本研究主要的目的在於探討決策者本身的「性別角色刻板印象」、「晉升者性別」及晉升決策的過程中是否提供「平權意識喚起」，對晉升決策的影響。研究者採用2 X 2 X 2三因子實驗設計，即以決策者「性別角色刻板印象」（高、低）、「晉升者性別」（男、女）及「平權意識喚起」（有、無）等三個獨變項，並以受試者對應徵者有關晉升決策的評量項目為依變項（評量項目：能力的評估、工作績效的表現、晉升至高階主管的可能性、共事的愉快程度、晉升至主管職位的同意程度及建議起始的薪資），探討三個獨變項對晉升決策的影響。 參與本研究之有效受試共144位(男性69名，女性75名)。研究結果發現，(一)「晉升者性別」對工作績效的表現、晉升至高階主管的可能性、晉升至主管職位的同意程度及建議起始的薪資等評量項目上沒有差異，但女性晉升者在能力的評估及共事的愉快程度上則被評量得比男性晉升者佳。（二）晉升至高階主管可能性的評量項目會受到「晉升者性別」、「性別角色刻板印象」二變項交互作用的影響而有所不同。低「性別角色刻板印象」的決策者對男女晉升者在晉升至高階主管的可能性評估沒有不同，但高「性別角色刻板印象」的決策者對女性晉升者在晉升至高階主管的可能性評估會低於男性晉升者。（三）晉升至高階主管可能性的評量項目會受到「性別角色刻板印象」、「平權意識喚起」二變項交互作用的影響而有所不同。低「性別角色刻板印象」的決策者，「平權意識喚起」的有無對晉升者晉升至高階主管的可能性評估沒有差異，但高「性別角色刻板印象」的決策者，在有「平權意識喚起」的情境下對晉升者的評估會低於沒有「平權意識喚起」的情境。 本研究最後乃針對不符合假設之結果提出討論，並提出本研究之建議，以供未來研究及企業應用之參考。

無 / A close relationship exists between media and the construction of women’s image, even more so in contemporary society when individuals rely on the written press so much to construct themselves. However, many media are still presenting stereotypical images of women as cute nurturers and housewives. Through content and semiotic analysis, the thesis examines the changes in the representation of women as shown on the covers of ELLE magazine at the beginning of the 21st century. The findings show that while the French edition of the magazine is portraying more and more realistic feminine and casually clothed ordinary women who have an extraordinary destiny and are concerned with human rights, ELLE China is walking a thin line between presenting inspirational images of trendy liberated working women and more traditional ones, and trying to mix them together to develop a more local image of the modern Chinese woman, whose Confucian values are still important. On the cover of ELLE China at least, women can acquire a higher status and develop a modern femininity with distinctive Chinese characteristics (although those characteristics are still in evolution) through consumption while the subjects on ELLE France covers are more substantial and varied and the image of the French women on the covers of ELLE magazine appears more stable. Therefore, we can conclude that ELLE serves as a venue for weaving local and global values together and create an image of the French and Chinese modern women in its respective French and Chinese issues.

