強迫選擇型式量表最大好處為防止填答者作假，但若運用於甄選情境，勢必要面對量表結果是否能作個人間比較的問題。 過去學者認為強迫選擇型式量表不能作個人間比較，主要是因為其測得的向度彼此間互依（亦即向度間呈現負相關），因此其產出的資料只能反映個人特質的相對強度訊息。本研究認為若能讓向度間的互依性降低，就有可能測得個人特質的絕對強度，本研究依此為目標，試圖運用改變計分方式來降低量表互依性，主要以五大人格因素中的外向性與勤勉審慎性為架構，編製出改良式的強迫選擇量表，期望其在甄選情境下：1.產出的資料可以測得個人特質的絕對強度；2.比李克特氏型式量表測得更準確的個人特質；3.比李克特氏型式量表更能防止作假。 本研究採模擬實驗法，參與者被要求在網路上模擬應徵汽車業務員的工作，研究者操弄兩個獨變項：作答情境（甄選、自我瞭解）以及量表型式（改良式強迫選擇型式、李克特氏型式），皆採受試者間設計，依變項為外向性、勤勉審慎性之原始分數及z分數、社會期許分數，並以104人力銀行的職能性格量表當作情境間比較標準。總共蒐集559份有效樣本，研究結果發現，在甄選情境下，改良式強迫選擇量表能和自我瞭解情境下104職能性格量表測得相當的外向性分數，也較李克特氏型式量表更能防止參與者作假，但是並無明確的證據顯示在甄選情境下，改良式強迫選擇量表比李克特氏型式量表更能準確地測得個人特質。 在勤勉審慎性部份，改良式強迫選擇量表在甄選情境下與104職能性格量表測得的結果相關甚低，同樣較李克特氏型式量表更能防止作假，但亦未能顯示改良式強迫選擇量表在甄選情境下，比李克特氏型式量表更能準確地測得個人特質，研究者針對此結果進行較深入的討論。

相對於肯定型印象管理，防禦型印象管理是印象管理行為的另一個重要面向，也是近年來漸受重視的議題，但在面談領域的研究相對缺乏，其有效性也未達共識。參酌其他領域的文獻，本研究試圖整合不同理論觀點以求完整周延的看待影響歷程，以探討應徵者防禦型印象管理之效果。為貼近真實情況，本文先進行前導研究，了解業界觀點及真實面談情境中的策略使用頻率。 由態度理論及資訊處理觀點，本研究同時探討面試官面對應徵者使用防禦策略的認知歷程與情感歷程，納入知覺應徵者能力及其對應徵者的喜好程度兩大類評價，以驗證面試官解讀應徵者防禦型印象管理策略的心理歷程。依據前導研究的結論，本文將應徵者防禦型印象管理策略分作道歉、開脫及合理化三類，採三因子受試者間實驗設計進行研究。 研究結果指出，合理化策略以能力評價為主要歷程，其關係強度大於對情感評價的影響，開脫策略對能力評價的影響卻未得證，至於道歉策略雖如預期以情感評價為主要路徑，但對喜好程度卻呈負向影響，推測可能是非口語行為的未預期效果所造成。因此，於後續補收資料中排除非口語行為作進一步驗證，結果發現道歉策略的確能修復面試官對應徵者的喜好程度，推知非口語行為對道歉說詞的品質存在著交互效果，而開脫策略的能力修復效果依舊未得證，推測應該是其說詞內容終究未能提出正面的能力訊息，導致說服力不夠。本研究結果可供應徵者作為策略選擇的參考，亦幫助面試官了解自己在面談過程中的訊息解讀歷程。 / Verbal self-presentation tactics comprise the central part of impression management (IM), separated as assertive IM and defensive IM. In job interview settings, assertive IM tactics were once considered as much more frequently used, relative to defensive IM tactics. However, the statistics in recent research shows that over sixty percent of applicants have used defensive IM tactics during interviews, which should not be ignored. According to “attitude theory” and “information processing perspective,” the researcher discusses cognitive and affective mechanisms of defensive IM tactics simultaneously. “Perceived applicants’ competence” and “liking toward applicants” are included to capture the interviewers’ cognitive and affective evaluations. Following the findings of pilot studies, the researcher adopts tripartition of defensive IM tactics: apology, excuse, and justification. A 2x2x2 between-subject experiment with video-taped design is conducted to investigate the impact of defensive IM tactics on interviewers’ psychological processes. The results show that the main mechanism of justification lies in cognitive evaluation, however, the main mechanisms of apology and excuse are not identified as expectation. These unexpected findings may result from the actor’s non-verbal behaviors. Therefore, another sample is collected for further investigation, and the audio-taped design is used to wipe out the effect of non-verbal behaviors. It shows the influence of apology on liking is supported, though the impact of excuse on perceived competence remains unsupported. These findings provide not only further understanding of interviewers’ psychological processes, but also guidance for the applicants to choose appropriate defensive IM tactics.

