臺灣人文及社會科學引文索引資料庫系統

:::

詳目顯示

回上一頁
第 1 筆 / 總合 1 筆   第一頁 上一頁 下一頁 最後一頁
/1頁
題名：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
書刊名：人力資源管理學報
作者：羅新興 引用關係／梁成明／諸承明 引用關係
作者(外文)：Lo, Hsin-hsin／Liang, Chen-ming／Chu, Chen-ming
出版日期：2009
卷期：9:1
頁次：頁69-85
主題關鍵詞：思考可能性模式；月暈效果；能力；禮貌；容貌；Elaboration likelihood model；Halo effect；Competence；Politeness；Appearance
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(0) 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:0
  • 共同引用共同引用:11
  • 點閱點閱:91
本研究利用虛擬的面談影片進行2×2×2×2的四因子混合實驗設計，針對221個企業組織成員爲對象探討面談過程中，應徵者的禮貌與容貌對專業能力評價所產生的月暈效果，同時探討面談者年齡及應徵者與面談者的性別組合，分別對禮貌與專業能力的關聯性以及容貌與專業能力的關聯性所產生之干擾作用。研究結果顯示，應徵者的禮貌與容貌都會對專業能力評價產生正向影響。其次，針對高專業能力的應徵者，高年齡的面談者對應徵者的專業能力評價受到應徵者禮貌影響的程度高於低年齡面談者；而針對低專業能力的應徵者，與應徵者不同性別的面談者對應徵者的專業能力評價受到應徵者容貌影響的程度高於相同性別面談者。本研究針對分析結果提出管理意涵討論。
The present study uses the sample of 221 executives of industry with a 2×2×2×2 factorial design, drawing on elaboration likelihood model (ELM), to examine the halo effects of interviewees' politeness and appearance toward competence evaluations, and the interfering effects of interviewers' age and interviewer/interviewee sex combination on relations between politeness and competence as well as between appearance and competence. The results show that politeness and appearance both have positive halo effects on the competence evaluation. In the group of higher-competence applicants, interviewers' age and interviewees' politeness have interaction effect on the competence evaluation, and in the group of lower-competence applicants, sex combination between interviewer and interviewee and interviewees' appearance have interaction effect on the competence evaluation. Implications for practice and further research are discussed.
期刊論文
1.Nisbett, R. E.、Wilson, T. D.(1977)。The Halo Effect: Evidence for Unconscious Alteration of Judgments。Journal of Personality and Social Psychology，35(4)，250-256。  new window
2.羅新興、李幸穗(20040900)。應徵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。人力資源管理學報，4(3)，55-72。new window  延伸查詢new window
3.Anderson, N.、Shackleton, V.(1990)。Decision making in the graduate selection interview: A field study。Journal of Occupational Psychology，63，63-76。  new window
4.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 decisions。Journal of Occupational Psychology，59(2)，103-109。  new window
5.Shahani, C.、Dipboye, R. L.、Gehrlein, T. M.(1993)。Attractiveness bias in the interview: Exploring the boundaries of an effect。Basic and Applied Social Psychology，14(3)，317-328。  new window
6.陳建丞、蔡維奇(20051200)。面談前印象對面試官評量效應之探討：以面談結構性為干擾變數。臺大管理論叢，16(1)，155-170。new window  延伸查詢new window
7.Tsai, Wei-Chi、Chen, Chien-Cheng、Chiu, Su-Fen(2005)。Exploring boundaries of the effects of applicant impression management tactics in job interviews。Journal of Management，31(1)，108-125。  new window
8.Smola, Karen Wey、Sutton, Charlotte D.(2002)。Generational differences: Revisiting generational work values for the new millennium。Journal of Organizational Behaviors，23(4)，363-382。  new window
9.Anderson, J. C.、Johnson, E. N.、Reckers, P. M. J.(1994)。Perceived effects of gender, family structure, and physical appearance on career progression in public accounting: A research note。Accounting, Organizations and Society，19(6)，483-491。  new window
10.Dompnier, B.、Pansu, P.、Bressoux, P.(2006)。An integrative model of scholastic judgments: Pupils' characteristics, class context, halo effect and internal attributions。European Journal of Psychology of Education，21(2)，119-133。  new window
11.Larose, H.、Standing, L.(1998)。Does the halo effect occur in the elderly?。Social Behavior and Personality，26(1)，147-151。  new window
12.Zysberg, L.、Nevo, B.(2004)。The smarts that counts ? Psychologists' decision-making in personnel selection。Journal of Business and Psychology，19(1)，117-124。  new window
13.Heilman, Madeline E.、Saruastari, Lois R.(1979)。When beauty is beastly: The effects of appearance and sex on evaluations of job applicants for managerial and nonmanagerial jobs。Organizational Behavior and Human Performance，23(3)，360-372。  new window
14.王叢桂(1993)。工作目的價值變遷的探討。測驗與輔導，119，2435-2437。  延伸查詢new window
15.Petty, Richard E.、Cacioppo, John T.(1986)。The elaboration likelihood model of persuasion。Advances in Experimental Social Psychology，19，123-205。  new window