京都大学 / 0048 / 新制・課程博士 / 博士(教育学) / 甲第20123号 / 教博第200号 / 新制||教||165(附属図書館) / 京都大学大学院教育学研究科教育科学専攻 / (主査)教授 楠見 孝, 教授 吉川 左紀子, 准教授 野村 理朗 / 学位規則第4条第1項該当 / Doctor of Philosophy (Education) / Kyoto University / DGAM

本論文係探討消費者對連鎖便利商店印象及購買行為之相關研究，以統一超級商店和 味全加盟店作比較分析。論文共一冊，約六萬餘字，分六章。第一章為緒論：詳述研 究的動機、目的、觀念性架構、研究方法及研究限制。第二章為文獻查考：從連鎖便 利商店國內外發展情況、便利商店的特質到有關商店印象、消費者特徵、購買行為之 理論及研究發現，最後總結為本研究之模式及構面。第三章為消費者之商店印象比較 分析：從問卷調查所得之資料，分析比較消費者對統一及味全商店之印象。第四章為 消費者特徵與商店印象之關係：從問卷資料區別出影響商店印象之消費者特牧諸因素 ，並就二家商店作比較分析。第五章為商店印象與購買行為之關係：從資料中比較分 析商店印象與購買行為之相關情形。 第六章為結論及建議：總結本研究之結論並試作商店行銷策略上之建議。

不同於以往採用數學測驗的性別刻板印象威脅研究，本研究採用男性不擅長的剪紙作業為實驗材料，並以男性為烙印團體成員。本研究同時將過去研究未探討的團體作業情境納入實驗考量，以探討在團體作業情境中，同一「刻板印象」可使參與者擔心自己表現不佳而降低表現（刻板印象威脅），但又可使參與者預期伙伴表現不佳而傾向付出更多心力（社會補償），則參與者是否因為付出更多心力而提升了原本受到刻板印象威脅影響所降低的表現。 本研究為2(刻板印象威脅：有 vs. 無)× 2（伙伴性別：男 vs. 女）× 2（伙伴表現：好 vs. 差）的受試者間設計。其中，在刻板印象威脅部分，採用直接告知「女性比男性擅長剪紙作業」的方式引發刻板印象威脅效果。在社會補償方面，分別以「伙伴男性」與「伙伴表現差」二種訊息來引發參與者社會補償。本研究之主要依變項為完成剪紙作業之作業速度與作業品質。本研究有效樣本為121位男性大學生。 研究結果發現，「伙伴表現」與「伙伴性別」二變項之效果皆未達顯著，顯示伙伴訊息未能引發社會補償效果；而針對社會補償是否能減除刻板印象威脅效果之考驗，亦未達顯著水準，因此以社會補償作為減除刻板印象威脅效果的可能性在本研究中未獲支持。然而，卻發現「伙伴表現」與「伙伴性別」的交互作用顯著，即當操弄的伙伴訊息與刻板印象「不一致」時，參與者表現比「一致」時更好，顯示「伙伴訊息」可能另有影響。本文將針對上述結果進行探討，並對研究限制與對未來研究之建議加以說明。 / Different from previous gender stereotype threat studies that use mathematics tests as tools, this study uses the manual task—paper cutting generally not familiar to males as experimental material and take them as stigmatized group numbers. This research take into consideration the group task (cooperation situation) to investigate whether participants’ additional efforts will compensate the degraded performance resulting from gender stereotype threat, in the situation that a stereotype can cause people to lower their effort as a result of their worry about their perceived poor performance (stereotype threat) and can also motivate them to make more effort thanks to their prediction of their partner’s poor performance (social compensation). The participants were randomly assigned to one of the eight conditions in a factorial design: 2 (stereotype threat: salience, not salience) × 2（partner’s gender: male, female）× 2（partner’s performance: good, bad）. To evoke stereotype threat effect, the experimenters directly told the participants that “Females are better than males in the manual task.” To evoke social compensation effect, researchers arranged “males” and “poor performance” information. Valid samples were 121 male undergraduates, and their reaction time and quality of the manual task were measured. Not as expected, the results do not support hypotheses. However, it has found out that “the interaction of partner’s gender and partner’s performance” was significant. That is, the participant whose partner’s information is consistent with stereotype performs better than the participant whose partner’s information was inconsistent with stereotype. The result suggests that partner’s information may have unexpected influence on participants’ performance. This article also discusses the results, explains the limitations and offers suggestions for future research.