本研究主要目的為發展一套有系統、適合用來甄選壽險推銷員的傳記式問卷，並進一步探討該問卷的信度以及其對於壽險推銷員表現的同時效度。 本研究之傳記式問卷共計十個向度，研究者以此為預測變項，探討本問卷與壽險業務員表現的關係。其中，以職等、任期、個人所得、保單成交件數、離職傾向、公司認同及工作滿意七個效標來代表業務員的表現。 本研究正式施測人數713人，有效樣本686人，其中，任期超過一年者390人，為本研究之效度分析樣本。結果顯示，本研究所編製之傳記式問卷內部一致性信度約為.6左右(N=686)，再測信度則約為 .8 (N = 31) 。同時效度方面，以職等、任期、個人所得、保單成交件數、離職傾向、公司認同及工作滿意七個效標，針對北南不同地區業務員，分別求取其迴歸係數。就北部地區而言(N=268)，效度係數中數為.45 ；就南部地區而言(N=132)，效度係數中數為.44。最後研究者提出本研究之限制，與學術研究及實務應用之建議。 / Although biographical information have been shown to be valid predictorsin selection,they have rarely been used in Taiwan, especially in practical field. Toward this end, 713 life insurance salesmen were asked to fill in the biographical inventory to provide personal life history data and 7 easures of the salesmen's performance (tenure,job level, earnings, the number of dealing, intent to leave, identification with the company, and job satisfaction)and 686 were valid. Totlally there are 101 items which can be divided to ten .dimensions in the inventory. The Cronbach alpha value is about .6 (N=686), and retest reliability is about .8 (N=31). Multiple regression analyses of the the factors scores against each of criterion easures of perfromance yield median correlation of .45 (N=268) for the Nouth Taiwan,and .44 (N=168) for the NorthTaiwan. Regression weights were nterpreted to explain the differentialimportance of the factors to the difference performance. The result of the study were interpreted as contributing to the enhanced understanding ofthe life history antecedents of salesmen's performance.

