本研究目的在探討應徵者的逢迎討好策略與面試官知覺的相似性兩者對於面試官所認知的應徵者個人與組織的契合度、僱用建議及工作錄取決定之影響。研究資料來自於28間公司的144位面試官與184位應徵者。研究結果發現應徵者的逢迎討好策略會正向影響面試官知覺的相似性，並透過此相似性間接對面試官知覺的應徵者個人與組織的契合度產生正向影響。此外，研究也證實應徵者個人與組織的契合度會正向影響面試官的僱用建議，而此僱用建議亦中介應徵者個人與組織的契合度對工作錄取決定之影響。 This study investigates how the ingratiation and perceived similarity of a job applicant can affect the judgment of an interviewer in determining person-organization fit (P-O fit), hiring recommendations, and the job offer during a job interview. Data was collected from 144 interviewers and 184 applicants from 28 companies in Taiwan. The results suggest that applicant ingratiation has a positive effect on an interviewer’s perceived similarity with the applicant, and that this perceived similarity mediates the relationship between applicant ingratiation and the interviewer’s judgment of the applicant’s P-O fit. The results further suggest that the relationship between the interviewer’s judgment of the applicant’s P-O fit and the job offer is mediated by hiring recommendations. Implications and directions for future research are discussed.
