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題名：口試委員類我效應對口試決策之影響--以教師甄選口試決策歷程之結構方程模式分析
書刊名：教育與心理研究
作者：呂秋萍／胡悅倫 引用關係／邱皓政 引用關係
作者(外文)：Lu, Chiu-ping／Hu, Yueh-luen／Chiou, Jeng-haw
出版日期：2007
卷期：30:3
頁次：頁1-34
主題關鍵詞：教師甄選；口試；類我效應；結構方程模式；Teacher selection；Interview；Perceived similarity；Structural equation modeling
原始連結：連回原系統網址new window
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  • 被引用次數被引用次數:期刊(1) 博士論文(0) 專書(0) 專書論文(0)
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本研究目的在探討教師甄選口試，口試委員與應試者的背景特徵及口試委員心理因素，如何影響教師甄選口試評價結果，尤其對口試委員類我效應在口試過程中所扮演的角色，進行整體結構方程模式分析，試圖建立一套教師甄選口試決策歷程的因果關係模式。 本研究工具修改自Graves與Powell（1988）的「口試評量表」，針對93年度北部三縣市國中教師甄選口試委員共78名進行調查。回收口試評量表883份，有效量表844份，經整理後計有57位口試委員的570份有效量表進行LISREL的結構方程模式分析。 根據資料分析的結果，發現：(1)口試委員口試經驗、教育程度、職務，應試者教育背景、任教領域等背景變項對口試評價結果有顯著影響；(2)本研究建構之「教師甄選口試決策模式」，經結構方程模型分析，得到參數估計結果與修正指標數據，進行必要之模型修飾後，獲得理想的適配，顯示修正後之模式可以有效解釋觀察資料。模式中各心理因素對口試評價結果均具有影響力，尤其以口試委員類我效應的總效果最強，其餘依次是應試者受喜愛程度、應試者教師專業、應試者儀容舉止。
The purpose of the study aimed to investigate how the interviewer’s and the applicant’s background variables and the interviewer’s psychological factors influence the interview assessment of the teacher selection in junior high school. Focusing on the effect of the interviewer’s perceived similarity, this study applied structural equation modeling on a cause-effect model for the interview assessment of the teacher selection. The instrument is a revision of the Interview Assessment Form proposed by Graves and Powell (1988). The objects of data-gathering are those interviewers of junior high school teacher selection in Taipei County, Taipei City, and Taoyuan County in 2004. A total of 78 interviewers participate in this research; each interviewer has 3 to 23 interviewees. Thus, a total of 883 Interview Assessment Forms are collected, 844 of which are effective. And a total of 570 effective Assessment Forms answered by 57 interviewers are selected for the data analysis of LISREL Structural Equation Modeling. According to the result of data analysis, the conclusions of my research are as follows: (1) Such background variables as the interviewer’s interview experience, level of education, job position, the educational background of the applicants, and teaching fields have significant influences upon the result of interview assessment. (2) Based on the parameter estimations and the modification indexes resulting from Structural Equation Modeling Analysis, the decision model of the interview is modified and becomes well-fit, which means the modified model can fit with the empirical data perfectly. From the analysis of Structural Equation Modeling, the strongest influence of the psychological factors upon the total effect of interview assessment is the interviewer’s perceived similarity, followed by the sequence of the applicant’s likability, the applicant’s specialty, and the applicant’s appearances and behavior.
期刊論文
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3.Rand, T. M.、Wexely, K. N.(1975)。Demonstration of the Effect, "Similar to Me," in Simulated Employment Interview。Psychological Reports，36，535-544。  new window
4.Anderson, N.、Shackleton, V.(1990)。Decision making in the graduate selection interview: A field study。Journal of Occupational Psychology，63，63-76。  new window
5.Rynes, S. L.、Gerhart, B.(1990)。Interviewer Assessments of Applicant "Fit": An Exploratory Investigation。Personnel Psychology，43(1)，13-35。  new window
6.謝臥龍(19970500)。優良國中教師特質之德懷分析。教育研究資訊，5(3)，14-28。new window  延伸查詢new window
7.Powell, G. N.、Graves, L. M.(1988)。An Investigation of Sex Discrimination in Recruiters' Evaluations of Actual Applicants。Journal of Applied Psychology，73，20-29。  new window
8.葉連祺(1997)。我國中小學教師甄試之研究。教育資料文摘，233，44-64。  延伸查詢new window
9.許崇憲(2003)。教師人數逐漸以女性為主流嗎？。教育與心理研究，26(1)，61-83。new window  延伸查詢new window
10.Grove, D. A.(1981)。A Behavioral Consistency Approach to Decision Making in Employment Selection。Personnel Psychology，34，55-64。  new window
11.Raza, S. M.、Carpenter, B. N.(1987)。A Model of Hiring Decisions in Real Employment Interviews。Journal of Applied Psychology，72，596-603。  new window
12.Singer, M. S.、Sewell, C.(1989)。Applicant Age and Selection Interview Decisions: Effect of Information Exposure on Age Discrimination in Personnel Selection。Personnel Psychology，42，135-154。  new window
13.Gorman, C. D.、Clover, W. H.、Doherty, M. E.(1978)。Can we Learn Anything about Interviewing from "Interviews" of Paper People? Two Studies of the External Validity of a Paradigm。Organizational Behavior and Human Performance，22，165-192。  new window
14.Posner, B. Z.(1981)。Comparing Recruiter, Student, and Faculty Perceptions of Important Applicant and Job Characteristics。Personnel Psychology，34，329-339。  new window
