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姓名 趙興華(Hsing-Hua Chao)  查詢紙本館藏   畢業系所 人力資源管理研究所在職專班
論文名稱 初探壓力式面試情境下的面試官行為對求職者組織工作認知之影響
(Exploring the impacts of interviewer behaviors under a stress interview context on job seeker’s organizational and job related perceptions)
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摘要(中) 本研究主要探討在壓力式面談情境下,面試官為刻意營造出壓力情境而展現出不具專業能力行為、不友善行為和不願分享資訊的行為對應徵者組織工作認知的影響,並探討應徵者的人格特質是否會干擾前述面試官行為與應徵者組織工作認知之間的關係。本研究採用實驗法,共蒐集341位應徵者之資料並以此進行分析。研究結果顯示,應徵者在面試官採取壓力式面試的情境下,當面試官展現不具專業能力行為、不友善行為或不願資訊分享行為時,皆會對應徵者組織工作認知產生顯著的負向影響。此外,本研究也發現,對勤勉審慎性特質愈高的應徵者而言,面試官的不具專業能力行為和組織工作認知間的負向關係會變得更強。而其他四個干擾變數,即應徵者的「外向性、親和性、對新奇事物的接受程度與情緒穩定性」對面試官壓力式面談下的行為與應徵者組織工作認知間關係的影響皆未顯著或與假說方向相反。
摘要(英) This study focuses on the impact of negative interviewer behaviors (i.e., incompetence、not personable、not informative behaviors) on applicants′ perceptions toward organization and job under a stress interview context. In the meantime, the present study also explores whether applicants’ personality traits will moderate the relationship between negative interviewer behaviors and applicants’ perceptions toward organization and job. This study uses the experimental design and collects data from 341 active applicants. The results show that the three negative interviewer behaviors applied under a stress interview context will negatively affect the applicants’ organizational and job-related perceptions. The present study also explores the moderating effects of the Big Five personality traits. The results indicate that the relationship between interviewer′s incompetence behavior and organizational and job-related perceptions becomes more negative for high conscientious applicants. Surprisingly, the moderating effects of other four personality traits (i.e., Extroversion, Agreeableness, Openness to experience, and Emotional Stability) are not significant or contrary to the hypotheses.
關鍵字(中) ★ 壓力式面談
★ 面試官行為
★ 組織工作認知
★ 五大人格特質
關鍵字(英) ★ Stress Interview
★ Interviewer Behavior
★ Organizational and Job-related perceptions
★ Big-Five personality traits
論文目次 中文摘要 …………………………………………………………………………. ⅰ
英文摘要 …………………………………………………………………………. ⅱ
誌謝 …………………………………………………………………………. ⅲ
目錄 …………………………………………………………………………. ⅳ
圖目錄 …………………………………………………………………………. ⅴ
表目錄 …………………………………………………………………………. ⅵ
一、 緒論…………………………………………………………………….. 1
1-1 研究背景與動機……………………………………………………….. 1
1-2 研究目的……………………………………………………………….. 3
二、 文獻探討……………………………………………………………….. 5
2-1 甄選面談……………………………………………………………….. 5
2-2 面談中面試官行為對於應徵者對組織工作認知的影響…………….. 7
2-3 壓力式面談下面試官行為對應徵者的影響………………………….. 9
2-4 應徵者人格特質的干擾效果………………………………………….. 14
三、 研究設計與實施……………………………………………………….. 21
3-1 研究架構……………………………………………………………….. 21
3-2 研究假設……………………………………………………………….. 21
3-3 研究對象……………………………………………………………….. 22
3-4 前測…………………………………………………………………….. 23
3-5 正式施測……………………………………………………………….. 37
四、 研究結果……………………………………………………………….. 48
4-1 操弄檢定……………………………………………………………….. 48
4-2 信效度與相關係數分析……………………………………………….. 49
4-3 研究假說的驗證……………………………………………………….. 57
五、 結論與建議…………………………………………………………….. 62
5-1 研究結論……………………………………………………………….. 62
5-2 理論與實務意涵……………………………………………………….. 65
5-3 研究限制與未來研究建議…………………………………………….. 68
參考文獻 …………………………………………………………………………. 70
附錄  研究問卷………………………………………………………………. 76
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指導教授 楊文芬 劉念琪 審核日期 2019-7-15
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