1. NCCU Academic Hub
  2. Publications
  3. College of Commerce
  4. Theses
  5. Item

Publications-Theses

Article View/Open

Publication Export

Google ScholarTM

NCCU Library

Citation Infomation

Related Publications in TAIR

Title小組面談中面試官與應徵者性別相似性對面談評分之影響─面談流程與面試官間性別相似性之調節效果
The influence of interviewer-Applicant gender similarity on interviewer ratings in panel Interviews -- The moderation effects of interview design
Creator吳思蓉
Wu, Szu Jung
Contributor蔡維奇
Tsai, W. C.
吳思蓉
Wu, Szu Jung
Key Words小組面談
性別相似性
分數公開
小組討論
Date2010
Date Issued9-May-2016 16:14:22 (UTC+8)
Summary面談為業界最常使用的員工甄選方式之一，而面談的形勢又以一對一面談及多對一面談，亦即小組面談最為常見，然同樣作為業界常用之面談形式，過去已有許多相關研究針對一對一面談進行討論，但小組面談的實證研究卻仍相對缺乏。事實上，小組面談經常被推薦作為甄選員工的方式，其效度亦在1990年代初期獲得學者驗證，故研究者認為，可進一步探討小組面談情境中，影響面談評分之因素。
本研究之目的有三：第一，探討小組面談情境中，個別面試官與應徵者之性別相似性，在其個人給予面談評分時所扮演的角色；第二，探討面談流程對性別相似性與面談評分之關係的調節效果；第三，探討面試官間性別相似性，對面試官與應徵者性別相似性與面談評分之關係的調節效果。因此，本研究所欲探討之問題為：小組面談中，面試官與應徵者性別相似性對面談評分之影響為何？當加入「分數公開」與「小組討論」之面談流程及「面試官間性別相似性」，將如何干擾或調節前述因性別相似性對面談評分所造成之影響？
本研究採用準實驗法，為2（面試官與應徵者性別相似與否）× 2（分數公開與否）× 2（小組討論與否）實驗設計，邀請三所大學商學院或管理學院之在職專班或經營管理專班之學生共120人擔任受試者，即為面試官的角色。而後以T檢定進行操弄檢定，以卡方檢定及單因子變異數進行隨機分派檢測，至於假說檢定之分析方法則為迴歸分析。
研究結果指出，面試官應徵者間性別相似吸引效果未獲支持，面試官對於同性別之應徵者的評分，將視情境而定：若於小組面談中加入分數公開流程，將影響性別相似性對面談評分的效果，但小組討論流程卻未如預期產生調節作用；另外，本研究亦發現面試官間性別相似性之調節效果達顯著，當面試官間為不同性別時，則面試官應徵者間的性別相似吸引效果存在，而當面試官之間性別相同時，將使得主效果受到減抑。
參考文獻 Cheers 快樂工作人雜誌（2008年5月）。五個CEO徵才預告！未來熱門職務？2008年5月，取自http://www.cheers.com.tw/doc/print.jspx?id=40288ae4199cf10f01199d4d05710771

聯合晚報（2009年6月6日）。職場少徵鮮，畢業生長期抗戰。2009年6月6日，取自
http://pro.udnjob.com/mag2/pro/storypage.jsp?f_MAIN_ID=161&f_SUB_ID=366&f_ART_ID=49821

吳祉芸 (2008)，甄選面談中應徵者防禦型面談管理策略及效果之研究，國立政治大學企業管理研究所博士論文。

羅逸琁 (2007)，工作面談情境中應徵者防衛型印象管理策略應用之有效性研究，國立政治大學企業管理研究所碩士論文。

Aries, E. (1987). Gender and communication. In P. Shaver & C. Hendrick (Eds), Sex and Gender, pp. 149-176. Newbury Park, CA: Sage.

Aronson, E. & Carlsmith, J. M. (1968). Experimentation in social psychology. In G. Lindzey & E. Arnson (eds.), Handbook of social psychology (2nd ed., vol. 2). Reading, MA: Addison-Wesley, 1-79.

