過去在防禦型印象管理策略前因的探討相當缺乏，應徵者端的前因文獻存在缺口，故本研究欲探討防禦型印象管理的三種策略：「道歉」、「開脫」與「合理化」策略的選擇因素包含應徵者的自我監控特質與國籍差異，並將五大人格特質納為本研究的控制變項。本研究採問卷法，透過紙本與網路兩種收集管道，總共收集了台灣與非台灣(歐洲)兩地共171份有效樣本，其中台灣為102份，非台灣(歐洲)則為69份。 本研究結果指出，應徵者在進行防禦型印象管理戰術選擇時會因國籍的不同而有差異，特別是對於「道歉」與「開脫」策略的影響，台灣樣本傾向使用前者，而歐洲樣本則傾向使用後者，然而「合理化」策略並未有差異；至於自我監控特質則僅影響「合理化」策略的使用，對「道歉」與「開脫」策略的使用並無影響。本研究結果同時提供面試官與應徵者如何解讀防禦型印象管理戰術；對企業而言，面試官並無法完全藉由應徵者使用的防禦型印象管理戰術推測其自我監控特質；對應徵者而言，合理化策略在研究結果中為一保守且安全的策略使用。 / In the past, there are lacks of researches studied about the antecedent of defensive impression management tactics. Especially the antecedents of applicants’ side are still unknown, and that is the purpose of this research. This research plans to explore the effects of applicants’ self-monitoring and nationality differences on the choices of applicants’ defensive impression management tactic. Paper and online questionnaire methods were conducted. 171 samples were been collected which were from Taiwan and non-Taiwan (Europe). There were 102 samples from Taiwan area and 69 samples were from non-Taiwan area which is Europe area. The results show that the nationality differences affect applicants’ choices of defensive management tactics, especially apology and excuse tactics. Samples from Taiwan area tend to choose apology tactic. However, samples from non-Taiwan (Europe) area prefer to choose excuse tactic in the same situation. And self-monitoring only affects justification tactic. These results can provide the guidance for both interviewers and applicants. For interviewers, it’s not suitable to infer applicant’s self-monitoring by the tactic he/she chose. And for applicants, justification tactic could be a safe option in such situation.

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.