本研究從日本品牌與日本形象廣告手法在台灣氾濫的社會現實出發，透過對品牌來源國、日本文化認同程度與一致性三個變項的學術理論爬梳，以「表現形式」操弄廣告中呈現的國家印象，而變項間交互作用的分析結果如下： 一、產品的品牌來源國對品牌態度與購買意願有顯著影響；日本品牌較台灣品牌有更好的評價。 二、日本文化認同程度對品牌來源國具有調節作用；日本文化認同程度高的消費者傾向對日本品牌有更多的偏好，對台灣品牌有更負面的態度；而對日本文化認同程度低的消費者，日本品牌與台灣品牌之間的差異則不是那麼明顯。 三、一致性的廣告將導致較正面的品牌態度。 四、日本品牌採用日本形象廣告或台灣形象廣告，都不會對品牌本身有太大的影響；然而，台灣品牌採用一致的台灣形象廣告將使消費者有較正面的品牌態度，不一致的日本形象廣告不但沒有為台灣品牌加分，反而讓消費者產生反感。 本研究的實務意涵則有幾個重點，一是日本品牌不一定是台灣消費市場的萬靈丹，從個人特質來看，日本文化認同程度較低的消費者並不會因為日本品牌的來源國印象改變其產品評估，因此其他的產品或行銷因素可能才是決定消費者意向的關鍵。二是台灣品牌的消費者不一定對日本形象廣告的手法有所偏好，這可以視為對許多台灣品牌以及廣告行銷人員的警訊，因為一般台灣廠商似乎認為若能透過廣告把台灣品牌打造得很日本，就能將廣告中日本的正面形象轉移至消費者對台灣品牌的態度上，因此，近年來浮濫使用日本形象廣告手法的台灣品牌屢見不鮮。但本研究由基模不一致可能導致的負面態度效果切入，研究結果也證實了某些情況之下，台灣品牌若採用了日本形象廣告反而會引起消費者不良的情感評估反應。故實務應用上，日本品牌的定位策略有較多操作空間；台灣品牌則需加強形象管理，不適合採用太過跳躍或多變的形象路線。 / This study is inspired by the social fact that Japanese brands and Japanese image advertising are overflowing in Taiwan. After going through the literature on the three variables of brand country-of-origin, Japanese cultural identity and congruency, this study manipulates country image in advertising with “expression form”, and results of the interactions among variables are as follows: 1.Brand country-of-origin has a significant impact on brand attitude and purchase intention; the evaluation of Japanese brand is better than Taiwanese brand. 2.The degree of Japanese cultural identity has a moderating effect on brand country-of -origin; consumers of high Japanese cultural identity are tend to prefer Japanese brand; however, to consumers of low Japanese cultural identity, the difference between Japanese brand and Taiwanese brand is not obvious. 3.Congruent Advertising leads to a better brand attitude. 4.Whether Japanese brand adopts Japanese image advertising or Taiwanese image advertising, there is no special impact on the brand itself. However, if Taiwanese brand adopts congruent Taiwanese image advertising, it will make consumers have a better brand attitude; incongruent Japanese image advertising won’t bring good to Taiwanese brand but incur consumers’ disfavor of it. Executive implications are also suggested. First, Japanese brands are not always overwhelmingly favored in the market of Taiwan. From the point of personal characteristics, consumers of low Japanese cultural identity won’t change their product evaluations due to the brand country-of-origin image of Japan. Thus, other product or marketing factors might be the keys to consumers’ intentions. Second, consumers of Taiwanese brands do not necessarily prefer Japanese image advertising, and this could be regarded as a warning to Taiwanese brands and practitioners in advertising and marketing, because generally the manufacturers in Taiwan seem to consider that as long as they can build Taiwanese brands Japan-like, the positive image of Japan in advertising would be transferred to consumers’ attitudes on Taiwanese brands. Consequently, Taiwanese brands abusing Japanese image advertising have been prevalent in recent years. The study is based on the negative effects of schema-incongruency on attitude, and the results also prove that under certain circumstances, it would cause consumers’ unfavorable affective responses instead that Taiwanese brand adopts Japanese image advertising. Therefore, in application for practice, positioning strategies of Japanese brands are more flexible to manipulate. Taiwanese brands have to put emphasis on image management and prevent changeful or varied image tactics.