Aronson, E., Carlsmith, J. M., Ellsworth, P. C., & Gonzales, M. H. (1990). Methods of research in social psychology (2nd ed.). New York: McGraw-Hill.

Arvey, R. D., & Campion, J. E. (1982). The employment interview: A summary and review of recent research. Personnel Psychology, 35, 281-322.

Baker, M. A. (1991). Gender and verbal communication in professional settings: A review of research. Management Communication Quarterly, 5, 36-63.

Baron, R. A. (1989). Impression management by applicants during employment interviews: The “too much of good thing” effect. In R. W. Eder & G. R. Ferris (Eds.), The employment interview: Theory, research, and practice: 204-215. Newbury Park, CA: Sage.

Berscheid, E., & Walster, E. (1969). Interpersonal attraction. Reading, MA: Addison-Wesley.

Brass, D. J. (1985). Men’s and women’s networks: A study of interaction patterns and influence in an organization. Academy of Management Journal, 38, 327-343.

Brtek, M. D., & Motowidlo, S. J. (2002). Effects of procedure and outcome accountability on interview validity. Journal of Applied Psychology, 87, 185-191.

Buckley, M. R., Jackson, K. A., Bolino, M. C., Veres, J. G., & Field, H. S. (2007). The influence of relational demography on panel interview ratings: a field experiment. Personnel Psychology, 60, 627-646.

Burnswik, E. (1955). Representative design and probabilistic theory in functional psychology. Psychological Review, 62, 193-217.

Byrne, D. (1971). The attraction paradigm. New York: Wiley.
Callen, V. J. (1993). Subordinate-manager communication in different sex dyads: Consequences for job satisfaction. Journal of Occupational and Organizational Psychology, 66, 13-27.

Campion, M.A., Palmer, D.K., & Campion, J.E. (1997). A Review of structure in the selection interview. Personnel Psychology, 50, 655–702.

Chen, Y. C., Tsai, W. C., & Hu, C. (2008). The influences of interviewer-related and situational factors on interviewer reactions to high structured job interviews. The International Journal of Human Resource Management, 19, 1056-1071.

Davis, L. E., Strube, M. J., & Cheng, L. (1995). Too many blacks, too many whites: Is there a racial balance? Basic and Applied Social Psychology, 17, 119-135.

Dipboye, R. L. (1992). Selection interviews: Process perspectives.Cincinnati, OH: South-Western.

Dipboye, R.L. (1994). Structured and Unstructured Selection Interviews: Beyond the Job-fit Model. Research in Personnel and Human Resource Management, 12, 79–123.

Doise, W. (1978). Groups and individuals: Explanation in social psychology. Cambridge, England: Cambridge University Press.

Eagly, A. H., & Johnson, B. T. (1990). Gender and leadership style: A meta-analysis. Psychological Bulletin, 108, 233-256.

Ford, J. K., & Weldon, E. (1981). Forewarning and accountability: Effects on memory-based interpersonal judgments. Personality and Social Psychology Bulletin, 7, 264-268.

Gallois, C., Callan, V. J., & Palmer, J. M. (1992). The influence of applicant communication style and interviewer characteristics on hiring decisions. Journal of Applied Social Psychology, 22, 1041-1060.

Gaugler, B. B., Rosenthal, D. B., Thornton, G. C., Ill, & Bentson, C. (1987). Meta-analysis of assessment center validity. Journal of Applied Psychology, 72, 493-511.

Gilmore, D. C., & Ferris, G. R. (1989). The effects of applicant impression management tactics on interviewer judgments. Journal of Management, 15, 557-564.

Graves, L. M., & Powell, G.. N. (1996). Sex similarity, quality of the employment interview and recruiters’ evaluation of actual applicants. Journal of Occupational Psychology, 69, 243-261.

Harrison, A. A. (1976). Individual and groups: Understanding social behavior. Belmont, CA: Wadsworth.

Hazer, J. T., & Jacobson, J. R. (2003). Effects of screener self-monitoring on the relationships among applicant positive self-presentation, objective credentials and employability ratings. Journal of Management, 29, 119-138.