16.Morrow, P. C.(1990)。Physical attractiveness and selection decision making。Journal of Management，16(1)，45-60。  new window
17.Anderson, N. R.(1992)。Eight decades of employment interview research: A retrospective meta-review and prospective commentary。European Work and Organizational Psychologist，2，1-32。  new window
18.Arvey, R. D.、Campion, J. E.(1982)。The employment interview: A summary and review recent research。Personnel Psychology，35，281-322。  new window
19.Asch, S. E.(1946)。Forming impressions of personality。Journal of Abnormal and Social Psychology，41，258-290。  new window
20.Barclay, J. M.(1999)。Employee selection: A question of structure。Personnel Review，28，134-151。  new window
21.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
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.Beehr, T. A.、Gilmore, D. C.(1982)。Applicant attractiveness as a perceived job-relevant variable in selection of management trainees。Academy of Management Journal，25(3)，607-617。  new window
24.Feeley, T. H.(2002)。Evidence of halo effects in student evaluations of communication instruction。Communication Education，51，225-237。  new window
25.Gifford, R.、Ng, C. F.、Wilkinson, M.(1985)。Nonverbal cues in employment interview: Links between applicant qualities and interviewer judgments。Journal of Applied Psychology，70，729-736。  new window
26.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。  new window
27.Jawahar, I. M.、Mattsson, J.(2005)。Sexism and beautyism effects in selection as a function of self-monitoring level of decision maker。Journal of Applied Psychology，90(3)，563-573。  new window
28.Jennings, T.、Palmer, J. K.、Thomas, A.(2004)。Effects of performance context on processing speed and performance ratings。Journal of Business & Psychology，18，453-463。  new window
29.Mathison, D. L.(1986)。Sex differences in the perceptions of assertiveness among female managers。Journal of Social Psychology，126(5)，599-606。  new window
30.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
31.Murphy, K. R.、Jaco, R. A.、Anhalt, R. A.(1993)。Nature and consequences of halo error: A critical analysis。Journal of Applied Psychology，78(2)，218-225。  new window
32.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
33.Parsons, C. K.、Liden, R. C.(1984)。Interviewer perception of applicant qualifications: A multivariate field study of demographic characteristics and nonverbal cues。Journal of Applied Psychology，69，577-568。  new window
34.Rosen, B.、Jerdee, T. H.(1974)。Effects of applicants sex and difficulty of job on evaluations of candidates for managerial positions。Journal of Applied Psychology，57(1)，44-48。  new window
35.Schmitt, N.(1976)。Social and situational determinants of interview decisions: Implications for the employment interview。Personnel Psychology，29，79-101。  new window
36.Surawski, M. K.、Ossoff, E. P.(2006)。The effects of physical and vocal attractiveness on impression formation of politicians。Current Psychology，25(1)，15-27。  new window
會議論文
1.Bieber, L. L.、Dipboye, R. L.(1988)。Biases in evaluating managerial job applicants: The effects of gender and physical attractiveness。Dallax, TX。  new window
2.Hosoda, M.、Coats, G.、Stone-Romero, E. F.、Backus, C. A.(1999)。Who will fare better in employment-related decisions? A meta-analytic review of physical attractiveness research in work settings。Atlanta: Georgia。  new window
3.Podratz, K. E.、Dipboye, R. L.(2002)。In search of the "beauty is beastly" effect。The 17th Annual Conference of the Society for Industrial and Organizational Psychology，(會議日期: 2002/04/19-04/21)。  new window
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.張世昌(1992)。面談目的、訊息組型對面談結果及決策之影響。國立政治大學。  延伸查詢new window
3.張仁勇(1998)。甄選面談結構性對應徵者反應之影響：中介歷程之探討。國立台灣科技大學。  延伸查詢new window
4.鄧慧文(1996)。主管性別、應徵者性別與晉升潛能對甄選決定的影響。國立政治大學。  延伸查詢new window
圖書
1.Bruner, J. S.、Tagiuri, R.(1954)。The perception of people。Handbook of social psychology \\ E. Lindzey (ed.)。MA。  new window
圖書論文
1.Muchinsky, P. M.(1986)。Personnel Selection Methods。International Review of Industrial and Organizational Psychology。John Wiley & Sons Inc。  new window
 
 
 
 
第一頁 上一頁 下一頁 最後一頁 top
:::
無相關著作
 
QR Code
QRCODE

臺灣人文及社會科學引文索引資料庫

目前上線人數：1400（臺灣：1388，外國：12） ／ 本年度總使用人次：1855660 ／ 訪客人次（自102年09月）：67650597
國家圖書館著作權聲明 Copyright © 2013 All rights reserved.
本館地址: 100201臺北市中山南路20號． 本館地圖及交通資訊．
總機：(02)23619132．最佳瀏覽解析度為1024x768以上