面談前印象對面試官評量效應之探討：以面談結構性爲干擾變數

The Impact of Preinterview Impression on Interviewer Evaluation: The Moderating Role of Interview Structure

10.6226/NTURM2005.16.1.155

陳建丞(Chien-Cheng Chen)；蔡維奇(Wei-Chi Tsai)

面談前印象 ； 面談結構性 ； 甄選面談 ； preinterview impression ； interview structure ； employment interview

臺大管理論叢

16卷1期（2005 / 12 / 01）

155 - 170

繁體中文

一般而言，在面試開始之前，面試官會根據一些應徵者的書面資料，來形成對應徵者與工作配適度上之第一印象(Phillips ＆ Dipboye, 1989)。過去研究指出面試官對應徵者之面談前印象會影響面試官對應徵者的評量。本研究延伸過去研究，在真實甄選面談情境中，檢視面談結構性對面談前印象效應的干擾角色。由43位面試官與151位應徵者中所蒐集的資料顯示當面談結構性愈高，面談前印象與面試官評量之間的關係將愈弱。在實務意涵方面，本研究建議面試官在甄選面談時，可利用提高面談結構性的方式，來降低面談前印象所可能帶來的評估誤差。

Before an employment interview, the interview typically preview applicants' paper credentials and form a first impression of the applicant's fit to the perceived requirements of the job (Phillips & Dipboye, 1989). Past research has found that interviewers' preinterview impressions of job applicants affect their subsequent evaluations. This study extends previous research by examining the moderating role of interview structure in real employment interviews for actual job openings. Results from 43 interviewers and 151 applicants of 25 firms supported our hypothesis and showed that the more structured the interview, the weaker the relationship between preinterview impressions and interviewer evaluation, indicating that organizations using highly structured interviews may reduce potential sources of error caused by preinterview impressions and as a result enhance the quality of interviewer decisions.

