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題名:面試情境之個人與組織契合度知覺對工作錄取決定之影響
作者:李旭梅
作者(外文):Hsu-Mei Lee
校院名稱:國立中央大學
系所名稱:企業管理研究所
指導教授:陳春希
學位類別:博士
出版日期:2007
主題關鍵詞:面試相似性逢迎討好策略個人與組織的契合度僱用建議工作錄取決定interviewjob offerhiring recommendationsperson-organization fitsimilarityingratiation
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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.
宋立國,2005,「應徵者印象管理策略對主試官評量之影響:面談主試官作筆記之內容分析」,國立臺灣大學,碩士論文。
張適年,2005,「面談結構及面談者行為對求職者之影響:程序正義及人與組織契合知覺之中介角色」,中原大學,碩士論文。
莊璦嘉和林惠彥,2005,「個人與環境適配對工作態度與行為之影響」,台灣管理學刊,5(1),123-148頁。
陳建丞,2004,「應徵者印象管理戰術對面試官評量之干擾效果研究」,國立台灣科技大學,博士論文。new window
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