依身心障礙鑑定標準，損傷面積達面部30~39%定
義為輕度顏面損傷。本研究欲探討人們是否會因不同顏
面損傷程度，而影響其應徵面試的評估與錄取決定。研
究包含三種顏面損傷程度應徵者（0%、15%、30%）
照片，運用眼動儀設備來記錄受試者（招募者）在面試
階段（前期、中期、後期）、面試後回想應徵者臉部區
域的眼睛凝視時間，並對每位應徵者進行評估，最後從
三位應徵者中錄取其中一位。結果發現只要有顏損的應
徵者，都有較長總凝視時間、凝視時間比例，尤其在面
試開始階段，顏損15%的顏損位置具凸顯性，在面試後
回想時有較高的總凝視時間；即使對於顏損者的工作所
需技能有較高的評價，但未因此對於顏損應徵者有顯著
較高的錄取決定。顏損15%應徵者雖未達身心障礙補助
標準，但其受到職場面試時的關注顏損位置、工作技能
評 估 與 最 後 錄 取 決 定 等 ， 皆 與 達 身 心 障 礙 標 準 的 顏 損
30%應徵者沒有差異。因此，對於顏面損傷者的身心障
礙與協助評估政策，應該同時關注其心理需求與社會環
境知覺。

According to the People with Disabilities Rights Protection
Act, mild facial disfigurement is defined as an area of 30% to
39% of the facial damage. This study aims to investigate whether
individuals’ evaluations and admission decisions during interviews
are influenced by the level of facial disfigurement in job applicants
( 0 % , 1 5 % , a n d 3 0 % d i s f i g u r e m e n t ) . P a r t i c i p a n t s v i e w e d a n d
evaluated one applicant’s photo at a time, ultimately selecting one
of the three candidates for admission. We recorded participants’
eye gaze duration and fixation ratios during the interview and
after it for recall. Our findings revealed that candidates with facial
disfigurements received longer total viewing times. Specifically, the
candidate with 15% facial disfigurement, especially in prominent
locations, received more extended viewing times during the recall
phase. Despite the higher job skills assessments for candidates
with facial disfigurements, there was no significant difference
in admission decision rates. Notably, applicants with 15% facial
disfigurement were treated, evaluated, and admitted differently
compared to those without facial disfigurements.