過去研究雖然發現團隊情感氛圍 (group affective tone)能有效預測團隊成員的助人行為、團隊創造力、團隊缺席率與離職等重要變數，但在概念上或是理論上仍有許多未釐清之處。因此，本研究擬針對下列的文獻缺口加以探討：(1) 探討影響正/負向團隊情感氛圍形成的前因變數，釐清有哪些變數會影響團隊情感氛圍的形成；(2) 探討不同時間點正/負向團隊情感氛圍的動態改變及情感事件的干擾效果；(3) 探討正/負向團隊情感氛圍與團隊績效的因果關係；由於單一研究不易同時兼顧上述三個研究目的，因此本研究將以三個研究分別針對上述目的加以探討。 在研究一，本研究以101個學生團隊做為樣本 (523位成員)，路徑分析的結果發現，團隊成員的年齡、教育背景多元化，會透過負向影響群體認同、進而強化負向團隊情感氛圍。此外，知覺團隊間競爭、成員的迎合、自我表現印象管理策略，則會透過正向影響群體認同、進而強化正向團隊情感氛圍。在研究二，本研究則以44個大學部、碩士班學生組成的團隊做為樣本 (和研究一的樣本獨立，成員為215人)，階層線性模式分析的結果指出，正、負向團隊情感氛圍在跨時間點確實會產生動態改變，且前期的正/負向團隊情感氛圍均能顯著影響後期的正/負向團隊情感氛圍。且前後期間發生的負向情感事件，亦會減弱前、後期正向團隊情感氛圍之間的正向關係。最後，在研究三，本研究以81個高科技產業研發團隊做為樣本 (包括259位團隊成員及81位主管)，交叉延遲貫時性分析 (cross-lagged panel analysis, CLPA)的結果指出，前期的正向團隊情感氛圍對後期團隊績效有顯著正向影響，而前期團隊績效對於後期正向團隊情感氛圍，也有顯著的正向影響。整體而言，本研究之假設大多符合理論預期，而研究結果對團隊情感氛圍、團隊多元化、以及印象管理研究的理論意涵與實務貢獻，亦在文中一併加以討論。 / Extending previous research on group affective tone (GAT), three studies were conducted to examine the antecedents, dynamics, and consequences of GAT. In study 1, 101 student teams (523 members) were chosen as the sample. The results of path-analysis showed that team age and educational background diversity decrease group identification, which in turn increases negative group affective tone (NGAT). In addition, perceived intergroup competition, members’ self-promotion and ingratiation impression management tactics increase group identification, which in turn increases positive group affective tone (PGAT). In study 2, 44 student teams (215 members) were selected as the sample, and the experience-sampling method was used to capture the dynamics of GAT (i.e., 6-time repeated measure). The results of hierarchical linear modeling analysis revealed that the T-1 PGAT positively predict T0 PGAT over time; while T-1 NGAT positively predict T0 NGAT over time. Moreover, the negative affective event occurred during T-1 and T0 attenuates the positive relationship between T-1 PGAT and T0 PGAT. In study 3, 81 research and develop teams (259 members and 81 supervisors) were chosen as the sample, and the cross-lagged panel analysis (CLPA) was used to examine the causal association between GAT and team performance. The results of CLPA showed that T1 PGAT has a positive effect on T2 team performance. Additionally, T1 team performance has a positive effect on T2 PGAT. These result suggest that the presence of a reciprocal relationship between PGAT and team performance. All three studies support the proposed theoretical framework.

