本研究旨在挑戰常見的內外向性單向度思維。首先，提出一個替代性假設：內外向性為雙向度之構念 ; 再者，發展出內外向性雙向度量表，並以全台北、中、南三區共1,011位大學生為施測對象。最後，透過試題分析刪減題目，並以結構方程模式（SEM）進行假設模式之驗證。 結果發現：（1）內外向性乃多向度之構念，共分為正面外向性、負面外向性、正面內向性、負面內向性四個向度。（2）「自我導向性」乃為正面內向性因素之核心構念，「活躍性」則為正面外向性因素之核心構念，有別於傳統認為「社交性」為外向性因素之核心構念。此外，本量表乃具可接受之信效度，唯效標關連效度尚待進一步驗證。 / The purpose of the study was contesting the prevailing view of the one-dimensional construct of Introversion-Extraversion ( I-E ). The researcher first proposed an alternative hypothesis that I-E is a bi-dimensional construct and developed a new type of I-E inventory treating I-E as independent dimensions. The inventory was administered to 1,011 college students form Taiwan’s 3 geographical regions and then refined by item analysis. Finally, the data was analyzed through Structural Equation Modeling (SEM) to verify the hypothetic model. The major findings are: (1) I-E is a Multi-dimensional construct including Positive Extraversion (PE), Negative Extraversion (NE), Positive Introversion (PI), and Negative Introversion (NI) as four facets. (2) The core construct of PI is “Self-orientation” and that of PE is “Activeness” which is in contrast to the conventional view of “Sociability” as the core construct of extraversion. Besides, the Multi-dimensional Inventory of Introversion-Extraversion has acceptable reliability and validity; however, the criterion-related validity remains to be verified.

本研究旨在探討犯罪青少年在父母婚姻衝突、父母管教方式、親子依附安全感與其外向性行為問題上之關係，是否父母婚姻衝突會透過父母管教方式，影響到親子依附安全感，最後導致孩子外向性行為問題的發生呢？或是父母婚姻衝突只透過親子依附安全感，進而影響到孩子外向性行為問題的發生呢？並探討不同性別的犯罪少年在父母婚姻衝突、父母管教方式、親子依附安全感及外向性行為問題上的差異情形，及犯罪青少年知覺父與母的管教方式、親子依附安全感上的差異情形。本研究採自陳問卷調查法，樣本選取自接受感化教育之「桃園少年輔育院」及「彰化少年輔育院」之犯罪青少年，得有效問卷：男生160份及女生53份，共計213份，將所得資料以描述性統計、t檢定及徑路分析的統計方法來進行分析。 本研究結果顯示：（1）女生知覺其父母婚姻衝突程度較男生為高。女生知覺到母親矛盾的管教程度及父母紛歧的管教程度都較男生為高，但男生知覺到母親期望的管教程度較女生為高。男生知覺到父親的信任、溝通程度及母親信任的程度都較女生為高，但男生知覺到父親的疏離程度較女生為低，且男生知覺到父親整體的依附安全感較女生為高。男生外向性行為問題的程度較女生為高。（2）犯罪青少年知覺父親在拒絕、矛盾、嚴格的管教程度上比母親高。犯罪青少年知覺父親在信任、溝通分量表及整體的依附狀況上都比母親低，但父親在疏離分量表上比母親高。（3）父母婚姻衝突會透過父母管教方式，影響到親子依附安全感，但親子依附安全感並未影響到孩子外向性行為問題的發生。（4）父母婚姻衝突會直接影響到親子依附安全感，但並未透過親子依附安全感，影響到孩子外向性行為問題的發生。 最後，依據研究結果提出討論與未來研究及實務工作上之建議。

本研究探討女性求職者其履歷表照片外觀性別與應徵工作的典型性別間一致性與否與微笑有無對招募者人事決策之影響；此外，並探討前述關係之中介機制及調節效果；亦即前述兩類效果是否透過影響招募者對求職者工作能力契合度、外向性或吸引力的知覺，進而影響招募者的人事決策，而招募者性別角色態度是否調節前述之性別一致性效果。 / 本研究使用實驗法，採2（女性求職者照片微笑：有或無）×2（女性求職者外觀性別與工作性別間一致性程度：高或低）完全受試者間實驗設計。依變項則為推薦意願之人事決策。以在職者為樣本，共有214位受試者參與，隨機分派受試者至四種實驗情境之一，在閱讀職缺訊息及履歷表後，回答對求職者知覺、人事決策及人口統計變項等問題。去除操弄失敗的樣本後，本研究分析之有效樣本為141人。 / 本研究以階層迴歸分析來檢驗所有研究假設。研究結果顯示，求職者微笑有無對推薦意願之主要效果達顯著，且招募者對求職者之外向性與外表吸引力知覺會中介此效果；但「外觀性別與工作性別間一致性」的主要效果並未達顯著。此外，招募者之家庭外角色態度具有顯著調節效果，但性別刻板印象之調節效果不存在。研究者並針對本研究之研究結果、理論與實務意涵加以討論。 / In the present study, the researcher examined whether the congruence between female applicants' photo facial appearance and the job type and whether female applicants showed smile in the photo affected recruiters' hiring recommendation. Additionally, mediators and moderators of the above relationships were also examined. Specifically, the researcher examined whether recruiters' perceptions of applicant’s demands-abilities fit, extraversion, and facial attractiveness mediated the above relationship and whether recruiters' sex role attitudes moderated the above relationship. / This study used a 2 × 2 between-subjects factorial experimental design. The two independent variables were whether female applicants showed smile in the photo (smile or non-smile) and the congruence between female applicants' photo facial appearance and the job type (high or low). The dependent variable was hiring recommendation. Two hundred and fourteen current incumbents participated in this study. After reading a fictitious job description and a fictitious resume, participants answered questions about the perceptions of the applicant, hiring recommendation, and participants’ demographic informaiton. After dropping participants who failed to pass the manipulation check, the valid sample size for analysis was 141. / Results of hierarchical multiple regression analyses indicated that the main effect of applicants' photo smile on hiring recommendation was significant, and the recruiter' perceptions of applicant's extraversion and facial attractiveness were mediators of the aforementioned relationship. However, recruiters' hiring recommendation was not influenced by congruence between female applicants' photo facial appearance and the job type. In addition, recruiters' attitudes toward extra-familial roles moderated the relationship between congruence between female applicants' photo facial appearance and the job type and demands-abilities fit. However, the moderation of recruiters’ gender stereotype was not significant. Finally, practical implications and avenues for future research in selection biases are discussed.