Howard, J. L., & Ferris, G. R. (1996). The employment interview context: Social and situational influences on interview decisions. Journal of Applied Psychology, 26, 112-136.

Huffcutt, A.I., & Arthur, W. (1994). Hunter and Hunter (1984), Revisited: Interview validity for entry level jobs. Journal of Applied Psychology, 79, 184–190.

Huffcutt, A. I., & Woehr, D. J. (1999). Futher analysis of employment interview validity: A quantitative evaluation of interviewer-related structuring methods. Journal of Organizational Behavior, 20, 549-560.

Ibarra, H. (1993). Personal networks of women and minorities in management: A conceptual framework. Academy of Management Review, 18, 56-87.

Jansen, P. G. W. & Stoop, B. A. M. (2001). The dynamics of assessment center validity: result of a 7-year study. Journal of Applied Psychology, 86, 741-753.

Klimoski, R. J., & Inks, L. (1990). Accountability forces in performance appraisal. Organizational Behavior and Human Decision Processes, 45,194-208.

Lievens, F., Harris, M. M., Keer, E. V., & Bisqueret, C. (2003). Predicting cross-cultural training performance: The validity of personality, cognitive ability, and dimensions measured by an assessment center and a behavior description interview. Journal of Applied Psychology, 88, 476-489.

Lin, T. R., Dobbins, G. H., & Farh, J. L. (1992). A field study of race and age similarity effects on interview ratings in conventional and situational interviews. Journal of Applied Psychology, 77, 363-371.

Lincoln, J. R., & Miller, J. (1979). Work and friendship ties in organizations: A comparative analysis of relational networks. Administrative Science Quarterly, 24, 181-199.

London, M., Smither, J. W., & Adsit, D. J. (1997). Accountability: The Achilles’ heel of multisource feedback. Group & Organization Management, 22, 162-184.

McDonald, T., & Hakel, M. D., (1985). Effects of applicant race, sex, suitability, and answers on interviewer’s questioning strategy and ratings. Personnel Psychology, 38, 321-334.

McFarland, L. A., Ryan, A. M., Sacco, J. M., & Kriska, S. D. (2004). Examination of structured interview ratings across time: the effects of applicant race, rater race, and panel composition. Journal of Management, 30(4), 435-452.

McGrath, J. E. (1998). A view of group composition through a group-theoretic lens. In D. E. Gruenfeld (Ed.), Research on managing teams and groups: Composition: 255-272. Greenwich, CT: JAI Press

Messick, D., & Mackie, D. (1989). Intergroup relations. Annual Review of Psychology, 40, 45-81.

Milliken, F. J., & Martins, L. L. (1996). Searching for common threads: Understanding the multiple effects of diversity in organizational groups. Academy of Management Review, 21, 402-443.

Peters, L. H., & Terborg, J. R. (1975). The effects of temporal placement of infavorable information and attitude similarity on personnel selection decisions. Organizational Behavior and Human Performance, 13, 279-283.

Prewett-Livingston A. J., Field, H. S., Veres, J. G., & Lewis, P. M. (1996). Effects of race on interview ratings in a situational panel interview. Journal of Applied Psychology, 81, 178-186.

Pulakos, E. D., Schmitt, N., Whitney, D., & Smith, M. (1996). Individual differences in interviewer ratings: The impact of standardization, consensus discussion, and sampling error on the validity of a structured interview. Personnel Psychology, 49, 85-102.

Rand, T. M., & Wexley, K. N. (1975). Demonstration of the effect ‘similar to me’ in simulated employment interviews. Psychological Reports, 36, 535-544.

Rozelle, R. M., & Baxter, J. C. (1981). Influence of role pressures on the perceiver: Judgments of videotaped interviews varying judge accountability and responsibility. Journal of Applied Psychology, 66, 437-441.

Sacco, J. M., Scheu, C. R., Ryan, A. M., & Schmitt, N. (2003). An investigation of race and sex similarity effects in interviews: A multilevel approach to relational demography. Journal of Applied Psychology, 88, 852-865.

