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    政大機構典藏 > 商學院 > 企業管理學系 > 學位論文 >  Item 140.119/95434
    Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/95434


    Title: 小組面談中面試官與應徵者性別相似性對面談評分之影響─面談流程與面試官間性別相似性之調節效果
    The influence of interviewer-Applicant gender similarity on interviewer ratings in panel Interviews -- The moderation effects of interview design
    Authors: 吳思蓉
    Wu, Szu Jung
    Contributors: 蔡維奇
    Tsai, W. C.
    吳思蓉
    Wu, Szu Jung
    Keywords: 小組面談
    性別相似性
    分數公開
    小組討論
    Date: 2010
    Issue Date: 2016-05-09 16:14:22 (UTC+8)
    Abstract: 面談為業界最常使用的員工甄選方式之一,而面談的形勢又以一對一面談及多對一面談,亦即小組面談最為常見,然同樣作為業界常用之面談形式,過去已有許多相關研究針對一對一面談進行討論,但小組面談的實證研究卻仍相對缺乏。事實上,小組面談經常被推薦作為甄選員工的方式,其效度亦在1990年代初期獲得學者驗證,故研究者認為,可進一步探討小組面談情境中,影響面談評分之因素。
    本研究之目的有三:第一,探討小組面談情境中,個別面試官與應徵者之性別相似性,在其個人給予面談評分時所扮演的角色;第二,探討面談流程對性別相似性與面談評分之關係的調節效果;第三,探討面試官間性別相似性,對面試官與應徵者性別相似性與面談評分之關係的調節效果。因此,本研究所欲探討之問題為:小組面談中,面試官與應徵者性別相似性對面談評分之影響為何?當加入「分數公開」與「小組討論」之面談流程及「面試官間性別相似性」,將如何干擾或調節前述因性別相似性對面談評分所造成之影響?
    本研究採用準實驗法,為2(面試官與應徵者性別相似與否)× 2(分數公開與否)× 2(小組討論與否)實驗設計,邀請三所大學商學院或管理學院之在職專班或經營管理專班之學生共120人擔任受試者,即為面試官的角色。而後以T檢定進行操弄檢定,以卡方檢定及單因子變異數進行隨機分派檢測,至於假說檢定之分析方法則為迴歸分析。
    研究結果指出,面試官應徵者間性別相似吸引效果未獲支持,面試官對於同性別之應徵者的評分,將視情境而定:若於小組面談中加入分數公開流程,將影響性別相似性對面談評分的效果,但小組討論流程卻未如預期產生調節作用;另外,本研究亦發現面試官間性別相似性之調節效果達顯著,當面試官間為不同性別時,則面試官應徵者間的性別相似吸引效果存在,而當面試官之間性別相同時,將使得主效果受到減抑。
    Reference: Cheers 快樂工作人雜誌(2008年5月)。五個CEO徵才預告!未來熱門職務?2008年5月,取自http://www.cheers.com.tw/doc/print.jspx?id=40288ae4199cf10f01199d4d05710771

    聯合晚報(2009年6月6日)。職場少徵鮮,畢業生長期抗戰。2009年6月6日,取自
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    吳祉芸 (2008),甄選面談中應徵者防禦型面談管理策略及效果之研究,國立政治大學企業管理研究所博士論文。

    羅逸琁 (2007),工作面談情境中應徵者防衛型印象管理策略應用之有效性研究,國立政治大學企業管理研究所碩士論文。

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    Description: 碩士
    國立政治大學
    企業管理學系
    96355012
    Source URI: http://thesis.lib.nccu.edu.tw/record/#G0096355012
    Data Type: thesis
    Appears in Collections:[企業管理學系] 學位論文

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