Murphy, K.R. (1986). When your top choice turns you down: Effects of rejected offers on the utility of selection tests. Psychological Bulletin, 99, 133-138.

99.Nassar, S. 1999. Jobless rate in the U.S. hits 29-year low. New York Times, April 3, C, 1. organizational psychology (pp. 399−444). Palo Alto, CA: Consulting Psychologists Press.

100.Peeters, H., & Lievens, F. (2006). Verbal and nonverbal impression management tactics in behavior description and situational interviews. International Journal of Selection and Assessment. 14, 206-222.

101.Phillips, A. P., & Dipboye, R. L., "Correlational tests of predictions from a process model of the interview," Journal of Applied Psychology, vol. 74, no. 1, 1989, pp. 41-52.

102.Ployhart, R. E., & Ryan, A. M. 1998. Applicants’ reactions to the fairness of selection procedures: The effects of positive rule violations and time of measurement. Journal of Applied Psychology, 83: 3–16.

103.Powell, G. N. 1991. Applicant reactions to the initial employment interview: Exploring theoretical and methodological issues. Personnel Psychology, 44: 67–83.

104.Ralston, S. M., & Brady, R. 1994. The relative influence of interview communication satisfaction on applicants'' recruitment interview decisions. The Journal of Business Communication, 31(1): 61-77.

105.Rogers, D., & Sincoff, M. (1978). Favorable impression characteristics of the
recruitment interviewer. Personal Psychology,31, 495-501.

106.Ryan, A. M., & Ployhart, R. E. (2000). Applicants'' perceptions of selection procedures and decisions: A critical review and agenda for the future.

107.Ryan, A. M., McFarland, L., Baron, H., & Page, P. (1999). An international look at selection practices: Nation and culture as explanations for variability in practice. Personnel Psychology, 52, 359-391.

108.Rynes, S. L. (1991). Recruitment, job choice, and post-hire consequences: a call for new research directions. In M. D. Dunnette (Ed.), Handbook of industrial and organizational psychology(2nd ed., Vol.2 ). Palo Alto, CA:Consulting Psychologists’ Press, 399-444.

109.Rynes, S. L., & Connerley, M. R. (1993). Applicant reactions to alternative selection procedures. Journal of Business and Psychology, 7(3), 261−277.

110.Rynes, S. L., & Miller, H. E. (1983). Recruiter and job influences on candidates for employment. Journal of Applied Psychology, 68, 147-154.

111.Rynes, S. L., Bretz, R. D., & Gerhart, B. (1991). The importance of recruitment in job choice: A different way of looking. Personnel Psychology, 44, 487−521.

112.Schlenker, B. R., “Impression management: The self-concept, social identify, and interpersonal relations,” Monterey, California: Brooks/Cole, 1980.

113.Schmit, M. J., & Ryan, A. M. 1997. Applicant withdrawal: The role of test-taking attitudes and racial differences. Personnel Psychology, 50: 855–876.

114.Schmitt, N., & Coyle, B. (1976). Applicant decisions in the employment interview. Journal of Applied Psychology, 61, 184-192.

115.Schneider, D. J., “Tactical self-presentations: Toward a broader conception,” In J. T. Tedeschi（Ed.）, Impression management theory and social psychology research, New York: Academic Press, 1981, pp. 23-40.

116.Simola, S. K., Taggar, S., & Smith, G. W. (2007). The employment selection interview: Disparity among research-based recommendations, current practices and what matters to human rights tribunals. Canadian Journal of Administrative Sciences, 24, 30-44.

117.Smither, J. W., Reilly, R. R., Millsap, R. E., Pearlman, K., & Stoffey, R. W. 1993. Applicant reactions to selection procedures. Personnel Psychology, 46: 49–76.

118.Snyder, C. R., Higgins, R. L., & Stucky, R. J. (1983). Excuses: Masquerades in search of grace. New York: Wiley.

119.Spence, M. (1973). Job market signaling. Quarterly Journal of Economics, 87, 355-374.

120.Stevens, C. K., and Kristof, A. L., “Making the right impression: a field study of applicant impression management during job interviews,” Journal of Applied Psychology, vol. 80, no. 5, 1995, pp. 587-606.

121.Tedeschi, J. T. and Melburg, V., “Impression management and influence in the organization,” In S. b. Bacharach and E. J. Lawler（Eds.）, Research in the sociology of organizations, Greenwich, CT: JAI, vol. 3, 1984, pp. 515-523.

122.Tetlock, P. E. and Manstead, A. S. R., “Impression management versus intrapsychic explanations in social psychology: A useful dichotomy?” Psychological Review, vol. 92, no. 1, 1985, pp. 59-77.

123.Thoms, P., McMasters, R., Roberts, M. R., & Dombkowski, D. A., "Resume characteristics as predictors of an invitation to interview," Journal of Business and Psychology, vol. 13, no. 3, 1999, pp. 339-356.

124.Thorndike, E.L "A constant error in psychological ratings," Journal of Applied Psychology, Vol 4(1), Mar 1920, 25-29.

125.Topor, D. J., Colarelli, S. M., & Han, K. (2007). Influences of traits and assessment methods on human resource practitioners’ evaluations of job applicants. Journal of Business and Psychology, 21, 361-376.

126.Tsai, W. C., Chen, C. C., & Chiu, S. F. (2005). Exploring boundaries of the effects of applicant impression management tactics in job interviews. Journal of Management, 31, 108-125.

127.Tsai, W. C., Huang, T. C., Wu, C. Y., & Lo, I. H. (2009). Disentangling the effects of applicant defensive impression management tactics in job interviews. International Journal of Selection and Assessment, 18, 131-140.

128.Turban, D. B. & Dougherty, T. W. (1992). Influences of campus recruiting on applicant attraction to firms. Academy of Management Journal, 35, 739-765.

129.Turban, D. B. & Keon T. L. (1993). Organizational Attractiveness: An Interactionist Perspective. Journal of Applied Psychology, 78, 184-193.

130.Turban, D. B., & Greening, D. W. 1996. Corporate social performance and organizational attractiveness to prospective employees. Academy of Management Journal, 40: 658-672.

131.Washburn, P. V., & Hakel, M. D. 1973. Visual cues and verbal content as influences on impressions after simulated employment interviews. Journal of Applied Psychology, 58 (1): 137-141.

132.Wayne, S. J., & Liden, R. G. (1995). Effects of impression management on performance ratings: A longitudinal study. Journal of Management, 38, 232-260.

133.Williamson, L. G., Campion, J. E., Malos, S. B., Roehl ing, M. V. , & Campion, M. A. (1997) . Employment interview on trial: Linking interview structure with litigation outcomes. Journal of Applied Psychology, 82, 900-912.

134.Wong, C. S., & Law, K. S. (2002). The effects of leader and follower emotional intelligence on performance and attitude: An exploratory study. Leadership Quarterly, 13. 243-274

135.Ybarra, O. (2002). Naïve causal understanding of balanced behaviors and its implications for social information processing. Psychological Bulletin, 128, 421-441.

136.Ybarra, O., & Stephan, W. G. (1999). Attributional orientations and the prediction of behavior: The attribution-prediction bias. Journal of Personality and Social Psychology, 76, 718-727.