Sagie, A. (1996). Effects of leader’s communication style and participative goal setting on performance and attitudes. Human Performance, 9, 51-64.

Schlenker, B. R., Britt, T. W., Pennington, J., Murphy, R., & Doherty, K. (1994). The triangle model of responsibility. Psychological Review, 101, 632-652.

Schmitt, N., Gooding, R. Z., Noe, R. A., & Kirsch, M. (1984). Metaanalyses of validity studies published between 1964 and 1982 and the investigation of study characteristics. Personnel Psychology, 37, 407-422.

Siegel-Jacobs, K., & Yates, J. F. (1996). Effects of procedural and outcome accountability on judgment quality. Organizational Behavior and Human Decision Processes, 65, 1-17.

Stevens, C. K., & Kristof, A. L. (1995). Making the right impression: A field study of applicant impression management during job interviews. Journal of Applied Psychology, 80, 587-606.

Stone-Romero, E. F. (2002). The relative validity and usefulness of various empirical research designs. In S. G. Rogelberg (Ed.), Handbook of research methods in industrial and organizational psychology (pp. 77-98). Malden, MA: Blackwell.

Tajfel, H. (1981). Human groups and social categories: Studies in social psychology. Cambridge: Cambridge University Press.

Tetlock, P. E., & Boettger, R. (1989). Accountability: A social magnifier of the dilution effect. Journal of Personality and Social Psychology, 57, 388-398.
Tetlock, P. E. (1983). Accountability and the complexity of thought. Journal of Personality and Social Psychology, 45, 74-83.

Tsai, W. C., Chen, C. C., & Chiu, S. F. (2005). Exploring boundaries of the effects of applicant impression management tactics in job interviews. Journal of Management, 31, 108-125.

Tsai, W. C., Huang, T. C., & Yu, H. H. (2006). Interviewer responses to applicant physical attractiveness and non-verbal behavior: A field study of moderating effects of interviewer fit perception of job sex-type and customer-contact requirements. Paper presented at the 26th International Congress of Applied Psychology, Athens, Greece.

Turner, J. C. (1984). Social identification and psychological group formation. In H. Tajfel (Ed.), The social dimension: European developments in social psychology (pp. 518-538). Cambridge, England: Cambridge University Press.

Turner, J. C., Hogg, M.A., Oakes, P. J., Reicher, S. D., & Wetherell, M. S. (1987). Rediscovering the social group: A self-categorization theory. New York: Basil Blackwell.

Tunnel, G. B. (1977). Three dimensions of naturalness: An expanded definition of field research. Psychological Bulletin, 84, 426-37.

Wiley, M. G. & Eskilson, A. (1985). Speech style, gender stereotypes and corporate success: What if women talk more like men? Sex Roles, 12, 993-1007.

Wu, C. Y., Huang, C. H., & Wang, A. P. (2008). The effects of interview structure components on inter-interviewer agreement in job panel interview. Paper will be presented at AoM 2008 Annual Meeting (Aug. 8 – Aug. 13, 2008) in Anaheim, USA.

