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

The Effect of Interviewer's Worry About Mistakes on Applicant Performance Evaluation: Comparison Between Videoconferencing Interview and Face to Face Interview

10.53106/199687602023021601002

羅新興(Hsin-Hsin Lo)；梁成明(Chen-Ming Liang)

失才憂慮 ； 取庸憂慮 ； 現場面談 ； 視訊面談 ； 應徵者表現評價 ； losing talent worry ； admitting mediocrity worry ； face to face interview ； videoconferencing interview ； applicant performance evaluation

組織與管理

16卷1期（2023 / 02 / 01）

47 - 74

繁體中文;英文

本研究目的在探討面試官失誤憂慮（失才憂慮、取庸憂慮）與面談媒介（現場、視訊）對面試官給予應徵者面談表現評價的影響。本研究採取模擬視訊面談與現場面談的類實驗設計，分析153份大學生及EMBA研究生資料，獲得以下發現：一、面試官的失才憂慮會正向影響其給予應徵者表現評價；面試官的取庸憂慮會負向影響其給予應徵者表現評價；二、現場面談情況下面試官失才憂慮對給予應徵者表現評價的正向影響程度高於視訊面談情況。本研究討論研究發現的理論與實務意涵，並提出未來研究建議。

The main purpose is to explore the effect of interviewers' worry about mistakes (losing talent worry, admitting mediocrity worry) and interview media (face to face interview, videoconferencing interview) on the applicant performance evaluation. This study uses quasi-experimental design for students and graduate students of the University. Analysis of 153 samples obtained the following findings. First, the subject's worry about losing talent may positively affect the applicant performance evaluation, and the subject's worry about admitting mediocrity may negatively affect the applicant performance evaluation. Secondly, face to face interviews may enhance the positive effect of losing talent worry on applicant performance evaluation. We discuss the theoretical and practical implications of the research findings and suggest future research recommendations.