1. Arvey, R. D.,Campion, J. E.(1982).The employment interview: A summary and review of recent research.Personnel Psychology,35(2),281-322.
2. Barclay, J. M.(1999).Employee selection: A question of structure.Personnel Review,28(1-2),134-151.
3. Barrick, M. R.,Patton, G. K.,Haugland, S. N.(2000).Accuracy of interviewer judgments of job applicant personality traits.Personnel Psychology,53(4),925-951.
4. Binning, J. F.,Goldtein, M. A.,Garcia, M. F.,Scattaregia, J. H.(1988).Effects of preinterview impressions on questioning strategies in same and opposite sex employment interviews.Journal of Applied Psychology,73(1),30-37.
5. Bragger, J. D.,Kutcher, E.,Morgan, J.,Firth, P.(2002).The effects of structured interview on reducing biases against pregnant job applicants.Sex Roles,46(7-8),215-226.
6. Burnett, J. R.,Motowidlo, S. J.(1998).Relations between different sources of information in the structured selection interview.Personnel Psychology,51(4),963-983.
7. Cable, D. M.,Gilovich, T.(1998).Looked over or overlooked? Prescreening decisions and postinterview evaluations.Journal of Applied Psychology,83(3),501-508.
8. Cable, D. M.,Judge, T. A.(1997).Interviewers' perceptions of person-organization fit and organizational selection decisions.Journal of Applied Psychology,82(4),546-561.
9. Caldwell, D. F.,Burger, J. M.(1998).Personality characteristics of job applicants and success in screening interviews.Personnel Psychology,51(1),119-136.
10. Campion, M. A.,Palmer, D. K.,Campion, J. E.(1997).A review of structure in the selection interview.Personnel Psychology,50(3),655-702.
11. Chapman, D. S.,Rowe, P. M.(2001).The impact of videoconference technology, interview structure, and interviewer gender on interviewer evaluations in the employment interview: A field experiment.Journal of Occupational and Organizational Psychology,74(3),279-298.
12. Cohen, J.,Cohen, P.(1983).Applied multiple regression/correlation analysis for the behavioral science.Hillsdale, NJ:Eribaum.
13. Conway, J. M.,Jako, R. A.,Goodman, D. F.(1995).A meta-analysis of interrater and internal consistency reliability of selection interviews.Journal of Applied Psychology,80(5),565-579.
14. Dipboye, R. L. (Ed.)(1992).Selection interview: Process perspectives 75-100.Cincinnati, OH:South-Western.
15. Dipboye, R. L.,Gaugler, B. B.,N. Schmitt (Eds.),W. C. Borman (Eds.)(1993).Personnel selection in organizations 135-170.San Francisco:Jossey-Bass.
16. Dipboye, R. L.,Jackson, S. L.,R. W. Eder (Eds.),M. M. Harris (Eds.)(1999).The employment interview handbook 259-278.Thousand Oaks. CA:Sage.
17. Dipboye, R. L.,Macan, T. M.,R. Schuler (Eds.),V. Huber (Eds.),S. Youngblood (Eds.)(1988).Readings in personnel and human resource management.New York:West.
18. Dipboye, R. L.,N. Anderson (Eds.),P. Herriot (Eds.)(1997).International handbook of selection and assessment.New York:Wiley.
19. Dipboye, R. L.,Stramler, C. S.,Fontenelle, G. A.(1984).The effects of the application on recall of information from the interview.Academy of Management Journal,27(3),561-575.
20. Dougherty, T. W.,Turban, D. B.,Callender, J. C.(1994).Confirming first impressions in the employment interview: A field study of interviewer behavior.Journal of Applied Psychology,79(5),659-665.
21. Dougherty, T. W.,Turban, D. B.,R. W. Eder (Eds.),M. M. Harris (Eds.)(1999).The employment interview handbook.Thousand Oaks, CA:Sage.
22. Dreher, G. F.,Ash, R. A.,Hancock, P.(1988).The role of traditional research design in understanding the validity of the employment interview.Personnel Psychology,41(2),315-327.
23. Dunning, D.,Meyerowitz, J. A.,Holzberg, A.(1989).Ambiguity and self-evaluation: The role of idiosyncratic trait definitions in self-serving assessment of ability.Journal of Personality and Social Psychology,57(6),1082-1090.
24. Eder, R. W. (Eds.),Kacmar, K. M.,Ferris, G. R. (Eds.)(1989).The employment interview: Theory, research, and practice.Newbury Park, CA:Sage.
25. Goffman, E.(1959).The presentation of self in everyday life.Garden City, NY:Doubleday.
26. Goldberg, L. R.(1992).The development of markets for the big-five factor structure.Psycho logical Assessment,4(1),26-42.
27. Graves, L. M.(1993).Sources of individual differences in interviewer effectiveness: A model and implications for future research.Journal of Organizational Behavior,14(4),349-370.
28. Graves, L. M.,Powell, G. N.(1995).The effect of sex similarity on recruiters' evaluations of actual applicants: A test of the similarity-attraction paradigm.Personnel Psychology,48(1),85-98.
29. Harris, M. M.(1989).Reconsidering the employment interview: A review of recent literature and suggestions for future research.Personnel Psychology,42(4),691-726.
30. Hosoda, M.,Stone-Romero, E.,Coats, G.(2003).The effects of physical attractiveness on job-related outcomes: A meta-analysis of experimental studies.Personnel Psychology,48(1),85-98.
31. Howard, J. L.,Ferris, G. R.(1996).The employment interview context: Social and situational influences on interviewer decisions.Journal of Applied Social Psychology,26(2),112-136.
32. Huffcutt, A. I.,Woehr, D. J.(1999).Further analysis of employment interview validity: A quantitative evaluation of interviewer-related structuring methods.Journal of Organizational Behavior,20(4),549-560.
33. Jaccard, J.,Turrisi, R.,Wan, C.(1990).Interaction effects in multiple regression.Newbury Park, CA:Sage.
34. Jackson, L. A.(1992).Physical appearance and gender: Sociobiological and sociocultural perspectives.Albany:SUNY Press.
35. Jackson, L. A.,Hunter, J. E.,Hodge, C. N.(1995).Physical attractiveness and intellectual competence: A meta-analytic review.Social Psychology Quarterly,58(2),108-122.
36. Judice, T. N.,Neuberg, S. L.(1998).When interviewers desire to confirm negative expectations: Self-fulfilling prophecies and inflated applicant self-perceptions.Basic and App lied Social Psychology,20(3),175-190.
37. Kelly, H. H.,D. Levine (Ed.)(1967).Attribution theory in social psychology.Nebraska Symposium on Motivation,Lincoln, NE:
38. Kenny, D. A.,La Vole, L.(1985).Separating individual and group effects.Journal of Personality and Social Psychology,48(2),339-348.
39. Kesselman, G. A.,Lopez, F. E.(1979).The impact of job analysis on employment test validation for minority and non-minority accounting personnel.Personnel Psychology,32(1),91-108.
40. Kohn, L. S.,Dipboye, R. L.(1998).The effects of interview structure on recruiting outcomes.Journal of Applied Social Psychology,28(9),821-843.
41. Lin, T. R.,Bobbins, G. H.,Farh, J. L.(1992).A field study of race and age similarity effects on interview ratings in conventional and situational interviews.Journal of Applied Psychology,77(3),363-371.
42. Macan, T. H.,Dipboye, R. L.(1994).The effects of the application on processing of information from the employment interview.Journal of Applied Social Psychology,24(14),1291-1314.
43. Macan, T. H.,Dipboye, R. L.(1990).The relationship of interviewers' preinterview impressions to selection and recruitment outcomes.Personnel Psychology,43(4),745-768.
44. McDanial, M. A.,Whetzel, D. L.,Schmidt, F. L.,Maurer, S. D.(1994).The validity of employment interviews: A comprehensive review and meta-analysis.Journal of Applied Psychology,79(4),599-616.
45. McGrath, J. E.,J. McGrath (Eds.),J. Martin (Eds.),R. Kulka (Eds.)(1982).Judgment calls in research.Beverly Hills, CA:Sage.
46. Motowidlo, S. J.,Burnett, J. R.(1995).Aural and visual sources of validity in structured employment interviews.Organizational Behavior and Human Decision Process,61(3),239-249.
47. Motowidlo, S. J.,Carter, G. W.,Dunnette, M. D.,Tippins, N.,Werner, S.,Burnnett, J. R.,Vaughan, M. J.(1992).Studies of the structured behavioral interviews.Journal of Applied Psychology,77(5),571-587.
48. Nunnally, J. C.,Berstein, I. H.(1994).Psychometric theory.New York:McGraw-Hill.
49. Phillips, A. P.,Dipboye, R. L.(1989).Correlational tests of predictions from a process model of the interview.Journal of Applied Psychology,74(1),41-52.
50. Podsakoff, P. M.,Organ, D. W.(1986).Self-reports in organizational research: Problems and prospects.Journal of Management,12(4),531-544.
51. Posthuma, R. A.,Morgeson, F. P.,Campion, M. A.(2002).Beyond employment interview validity: A comprehensive narrative review of recent research and trends over time.Personnel Psychology,55(1),1-81.
52. Sackett, P. R.(1982).The interviewer as hypothesis tester: The effects of impressions of an applicant on interviewer questioning strategy.Personnel Psychology,35(4),789-804.
53. Schmitt, N.,R. W. Eder (Eds.),M. M. Harris (Eds.)(1999).The employment interview handbook 355-367.Thousand Oaks. CA:Sage.
54. Snyder. M.,Swann, W.(1978).Hypothesis-testing processes in social-interaction.Journal of Personality and Social Psychology,36(11),1202-1212.
55. Stevens, C. K.,Kristof, A. L.(1995).Making the right impression: A field study of applicant impression management during job interviews.Journal of Applied Psychology,80(5),587-606.
56. Whetten, D. A.(1989).What constitutes a theoretical contribution?.Academy of Management Review,14(4),490-495.