Zenger, T. R., & Lawrence, B. S. (1989). Organizational demography: The differential effects of age and tenure distributions on technical communication. Academy of Management Journal, 32, 353-376.
Description碩士
國立政治大學
企業管理學系
96355012
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0096355012
Typethesis
dc.contributor.advisor 蔡維奇zh_TW
dc.contributor.advisor Tsai, W. C.en_US
dc.contributor.author (Authors) 吳思蓉zh_TW
dc.contributor.author (Authors) Wu, Szu Jungen_US
dc.creator (作者) 吳思蓉zh_TW
dc.creator (作者) Wu, Szu Jungen_US
dc.date (日期) 2010en_US
dc.date.accessioned 9-May-2016 16:14:22 (UTC+8)-
dc.date.available 9-May-2016 16:14:22 (UTC+8)-
dc.date.issued (上傳時間) 9-May-2016 16:14:22 (UTC+8)-
dc.identifier (Other Identifiers) G0096355012en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/95434-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 企業管理學系zh_TW
dc.description (描述) 96355012zh_TW
dc.description.abstract (摘要) 面談為業界最常使用的員工甄選方式之一，而面談的形勢又以一對一面談及多對一面談，亦即小組面談最為常見，然同樣作為業界常用之面談形式，過去已有許多相關研究針對一對一面談進行討論，但小組面談的實證研究卻仍相對缺乏。事實上，小組面談經常被推薦作為甄選員工的方式，其效度亦在1990年代初期獲得學者驗證，故研究者認為，可進一步探討小組面談情境中，影響面談評分之因素。
本研究之目的有三：第一，探討小組面談情境中，個別面試官與應徵者之性別相似性，在其個人給予面談評分時所扮演的角色；第二，探討面談流程對性別相似性與面談評分之關係的調節效果；第三，探討面試官間性別相似性，對面試官與應徵者性別相似性與面談評分之關係的調節效果。因此，本研究所欲探討之問題為：小組面談中，面試官與應徵者性別相似性對面談評分之影響為何？當加入「分數公開」與「小組討論」之面談流程及「面試官間性別相似性」，將如何干擾或調節前述因性別相似性對面談評分所造成之影響？
本研究採用準實驗法，為2（面試官與應徵者性別相似與否）× 2（分數公開與否）× 2（小組討論與否）實驗設計，邀請三所大學商學院或管理學院之在職專班或經營管理專班之學生共120人擔任受試者，即為面試官的角色。而後以T檢定進行操弄檢定，以卡方檢定及單因子變異數進行隨機分派檢測，至於假說檢定之分析方法則為迴歸分析。
研究結果指出，面試官應徵者間性別相似吸引效果未獲支持，面試官對於同性別之應徵者的評分，將視情境而定：若於小組面談中加入分數公開流程，將影響性別相似性對面談評分的效果，但小組討論流程卻未如預期產生調節作用；另外，本研究亦發現面試官間性別相似性之調節效果達顯著，當面試官間為不同性別時，則面試官應徵者間的性別相似吸引效果存在，而當面試官之間性別相同時，將使得主效果受到減抑。		zh_TW
dc.description.tableofcontents 第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的與問題 3

第二章 文獻探討 5
第一節 性別相似性 6
一、 相似吸引 6
二、 社會認同理論 7
第二節 小組面談流程與面試官間性別相似性的調節效果 9
一、 分數公開與否 10
二、 小組討論與否 10
三、 面試官間性別相似性 11

第三章 研究方法 13
第一節 研究架構 13
第二節 研究設計 13
一、 前導研究 14
二、 研究樣本 14
三、 實驗設計 15
四、 實驗操弄 18
五、 主測樣本 18
六、 衡量 20
七、 分析方法 23

第四章 統計分析與結果 24
第一節 操弄檢定與受試者知覺檢測 24
第二節 研究假說驗證 25

第五章 結論與建議 29
第一節 理論意涵 29
一、 面試官與應徵者性別相似性對面談評分的影響 29
二、 分數公開的調節效果 31
三、 面試官間性別相似性的調節效果 32
四、 小組討論未產生調節效果 33
五、 外表吸引力及非口語行為的效果 35
第二節 管理意涵 36
一、 面試官間性別相似性 36
二、 分數公開與小組討論 36
第三節 研究限制與未來研究建議 38
一、 研究結果類推性 38
二、 面試官人數 39
第四節 總結 40

