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研究生:葉昱萱
研究生(外文):YE YU-SYUAN
論文名稱:過去及未來自我推銷戰術與面談評價之關係,以工作重要性與面試官當責為干擾變項
論文名稱(外文):The Relationship Between Past Focused and Future Focused Self-Promotion Strategies and interview evaluation –
指導教授:黃敦群黃敦群引用關係
指導教授(外文):HUANG TUN-CHUN
學位類別:碩士
校院名稱:國立彰化師範大學
系所名稱:人力資源管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2014
畢業學年度:102
語文別:中文
論文頁數:66
中文關鍵詞:印象管理戰術自我推銷面談評價面試官當責工作重要性
外文關鍵詞:Impression managementself-promotioninterview evaluationfelt accountabilitytask significance
相關次數:
  • 被引用被引用:4
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  • 下載下載:63
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大部分的人都希望能夠獲得他人的喜愛感,所以會採用許多策略影響他人的感官,在面談的場域當中亦是如此。應徵者經常會使用印象管理戰術以影響面試官對他們的評價,當中又以自我推銷戰術最為常見、效果也最為顯著。雖然學者將自我推銷戰術定義為個人展現過去成就、提及未來潛力或計畫的方式正向的描述自己(Stevens &; Kristof, 1995),但過去有關自我推銷戰術的研究均僅著重於推銷個人「過去成就」的效果。本研究則參考Tormala, Jia, &; Norton (2012)之觀點,將面談中的應徵者自我推銷戰術區分為「過去成就」及「未來潛力」導向的兩種自我推銷戰術,並探討這兩種自我推銷戰術對面談評價的影響效果;此外,本研究進一步探討這些自我推銷戰術的效果是否會受到「面試官當責」與「工作重要性」之程度高低而產生改變。具體來說,本研究採用實際求職面談之面試官與應徵者配對問卷(N=237)探討上述研究問題。研究結果發現,過去成就導向的自我推銷戰術與面談評價有顯著的正向關係;未來潛力導向則無顯著效果。然而,面試官當責與工作重要性皆不會干擾不同導向的自我推銷戰術與面談評價的關係。本研究亦針對未預期發現進行探討與補充分析,希望提供給後續學者未來研究的方向。
Applicants employ Impression Management (IM) tactics to build positive images and to receive favorable interview evaluations. Among various IM tactics, self-promotion is one of the most frequently used and the most effective tactic in employment interviews. Although self-promotion has been defined as positive statements to describe oneself, one’s future plans, or one’s past accomplishments (Stevens &; Kristof, 1995, p. 589), research on self-promotion was exclusively focused on one’s past achievements. The present study adopted the framework proposed by Tormala, Jia, &; Norton (2012) and investigated the effects of past-achievement oriented and future-potential oriented self-promotion on interview evaluations. In addition, this study examined whether the relationships between the two self-promotion tactics and interview evaluations would be influenced by two moderating variables, felt accountability and task significance. Two hundred and thirty-seven real interviewer and applicants participated in this study and filled the questionnaires. Results showed that past-achievement oriented self-promotion was positively associated with interview evaluations. No significant relationship was found between future-potential oriented self-promotion and interview evaluations. Moreover, felt accountability and task significance did not moderate the aforementioned relationships. Supplementary analyses and discussions were provided to provide theoretical and practical suggestions for both interview researchers and practitioners.
中文摘要 I
Abstract II
目錄 III
表目次 VI
圖目次 VII
第一章 緒論 8
第一節 研究背景與動機 8
第二節 研究目的 10
第三節 研究流程 11
第四節 名詞釋義 12
第二章 文獻探討 14
第一節 自我推銷、面談評價相關研究 14
第二節 自我推銷、當責與面談評價 16
第三節 自我推銷、工作重要性與面談評價 19
第三章 研究方法 21
第一節 研究架構與假設 21
第二節 研究對象 22
第三節 研究工具與測量方法 24
第四節 資料分析 29
第四章 研究結果與討論 30
第一節 驗證性因素分析 30
第二節 主要變數之敘述性統計 32
第三節 階層線性模式 34
第四節 補充分析 35
第五章 結論與建議 39
第一節 理論意涵 39
第二節 實務意涵 44
第三節 研究限制與未來建議 46
參考文獻 49
附錄 正式問卷 57
附錄A 58
附錄B 62

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