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

本研究目的旨在探討國中教師甄選口試，背景變項（口試委員特徵、應試者特徵、應試者學經歷）及口試委員心理因素（應試者儀容舉止、應試者受喜愛程、應試者教師專業、口試委員類我效應），如何影響國中教師甄選口試評價結果以及這些因素與口試評價結果間的因果關係模式。 本研究採用問卷調查法進行，研究工具為「口試評量表」。資料蒐集的對象以93年度台北縣、台北市及桃園縣擔任國中教師甄選之口試委員為對象。參與本研究之口試委員共78位，每位口試委員口試應試者的人數3至23人不等，共回收口試評量表883份，有效量表844份。每位口試委員填答之量表以10份作為本研究原始資料選取之基準，共選入有效量表570份進行資料分析。 根據資料分析的結果，本研究獲致結論如下：（1）口試委員口試經驗、教育程度、職務，應試者教育背景、任教領域等背景變項對口試評價結果有顯著影響。（2）本研究建構之「國中教師甄選口試決策模式」，獲得實證資料驗證。模式中各心理因素對口試評價結果之總效果以口試委員類我效應最強，其餘依次是應試者受喜愛程度、應試者教師專業、應試者儀容舉止。 / The purpose of my study aimed at investigating how the background variables (interviewer characteristics, applicant characteristics, the educational background and past experience of the applicants), the interviewer’s psychological factors (the appearance and behavior of the applicants, the likability of applicants, teacher specialty of the applicants, and the perceived similarity of the interviewer), influence the interview assessment of the teacher selection in junior high school. And how the relations of cause-effect modeling between those mentioned-above factors and the result of interview assessment are formed. The survey is used and the instrument is the Interview Assessment Form. The objects of data-gathering are those who are the interviewers of junior high school teacher selection in Taipei County, Taipei City, or in Taoyuan County, in 2004. A total of 78 interviewers participate in my research, and each interviewer has 3 to 23 interviewees. Thus, a total of 883 Interview Assessment Forms are collected, 844 of which are effective forms. The average ten Assessment Forms answered by each interviewer are chosen as the standard of the choice of original data, and a total of 570 effective Assessment Forms are selected for data analysis. According to the result of data analysis, the conclusions of my research are as follows: (1) Such background variables as the interviewer’s interview experience, level of education, job position, the educational background of the applicants, and teaching fields have significant influences upon the result of interview assessment. (2) The decision model of the interview of junior high school teacher selection well developed in study is verified by well-examined data. From the analysis of Structural Equation Modeling, the strongest influence of the psychological factors upon the total effect of interview assessment is the interviewer’s perceived similarity, followed by the likability of applicants, teacher specialty of the applicants, and the appearance and behavior of the applicants.

應徵者處於甄選面談的情境或多或少都會經驗到一定程度的焦慮，過去研究指出焦慮的確會對應徵者行為表現，以及面試官評價產生影響，本研究回顧文獻證據提出焦慮情緒狀態或許應視為造成面試官評價偏誤的來源之一；由情感事件理論的觀點，探討「氣氛營造」與「溫暖行為」能否降低應徵者焦慮情緒狀態對於應徵者行為的影響；以及探討面試官的「面談經驗」和「歸因傾向」對於應徵者行為和面試官評價的調節效果。本研究採取模擬面談法（mock interview），邀請一年內即將謀職的應徵者，以及具面談經驗的業界人士擔任面試官，進行一對一的甄選面談，蒐集應徵者和面試官雙方的配對資料，共計94筆。統計分析結果顯示「面談焦慮情緒狀態」對於「面試官評價」的影響，係完全透過應徵者「焦慮行為」所中介。並未如預期發現面試官「溫暖行為」與「氣氛營造」等行為，削弱應徵者焦慮情緒對其行為的影響，以及「面談經驗」和「歸因傾向」等面試官個人特性調節焦慮行為與面試官評價的負向關係。本研究分別針對應徵者和面試官雙方提出實務建議，以及提出未來可能的研究方向。 / Prior studies found that applicants’ anxious state influence applicants’ behaviors and in turn interviewer evaluations. The present study argues that anxiety may be one of transient errors biasing interviewer evaluations. Taking interpersonal skills and trait anxiety specific to employment interview into account, this study examines the relationship among anxious emotional state, applicants’ behaviors, and interviewer evaluation. Based upon affective event theory as overarching framework, I propose that rapport building and warm behavior of interviewers as affective events may generate applicants’ positive emotion mitigates the negative influence of anxiety state on applicants’ behavior. In addition, prior studies suggested that interview experience and attribution preferences influence information processes of interviewers. These interviewers’ characteristics may minimize the negative impact of applicants’ anxious behavior on interviewer evaluation. Mock interview with 94 perspective applicants at the time in pursuing jobs and 37 EMBA students as interviewer were recruited from 9 universities. Results of regression analyses showed that applicants’ anxious behavior mediate the relationship between anxiety state and interviewer evaluation. However, the moderating effects of rapport building and warm behavior on the relationship between interviewees’ anxiety state and behaviors did not receive support. The effects of applicants’ anxious behaviors on interviewer evaluation do not vary as function of interview experience and attribution preference. Discussions and future suggestions were provided.