參考文獻 41
【附錄一】 實驗劇本 50
【附錄二】 主要研究施測問卷 53

圖目錄
圖 1 研究架構圖 15
圖 2 分數公開與否調節效果圖 30
圖 3 面試官間性別相似性調節效果圖 30

表目錄
表 1 操弄組合分配表 (一) 21
表 2 操弄組合分配表 (二) 21
表 3 面談題目列表 17
表 4 相關係數表 26
表 5 迴歸分析表 28		zh_TW
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0096355012en_US
dc.subject (關鍵詞) 小組面談zh_TW
dc.subject (關鍵詞) 性別相似性zh_TW
dc.subject (關鍵詞) 分數公開zh_TW
dc.subject (關鍵詞) 小組討論zh_TW
dc.title (題名) 小組面談中面試官與應徵者性別相似性對面談評分之影響─面談流程與面試官間性別相似性之調節效果zh_TW
dc.title (題名) The influence of interviewer-Applicant gender similarity on interviewer ratings in panel Interviews -- The moderation effects of interview designen_US
dc.type (資料類型) thesisen_US
dc.relation.reference (參考文獻) Cheers 快樂工作人雜誌（2008年5月）。五個CEO徵才預告！未來熱門職務？2008年5月，取自http://www.cheers.com.tw/doc/print.jspx?id=40288ae4199cf10f01199d4d05710771

聯合晚報（2009年6月6日）。職場少徵鮮，畢業生長期抗戰。2009年6月6日，取自
http://pro.udnjob.com/mag2/pro/storypage.jsp?f_MAIN_ID=161&f_SUB_ID=366&f_ART_ID=49821

吳祉芸 (2008)，甄選面談中應徵者防禦型面談管理策略及效果之研究，國立政治大學企業管理研究所博士論文。

羅逸琁 (2007)，工作面談情境中應徵者防衛型印象管理策略應用之有效性研究，國立政治大學企業管理研究所碩士論文。

Aries, E. (1987). Gender and communication. In P. Shaver & C. Hendrick (Eds), Sex and Gender, pp. 149-176. Newbury Park, CA: Sage.

Aronson, E. & Carlsmith, J. M. (1968). Experimentation in social psychology. In G. Lindzey & E. Arnson (eds.), Handbook of social psychology (2nd ed., vol. 2). Reading, MA: Addison-Wesley, 1-79.

Aronson, E., Carlsmith, J. M., Ellsworth, P. C., & Gonzales, M. H. (1990). Methods of research in social psychology (2nd ed.). New York: McGraw-Hill.

Arvey, R. D., & Campion, J. E. (1982). The employment interview: A summary and review of recent research. Personnel Psychology, 35, 281-322.

Baker, M. A. (1991). Gender and verbal communication in professional settings: A review of research. Management Communication Quarterly, 5, 36-63.

Baron, R. A. (1989). Impression management by applicants during employment interviews: The “too much of good thing” effect. In R. W. Eder & G. R. Ferris (Eds.), The employment interview: Theory, research, and practice: 204-215. Newbury Park, CA: Sage.

Berscheid, E., & Walster, E. (1969). Interpersonal attraction. Reading, MA: Addison-Wesley.

Brass, D. J. (1985). Men’s and women’s networks: A study of interaction patterns and influence in an organization. Academy of Management Journal, 38, 327-343.

Brtek, M. D., & Motowidlo, S. J. (2002). Effects of procedure and outcome accountability on interview validity. Journal of Applied Psychology, 87, 185-191.

Buckley, M. R., Jackson, K. A., Bolino, M. C., Veres, J. G., & Field, H. S. (2007). The influence of relational demography on panel interview ratings: a field experiment. Personnel Psychology, 60, 627-646.

Burnswik, E. (1955). Representative design and probabilistic theory in functional psychology. Psychological Review, 62, 193-217.

Byrne, D. (1971). The attraction paradigm. New York: Wiley.
Callen, V. J. (1993). Subordinate-manager communication in different sex dyads: Consequences for job satisfaction. Journal of Occupational and Organizational Psychology, 66, 13-27.

Campion, M.A., Palmer, D.K., & Campion, J.E. (1997). A Review of structure in the selection interview. Personnel Psychology, 50, 655–702.

Chen, Y. C., Tsai, W. C., & Hu, C. (2008). The influences of interviewer-related and situational factors on interviewer reactions to high structured job interviews. The International Journal of Human Resource Management, 19, 1056-1071.

Davis, L. E., Strube, M. J., & Cheng, L. (1995). Too many blacks, too many whites: Is there a racial balance? Basic and Applied Social Psychology, 17, 119-135.

Dipboye, R. L. (1992). Selection interviews: Process perspectives.Cincinnati, OH: South-Western.

