本研究目的為檢驗在低結構化口試情境中，應試者的人格特質，如五大人格、自我監控、自我效能與口試結果之關係。 本研究採取問卷調查法進行，分成研究一與研究二，研究場域為北部某縣市高中職教師甄選，研究一的研究對象為該場教師甄選的口試委員，共27名，所採用的研究工具為「中等學校教師甄選口試現況調查問卷」；研究二的研究對象為參加教師甄選第二階段口試的應試者，共216名，有效問卷214份，研究工具為「性格自評量表」、「自我監控量表」、「一般自我效能量表」。 研究結果指出在本研究場域教師甄選口試屬低結構化狀態，應試者自評的五大人格、自我監控、自我效能分數與口試結果未達顯著相關。 研究建議在辦理教師甄選實務工作上，朝提高口試結構化方向努力；在未來研究上，應注意社會期許效應的控制、擴大樣本的特性及人格測量方法的檢證。 關鍵詞：口試結構化、教師甄選、人格特質、口試結果 / The purpose of this research is to examine the relationship between the interviewee’s interview outcome and his/her personalities presented in such measures as Big Five, Self-Monitoring, and Self-Efficacy. The interview in which the interviewees are involved is a low-structured situation. The data of the research are collected from a senior/vocational high school teacher test in one of Taiwan northern counties. The research is divided into two sub-researches—Sub-research 1 and Sub-research 2, and different questionnaires are used to collect research data in the sub-researches. The subjects of Sub-research 1 are 27 committee interviewers, who are asked to do the “Questionnaire for investigating the applicants’ interview performance in the senior school teacher test.” The subjects of Sub-research 2 are 216 applicants, who are approved to interviews. The measures used in this sub-research include “The Scale of Big Five,” “Revised Self-Monitoring Scale,” and “General Perceived Self-Efficacy Scale.” Of all the applicants, 214 samples are collected. The findings show that in the low-structured interview situation there is no significant relation between the interviewee’s interview outcome and his/her scores gained from the chosen measures. For the future programs in selecting new teachers, a high-structured interview is suggested. For the future research on this topic, the effects of the social expectation, the characteristics of the subjects, and the personality measures should be paid attention to. Key word：structured interview、teacher selection、personality、interview outcome