本研究旨在探討國民小學教師組織政治知覺、印象管理動機與組織公民行為之關聯性，並分析學校組織政治氣候對教師組織政治知覺、印象管理動機與組織公民行為之間關係的影響。本研究採用調查研究法。在預試階段以新竹縣公立國民小學教師為對象，寄發300份預試問卷，回收有效問卷224份，據以分析測量工具的信效度。在正式施測階段，以臺灣地區公立國民小學教師為對象，寄發1,458份問卷，回收有效問卷1,026份。在資料分析方面，透過描述性統計、單因子變異數分析、相關分析及階層線性模式等方法，檢測本研究問題及假設。依據研究結果，本研究獲致以下結論： 一、教師組織政治知覺、印象管理動機與組織公民行為之現況分析 （一）國民小學教師具有中等程度的組織政治知覺。 （二）國民小學教師具有中高程度的印象管理動機。 （三）國民小學教師具有良好程度的組織公民行為。 二、教師組織政治知覺、印象管理動機與組織公民行為之差異分析 （一）教師的組織政治知覺會因學校規模、學歷及擔任職務之不同而有所差異。 （二）教師印象管理動機會因學校規模、學校地區、性別、學歷及擔任職務之不同 而有所差異。 （三）教師組織行為會因學校規模、學校地區、性別、年齡、服務年資及擔任職務 之不同而有所差異。 三、教師組織政治知覺、印象管理動機與組織公民行為之關聯性分析 （一）教師的組織政治知覺對組織公民行為具有負向的影響。 （二）教師的組織政治知覺對塑造正面印象的動機具有正向的影響。 （三）避免負面印象及塑造正面印象的動機對教師組織公民行為具有正向的影 響。 （四）教師的組織政治知覺會透過塑造正面印象的中介效果，間接對組織公民行為 產生正向的影響。 （五）學校組織政治氣候會調節教師組織政治知覺及組織公民行為的關係。 （六）學校組織政治氣候會調節教師組織政治知覺及塑造正面印象的關係。 依據研究結果，本研究針對學校行、校長及教師三方面提出相關建議： 一、對學校行政的建議 （一）形塑正向組織氣候，避免過多的政治行為。 （二）重視學校運作公平，提升成員的信任感。 （三）暢通溝通管道，避免影響團體的過度操弄。 二、對學校校長的建議 （一）妥善處理學校政治行為，避免產生負面效應。 （二）明辨成員工作行為動機，避免形成惡性競爭。 （三）正向肯定教師組織公民行為，鼓勵教師對教育工作的額外付出。 三、對學校教師的建議 （一）正向看待學校組織政治，調整自我工作心態。 （二）適時善用印象管理策略，提升工作績效表現。 （三）積極從事組織公民行為，創造個人與組織價值。 最後，本研究亦針對未來研究提出在測量工具、研究內容、研究設計及資料分析等方面的建議。 / The study investigated the relationships among the perception of organizational politics, impression management motives, and organizational citizenship behaviors in elementary school teachers. Moreover, this study analyzed the impact of the organizational political climate in schools on the relationships among the perception of organizational politics, impression management motives, and organizational citizenship behaviors. In the pretest administered in this study, a survey was conducted on public elementary school teachers in Hsinchu County. A total of 300 questionnaires were distributed, and 224 were returned. The reliability and validity of the questionnaire were tested. In the formal survey, the subjects were public elementary school teachers from across Taiwan. A total of 1,458 questionnaires were distributed, and 1,026 valid samples were returned. The data were analyzed using descriptive statistics, analysis of variance, correlation analysis, and hierarchical linear models to validate the research hypotheses. Based on the results, the following conclusions were derived: 1. The perception level of teachers regarding organizational politics, impression management motives, and organizational citizenship behaviors: (1) Elementary school teachers possess a middle-level perception of organizational politics. (2) Elementary school teachers possess middle-high-level impression management motives. (3) Elementary school teachers possess favorable organizational citizenship behaviors. 2. The variance analysis of teachers’ perception of organizational politics, impression management motives, and organizational citizenship behaviors: (1) The perception of organizational politics for teachers varies by school size, educational background, and position in school. (2) The impression management motives of teachers vary by school size, school location, gender, educational background, and position in school. (3) The organizational citizenship behaviors of teachers varies by school size, school location, gender, age, and years of service. 