1. 陳建丞(2007)。甄選面談中外表與性別偏誤之探討：結構式面談能消除它們嗎？。臺大管理論叢，18(2)，183-208。
   連結：
2. 陳建丞,蔡維奇(2005)。面談前印象對面試官評量效應之影響：以面談結構性為干擾變數。臺大管理論叢，16(1)，155-170。
   連結：
3. 羅新興,李幸穗(2004)。應徵者面談過程所呈現的訊息對面談表現評價的影響——以企業員工的招募甄選為實驗情境。人力資源管理學報，4(3)，55-72。
   連結：
4. 羅新興,林韶姿,劉佩玲(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)，215-231。
   連結：
5. 羅新興,林韶姿,劉佩玲(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)，215-231。
   連結：
6. 羅新興,蕭金蘭,羅右杰(2013)。視訊面談與現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(2)，1-45。
   連結：
7. Arvey, R. D.,Campion, J. E.(1982).The employment interview: A summary and review recent research.Personnel Psychology,35,281-322.
8. Avent, T.,Higgins, E. T.(2006).How regulatory fit affects value in consumer choices and opinions.Journal of Marketing Research,43(1),1-10.
9. Bauer, T. N.,Truxillo, D. M.,Paronto, M. E.,Weekley, J. A.(2004).Applicant reactions to different selection technology: Face-to-face, interactive voice response, and computer-assisted telephone screening interviews.International Journal of Selection and Assessment,12(1/2),135-148.
10. Bian, R.,Sun, F.,Lin, Z.,Gao, Q.,Yuan, X.,Xie, A.(2019).The moderating role of interviewer’s regulatory focus in the effectiveness of impression management tactics: Regulatory fit as a source of subjective value.British Journal of Psychology,111(2),369-394.
11. Biocca, F.,Harms, C.,Burgoon, J. K.(2003).Toward a more robust theory and measure of social presence: Review and suggested criteria.Presence: Teleoperators and Virtual Environments,12(5),456-480.
12. Blacksmith, N.,Willford, J. C.,Behrend, T. S.(2016).Technology in the employment interview: A meta-analysis and future research agenda.Personnel Assessment and Decisions,2(1)
13. Brockner, J.,Higgins, E. T.(2001).Regulatory focus theory: Implications for the study of emotions at work.Organizational Behavior & Human Decision Presses,86(1),35-66.
14. Camussi, E.,Leccardi, C.(2005).Stereotypes of working women: The power of expectations.Social Science Information,44,113-140.
15. Cesario, J.,Higgins, E. T.(2008).Making message recipients "feel right": How nonverbal cues can increase persuasion.Psychological Science,19(5),415-420.
16. Chapman, D. S.,Rowe, P. M.(2002).The influence of videoconference technology and interview structure on the recruiting function of the employment interview: A filed experiment.International Journal of Selection and Assessment,10(3),185-197.
17. 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 filed experiment.Journal of Occupational & Organizational Psychology,74(3),279-298.
18. Chapman, D. S.,Uggerslev, K. L.,Webster, J.(2003).Applicant reactions to face-to-face technology-mediated interviews: A filed investigation.Journal of Applied Psychology,88(5),944-953.
19. Chapman, D. S.,Webster, J.(2001).Rater correction processes in applicant selection using videoconference technology: The role of attributions.Journal of Applied Social Psychology,31(12),2518-2537.
20. Christiansen, N. D.,Wolcott-Burnam, S.,Janovics, J. E.,Burns, G. N.,Quirk, S. W.(2005).The good judge revisited: Individual differences in the accuracy of personality judgments.Human Performance,18(2),123-149.
21. Ellemers, N.,van den Heuvel, H.,de Gilder, D.,Maass, A.,Bonvini, A.(2004).The underrepresentation of women in science: Differential commitment or the queen bee syndrome?.British Journal of Social Psychology,43,315-388.
22. Ellsworth, P. C.,Carlsmith, J. M.(1968).Effects of eye contact and verbal content on affective response to a dyadic interaction.Journal of Personality and Social Psychology,10(1),15-20.
23. Freitas, A. L.,Higgins, E. T.(2002).Enjoying goal-directed action: The role of regulatory fit.Psychological Science,13,1-6.
24. Freitas, A. L.,Liberman, N.,Higgins, E. T.(2002).Regulatory fit and resisting temptation during goal pursuit.Journal of Experimental Social Psychology,38,291-298.
25. Giordano, G. A.(2006).The effect of computer-mediation, training, and warning on false alarms in an interview setting.Communications of the Association for Information Systems,18,226-238.
26. Hardin, J. R.,Reding, K. F.,Stocks, M. H.(2002).The effect of gender on the recruitment of entry-level accountants.Journal of Managerial Issues,14(2),251-266.
27. Hays, R. D.,Hayashi, T.,Stewart, A. L.(1989).A five-item measure of socially desirable response set.Educational and Psychological Measurement,49(3),629-636.
28. Heilman, M. E.,Kaplow, S. R.,Amato, M. A. G.,Stathatos, P.(1993).When similarity is a liability: Effects of sex-based preferential selection on reactions to like-sex and different-sex others.Journal of Applied Psychology,78(6),917-927.
29. Higgins, E. T.(2000).Making a good decision: Value from fit.American Psychologist,5,1217-1230.
30. Higgins, E. T.(1997).Beyond pleasure and pain.American Psychologist,52,1280-1300.
31. Higgins, E. T.(1987).Self-discrepancy: A theory relating self and affect.Psychological Review,94(3),319-340.
32. Higgins, E. T.(1998).Promotion and prevention: Regulatory focus as a motivational principle.Advances in experimental social psychology,New York, NY:
33. Hilton, J. L.,Fein, S.(1989).The role of typical diagnosticity in stereotype-based judgments.Journal of Personality and Social Psychology,57(2),201-211.
34. Howard, J. L.,Ferris, G. R.(1996).The employment interview context: Social and situational influences on interviewer decisions.Journal of Applied Social Psychology,26,12-136.
35. Jung, Y.(2008).Influence of sense of presence on intention to participate in a virtual community.41st Hawaii International International Conference on Systems Science (HICSS-41 2008),Waikoloa, Big Island, HI, USA:
36. Kobak, K. A.,Williams, J. B. W.,Engelhardt, N.(2008).A comparison of face-to face and remote assessment of inter-rater reliability on the Hamilton Depression Rating Scale via video-conferencing.Psychiatry Research,158(1),99-103.
37. Kruglanski, A. W.,Pierro, A.,Higgins, E. T.(2007).Regulatory mode and preferred leadership styles: How fit increases job satisfaction.Basic and Applied Social Psychology,29(2),137-149.
38. Marlowe, C. M.,Schneider, S. L.,Nelson, C. E.(1996).Gender and attractiveness biases in hiring decisions: Are more experienced managers less biased?.Journal of Applied Psychology,81(1),11-21.
39. McDaniel, 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.
40. Podratz, K. E.,Dipboye, R. L.(2002).In search of the "beauty is beastly" effect.17th Annual Conference of the Society for Industrial and Organizational Psychology,Toronto, Canada:
41. Sears, G. J.,Zhang, H.,Wiesner, W. H.,Hackett, R. D.,Yuan, Y.(2013).A comparative assessment of videoconference and face-to-face employment interviews.Management Decision,51(8),1733-1758.
42. Sia, C. L.,Tan, B. C. Y.,Wei, K. K.(2002).Group polarization and computer-mediated communication: Effects of communication cues, social presence, and anonymity.Information Systems Research,13(1),70-90.
43. Sproull, L. S.,Kiesler, S. B.(1986).Reducing social context cues: Electronic mail in organizational communication.Management Science,32(11),1492-1512.
44. Stevens, C. K.,Kristof, A. L.(1995).Making the right impression: A field study of applicant impression management during job interview.Journal of Applied Psychology,80(5),587-606.
45. Straus, S. G.,Miles, J. A.,Levesque, L. L.(2001).The effect of videoconference, telephone, and face-to-face media on interviewer and applicant judgments in employment interviews.Journal of Management,27(3),363-381.
46. Trevino, L. K.,Lengel, R. H.,Daft, R. L.(1987).Media symbolism, media richness, and media choice in organizations.Communication Research,14(5),553-574.
47. Tsai, W. C.,Chen, C. C.,Chiu, S. F.(2005).Exploring boundaries of the effects of applicant impression management tactics in job interviews.Journal of Management,31(1),108-125.
48. Van Dijk, D.,Kluger, A. N.(2011).Task type as a moderator of positive/negative feedback effects on motivation and performance: A regulatory focus perspective.Journal of Organizational Behavior,32(8),1084-1105.
49. Wunderlich, N. V.,Wangenheim, F. V.,Bitner, M. J.(2013).High tech and high touch: A framework for understanding user attitudes and behaviors related to smart interactive services.Journal of Service Research,16(1),3-20.
50. 張文賢,方世榮(2018).統計學導論.臺北市:華泰文化.
51. 張緯良(2018).人力資源管理.臺北市:雙葉書廊.