15.Bigoness, W. J.(1976)。Effect of Applicat's Sex, Race, and Performance on Employers' Performance Ratings: Some Additional Findings。Journal of Applied Psychology，61，80-84。  new window
16.Gilmore, D. C.、Beehr, T. A.、Love, K. G.(1986)。Effects of Applicant Sex, Applicant Physical Attractiveness, Type of Rater and Type of Job on Interview Decision。Journal of Occupational Psychology，59，103-109。  new window
17.London, M.、Poplawski, J. R.(1976)。Effects of Information on Stereotype Development in Performance Appraisal and Interview Contexts。Journal of Applied Psychology，61，199-205。  new window
18.Dipboy, R. L.、Fontenelle, G. A.、Garner, K.(1984)。Effects of Previewing the Application on Interview Process and Outcomes。Journal of Applied Psychology，69，118-128。  new window
19.Powell, G. N.、Butterfield, D. A.(2002)。Exploring the Influence of Decision Makers' Race and Gender on Actual Promotions to Top Management。Personnel Psychology，55，397-428。  new window
20.William, A. C.、Siegfried, D.、Pearce, L.(1981)。Forced Attention to Specific Applicant Qualifications; Impact on Physical Attractiveness and Sex of Applicant Biased。Personnel Psychology，34，65-75。  new window
21.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。  new window
22.Baskett, G. D.(1973)。Interview Decision as Determined by Competency and Attitude Similarity。Journal of Applied Psychology，57(3)，343-345。  new window
23.Graves, L. M.、Karren, R. J.(1992)。Interviewer Decision Processes and Effectiveness: An Experimental Policy-capturing Investigation。Personnel Psychology，45，313-340。  new window
24.Gifford, R.、Ng, C. F.、Wilkinson, M.(1985)。Nonverbal Cues in the Employment Interview: Links between Applicant Qualities and Interviewer Judgments。Journal of Applied Psychology，70，729-736。  new window
25.Dougherty, T. W.、Ebert, R. J.、Callender, J. C.(1986)。Policy Capturing in the Employment Interview。Journal of Applied Psychology，71(1)，9-15。  new window
26.Delli, D. A.、Vera, E. M.(2003)。Psychological and Contextual Influences on the Teacher Selection Interview: A Model for Future Research。Journal of Personnel Evaluation in Education，17(2)，137-155。  new window
27.Hamner, W. C.、Kim, J. S.、Baird, L.、Bigoness, W. J.(1974)。Race and Sex as Determinants of Ratings by Potential Employers in a Simulated Work-sampling Task。Journal of Applied Psychology，59，705-711。  new window
28.Haefner, J. E.(1977)。Race, Age, Sex, and Competence as Factor in Employee Selection of the Disadvantaged。Journal of Applied Psychology，62，199-202。  new window
29.Oliphant, V. N.、Alexander, E. R.(1982)。Reacts to Resumes as a Function of Resume Determinateness, Applicant Characteristics, and Sex of Raters。Personnel Psychology，35，829-843。  new window
30.Carlson, K. D.、Connerley, M. L.、Mecham, R. L.(2002)。Recruitment Evaluation: The Case for Assessing the Quality of Applicants Attracted。Personnel Psychology，55，461-490。  new window
31.Dipboy, R. L.、Fromkin, H. L.、Wiback, K.(1975)。Relative Importance of Applicant Sex, Attractiveness, and Scholastic Standing in Evaluation of Job Applicant Resumes。Journal of Applied Psychology，60，39-43。  new window
32.Schmitt, N.(1976)。Social and Situational Determinants of Interview Decision: Implications for Employment Interview。Personnel Psychology，29，79-101。  new window
33.Keenan, A.(1977)。Some Relationships between Interviewers' Personal Feelings about Candidates and Their General Evaluation of Them。Journal of Occupational Psychology，50，275-283。  new window
34.Cohen, S. L.、Bunker, K. A.(1975)。Subtle Effects of Sex Role Stereotype on Recruiter' Hiring Decision。Journal of Applied Psychology，60，566-572。  new window
35.Baron, R. A.(1983)。Sweet Smell of Success? the Impact of Pleasant Artificial Scents on Evaluations of Job Applicant。Journal of Applied Psychology，68，709-713。  new window
36.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，48，85-98。  new window
37.Peters, L. H.、Terborg, J. R.(1975)。The Effect of Temporal Placement of Unfavorable Information and of Attitude Similarity on Personnel Selection Decisions。Organizational Behavior and Human Performance，13，279-293。  new window
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學位論文
1.黃小鳳(2001)。性別角色刻板印象、晉升者性別及平權意識喚起對晉升決策的影響(碩士論文)。國立政治大學，台北市。  延伸查詢new window
2.楊庭懿(2002)。應徵者印象管理策略對甄選面談決策之影響：以面談訓練為干擾變數，0。  延伸查詢new window
3.修慧蘭(1993)。個人特質、非語言訊息與人際適應之關係，0。  延伸查詢new window
4.范揚隆(1996)。微觀面試行為之研究，0。  延伸查詢new window
5.林育瑋(2000)。應徵者印象管理策略對甄選面談決策的影響，0。  延伸查詢new window
6.吳福春(2002)。國中教師甄試相關問題研究－以臺南縣市為例，0。  延伸查詢new window
7.李幸穗(2003)。應試者面談過程所呈現的訊息對面談評價的影響－以企業員工的招募甄選為實驗情境，0。  延伸查詢new window
圖書
1.邱皓政(2005)。量化研究法，統計原理與分析技術：SPSS中文視窗版操作實務詳析。臺北市：雙葉書廊。  延伸查詢new window
2.黃芳銘(2004)。結構方程式模式理論與應用。五南。  延伸查詢new window
3.邱皓政(2003)。結構方程模式--LISREL的理論、技術與應用。雙葉書廊。  延伸查詢new window
 
 
 
 
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