1. 李旭梅(2017)。印象管理動機與組織公民行為之關係：政治技能之調節角色。人力資源管理學報，17(2)，55-71。
2. 羅新興,梁成明(2023)。面試官的失誤憂慮對給予應徵者表現評價之影響：視訊面談與現場面談之比較。組織與管理，16(1)，47-74。
3. 羅新興,梁成明,王彥蓁(2022)。專業能力對面談表現評分的影響－男性與女性面試官在視訊與現場面談之差異。中原企管評論，20(3)，83-104。
4. 羅新興,羅景文,高婷鈺(2021)。視訊面談與現場面談情況下面試官給予應徵者表現評價的比較：面試官調節焦點之干擾效果。人力資源管理學報，21(2)，57-74。
5. 羅新興、劉佩玲、林韶姿、羅新興、劉佩玲、林韶姿(2014)。面試官與應徵者的性別組合對面談評價之影響：大學教師甄選面談的實證。臺大管理論叢，25(1)，215-232。
6. 羅新興、羅右杰、蕭金蘭(2013)。視訊面談與臨場面談的面談表現評價之比較─職務─履歷適配之干擾作用。組織與管理，6(1)，121-140。
7. 羅新興、諸承明、梁成明(2009)。相同能力應徵者的禮貌與容貌對能力評價的影響—探討面談者年齡與性別組合的干擾效果。人力資源管理學報，8(3)，69-86。
8. 楊文芬,吳祉芸(2022)。面試一整天，真的能找到好人才嗎？探索連續性面談下時間順序對面試官評分偏誤的影響。人力資源管理學報，22(2)，29-52。