3. The relationships among teachers’ perception of organizational politics, impression management motives, and organizational citizenship behaviors: (1) The perception of organizational politics negatively affects organizational citizenship behaviors. (2) The perception of organizational politics for teachers positively affects the motivation to create a positive impression. (3) The motivation to avoid a negative impression and create a positive impression positively affects the organizational citizenship behaviors of teachers. (4) The creation of a positive impression for teachers mediates the relationship between the perception of organizational politics and organizational citizenship behaviors. (5) The organizational political climate in school moderates the relationship between the perception of organizational politics and the organizational citizenship behaviors of teachers. (6) The organizational political climate moderates the relationship between the perception of organizational politics and the development of a positive impression. According to the research results, the following suggestions are proposed for school practice, principals, and teachers. 1. For school practice: (1) Establish a positive organizational climate and avoid excessive political behavior. (2) Focus on the fairness of school operations and promote the trust of members. (3) Provide unimpeded communication channels and avoid excessive manipulation by the impacting group. 2. For school principals: (1) Appropriately control the political behavior of the school to avoid negative effects. (2) Distinguish working motivation among members to avoid negative competition. (3) Positively affirm teachers’ organizational citizenship behaviors, and encourage teachers to invest additional effort in educating students. 3. For school teachers: (1) Positively address school organizational politics, and adjust one’s self-working attitude. (2) Appropriately use impression management strategies to enhance job performance. (3) Positively engage in organizational citizenship behaviors, and create personal and organizational value. Finally, this paper provides suggestions for future research, which include suggestions for measuring tools, research content, research design, and data analysis.

Slovak Republic is a country where women are still underrepresented in the public life. Only recently, after the Parliamentary elections in June 2010, a woman became Prime Minister of Slovak Republic. Slovak and international media appreciated Slovakia for being a first country in central-eastern Europe to have a female leader of the country (Zsilleova 2010). This fact doesn`t change, that women are almost absent from high posts in Parliament, Government, public life, media or high managerial posts. Women in Slovakia still have a long way to the equality. This study focuses on the way female candidate for President Iveta Radičová is represented in the media during 2009 campaign. The research compares her coverage with male candidate`s coverage. The coverage of personal traits of candidates was gender biased and media mentioned female candidate`s gender very often, meanwhile they didn`t mention male candidates gender except in few occasions. However, there was no gender bias in the coverage of candidates` viability, the issues discussed, and the tone of coverage. Even thought male candidate was favored in amount and prominence of coverage, he was covered in more negative way, which can turn his advantage into disadvantage.

