甄選面談一直是企業所使用來作為甄選應徵者時最常用的工具，尤以非結構式面談為最。雖然有很多研究都指出，非結構式甄選面談容易受到面試官不適當的提問或是其他各種與甄選不相關的因素所影響，而導致在實施的信度與甄選的效度上都呈現非常可議的結果。 本研究的研究主題是面試官的人格特質對進行模式的影響，換句話說，面試官的人格特質是否會影響到非結構式甄選面談的進行模式。而本研究結果也確實證實了，相對於外控傾向較強的面試官，內控傾向較強的面試官比較重視應徵者過去的工作經驗與成就；而且比較願意在面談中與應徵者建立友善的氣氛。 同時，面試官的人力資源管理經驗是前項研究假設的干擾變項。當面試官有人力資源管理的實務經驗時，其本身人格特質對非結構式甄選面談進行模式的影響將會減弱，這個干擾效果在對應徵者的過去經驗的重視、非結構式面談的標準化程度與進行氣氛中達到顯著水準。 Comparing with ability tests, professional tests, integrity test, personality test, work samples or assessment center, interview has long been recognized as the most frequently used selection device. But most of the researches related to selection interview generally have produced negative conclusions regarding its reliability, validity, and usefulness in selection. Further, these studies determined that the low reliability and validity were due to a combination of inappropriate questions used and extraneous factors that affected an interviewer’s evaluation of an applicant. The present study aims specifically at the relationship between interviewer’s personality and unstructured selection interview patterns. Namely the interviewer’s personality influences the pattern of unstructured selection interview, including the contents and approaches of the interview. And the research demonstrates that the interviewer with stronger internal locus of control personality cares more about what the applicant has done or achieved. And the interviewer with stronger internal locus of control personality tends to build up and keep the friendly relationship with the applicant. Meanwhile, interviewer’s human resource management experience reduce the relationship between interviewer’s personality and unstructured selection interview patterns in the dimensions of applicant’s work experiences, standardization & climates.
