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題名：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？
書刊名：臺大管理論叢
作者：陳建丞 引用關係
作者(外文)：Chen, Chien-cheng
出版日期：2007
卷期：17:2
頁次：頁183-208
主題關鍵詞：應徵者外表吸引力；應徵者性別；面談結構性；Applicant physical attractiveness；Applicant sex；Interview structure
原始連結：連回原系統網址new window
相關次數：
  • 被引用次數被引用次數:期刊(4) 博士論文(0) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:4
  • 共同引用共同引用:7
  • 點閱點閱:118
過去研究普遍證實有些與工作績效無關的因素，例如應徵者外表吸引力與性別，可能影響到面試官對應徵者的評分。本研究在真實面談情境下，探討面談結構性對這兩種評估誤差的干擾效應。在針對20家公司的60位面試官與129位應徵者所收集的資料，分析結果均支持本研究所提之假說，亦即當面談結構性愈高時，應徵者外表吸引力對面試官評量的影響便降低了，且面試官也比較不會對特定性別應徵者有偏好的情形。在實務建議上，業者可以利用提高甄選面談的結構性，來降低因應徵者外表與性別刻版印象所造成的面談偏差，以提升甄選面談的品質。
Past research has found that some factors unnecessary for effective job performance, such as applicants' physical attractiveness and sex, influence interviewer evaluations of the applicants. This study extends previous research by examining the moderating role of interview structure in real employment interviews for actual job openings. Results from 60 interviewers and 129 applicants of 20 firms supported our hypotheses and showed that the more structured the interview, the effects of applicant physical attractiveness became insignificant, and interviewers were less likely to select men for masculine jobs and women for feminine jobs. In practical, in order to reduce potential sources of error caused by applicant physical attractiveness and sex-based stereotype and enhance the quality of interviewer decisions, the level of interview structure in organizations should be increased.
期刊論文
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會議論文
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圖書
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圖書論文
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