本研究旨在探討不同甄選情境中（視聽組、聽覺組、文字組），「人格印象」、「能力評估」、「喜好程度」及「應對表現」對「口試成績」的影響。 本研究以實驗法進行，採3「甄選情境」× 5「考生」二因子混合設計。其中「甄選情境」分為「視聽組」、「聽覺組」及「文字組」三組，「考生」則分為「甲生」、「乙生」、「丙生」、「丁生」及「戊生」五位。每組均由17位口試委員對5位考生進行評分。由於三組之口試委員不同，各組之評分不會彼此影響，因此「甄選情境」為獨立樣本，即受試者間設計；五位考生均會接受17位口試委員之評分，因此「考生」乃相依樣本，即受試者內設計。 本研究以碩博士班研究生為研究對象，請他們在觀看（聆聽或閱讀）口試錄影帶（謄本）後，以大學推甄口試委員的立場對影片中人物所形成之「人格印象」、「能力評估」、「喜好程度」及「應對表現」予以評分，並評定其「口試成績」。本研究採隨機分配，將研究對象分為「視聽組」、「聽覺組」及「文字組」三組。每組17位口試委員，共計51位。在觀看（聆聽或閱讀）口試錄影帶（謄本）前，受試者有5分鐘時間閱覽考生之書面資料，然後在觀看（聆聽或閱讀）考生之口試錄影帶（謄本）後，填寫「人格印象量表」及「口試評量表」。 本研究以3「甄選情境」× 5「考生」混合設計二因子變異數分析檢定不同的甄選情境在「人格印象」（他人親和取向、個人愉悅取向）、「能力評估」（專業能力、問題處理能力、人際關係處理能力、行政能力、外語能力）、「喜好程度」、「應對表現」及「口試成績」上之差異情形，結果發現處在不同甄選情境中的口試委員在這些變項上（外語能力除外）均可獲得頗為一致的判斷。研究者認為造成此結果的可能原因為：（1）參與推甄口試的考生無論是在課業或是人格特質、能力上均有相當程度的相似性；（2）大學推甄所使用的書面審查資料較職場口試中所使用的豐富，足以提供考生之人格、能力相關訊息；（3）實驗過程中口試委員閱讀書面審查資料的時間和口試時間的間隔太短，考生書面資料造成的初始效應過於強烈。 在不同甄選情境（視聽組、聽覺組、文字組）中，「人格印象」、「能力評估」、「喜好程度」、「應對表現」對「口試成績」之影響方面，研究結果發現：（1）「口試成績」與「應對表現」有高度相關；（2）「個人愉悅取向」與「視聽組」及「文字組」口試成績之間僅具低度相關，但卻與「聽覺組」口試成績具高度相關；（3）「專業能力」與「視聽組」及「文字組」口試成績之間僅具低度相關，但卻與「聽覺組」口試成績之間具高度相關；（4）「問題解決能力」與「視聽組」及「聽覺組」口試成績之間僅具低度相關，但卻與「文字組」口試成績之間具高度相關；（6）「喜好程度」與「視聽組」及「文字組」口試成績僅具低度相關，但與「聽覺組」口試成績則具高度相關；（7）「口試成績」與「他人親和取向」、「人際關係能力」、「行政能力」、「外語能力」僅有低度相關。 研究者認為本研究之所以發現「人格印象」與「視聽組」和「文字組」口試成績之間並沒有很高的相關，其可能的原因如下：（1）有些人格特質是無法在短時間內被覺察到的；（2）有些人格特質是比較容易用聽的方式覺察到的；（3）人格特質的判斷通常是以潛意識的方式在進行的；（4）人格特質是可以經由大學四年的教育慢慢成形的；（5）人格特質對口試的影響主要是在對應試者未來工作表現的預測上，而大學校系並不需預測考生未來工作表現。 綜合本研究發現，在大學推甄口試方面，考生的肢體語言、外表、聲音等對口試委員的影響並不是很重要。此外，人格特質在大學推甄口試上的影響亦非常輕微，因此研究認為大學學系應重新衡量是否應繼續保有口試？抑或改以其他方式進行學生的甄選，以達到既有效又節省的取才方式。 / The purpose of the study is to identify which of the following variables: personality impression, capability judgment, likeability, and interview performance, is actually affecting the outcome of the university enrollment interview with different settings. Subjects were 51 post-graduate students, randomly assigned to three groups – “Audio-visual Group”, “Audio Group”, and “Script Group”. Those in video group watched the video of the university enrollment interview, while those in audio group listened to the audio of the same interview, and those in script group read the transcript of the said interview. Vitae of the applicants were given to the subjects for reference prior to the stimulus. Each subject reviewed 5 applicants’ video (audio/transcript), and filled in the Personality Impression Form and Interview Assessment Form. 2-way ANOVA is used to examine the effect of different settings (audio-visual, audio, or transcript) on personality impression, capability judgment, likeability, and interview content, and it is found that all variable can be judged in coincidence among subjects within different settings. Pearson correlation is used to examine the effect of personality impression, capability judgment, likeability, and interview performance on the decision-making of interview in different settings, and it is found that interview result is (1) highly correlated to interview performance in all settings; (2) highly correlated to personality impression, specialty, and likeability in “audio group”, however, it is loosely correlated in other groups; (3) highly correlated to problem solving skills in “audio group”, however, it is loosely correlated in other groups; (4) loosely correlated to inter-personal skills, administrative skills and foreign language in all settings.