Dipboye, R.L. (1994). Structured and Unstructured Selection Interviews: Beyond the Job-fit Model. Research in Personnel and Human Resource Management, 12, 79–123.

Doise, W. (1978). Groups and individuals: Explanation in social psychology. Cambridge, England: Cambridge University Press.

Eagly, A. H., & Johnson, B. T. (1990). Gender and leadership style: A meta-analysis. Psychological Bulletin, 108, 233-256.

Ford, J. K., & Weldon, E. (1981). Forewarning and accountability: Effects on memory-based interpersonal judgments. Personality and Social Psychology Bulletin, 7, 264-268.

Gallois, C., Callan, V. J., & Palmer, J. M. (1992). The influence of applicant communication style and interviewer characteristics on hiring decisions. Journal of Applied Social Psychology, 22, 1041-1060.

Gaugler, B. B., Rosenthal, D. B., Thornton, G. C., Ill, & Bentson, C. (1987). Meta-analysis of assessment center validity. Journal of Applied Psychology, 72, 493-511.

Gilmore, D. C., & Ferris, G. R. (1989). The effects of applicant impression management tactics on interviewer judgments. Journal of Management, 15, 557-564.

Graves, L. M., & Powell, G.. N. (1996). Sex similarity, quality of the employment interview and recruiters’ evaluation of actual applicants. Journal of Occupational Psychology, 69, 243-261.

Harrison, A. A. (1976). Individual and groups: Understanding social behavior. Belmont, CA: Wadsworth.

Hazer, J. T., & Jacobson, J. R. (2003). Effects of screener self-monitoring on the relationships among applicant positive self-presentation, objective credentials and employability ratings. Journal of Management, 29, 119-138.

Howard, J. L., & Ferris, G. R. (1996). The employment interview context: Social and situational influences on interview decisions. Journal of Applied Psychology, 26, 112-136.

Huffcutt, A.I., & Arthur, W. (1994). Hunter and Hunter (1984), Revisited: Interview validity for entry level jobs. Journal of Applied Psychology, 79, 184–190.

Huffcutt, A. I., & Woehr, D. J. (1999). Futher analysis of employment interview validity: A quantitative evaluation of interviewer-related structuring methods. Journal of Organizational Behavior, 20, 549-560.

Ibarra, H. (1993). Personal networks of women and minorities in management: A conceptual framework. Academy of Management Review, 18, 56-87.

Jansen, P. G. W. & Stoop, B. A. M. (2001). The dynamics of assessment center validity: result of a 7-year study. Journal of Applied Psychology, 86, 741-753.

Klimoski, R. J., & Inks, L. (1990). Accountability forces in performance appraisal. Organizational Behavior and Human Decision Processes, 45,194-208.

Lievens, F., Harris, M. M., Keer, E. V., & Bisqueret, C. (2003). Predicting cross-cultural training performance: The validity of personality, cognitive ability, and dimensions measured by an assessment center and a behavior description interview. Journal of Applied Psychology, 88, 476-489.

Lin, T. R., Dobbins, G. H., & Farh, J. L. (1992). A field study of race and age similarity effects on interview ratings in conventional and situational interviews. Journal of Applied Psychology, 77, 363-371.

Lincoln, J. R., & Miller, J. (1979). Work and friendship ties in organizations: A comparative analysis of relational networks. Administrative Science Quarterly, 24, 181-199.

London, M., Smither, J. W., & Adsit, D. J. (1997). Accountability: The Achilles’ heel of multisource feedback. Group & Organization Management, 22, 162-184.

McDonald, T., & Hakel, M. D., (1985). Effects of applicant race, sex, suitability, and answers on interviewer’s questioning strategy and ratings. Personnel Psychology, 38, 321-334.

McFarland, L. A., Ryan, A. M., Sacco, J. M., & Kriska, S. D. (2004). Examination of structured interview ratings across time: the effects of applicant race, rater race, and panel composition. Journal of Management, 30(4), 435-452.

McGrath, J. E. (1998). A view of group composition through a group-theoretic lens. In D. E. Gruenfeld (Ed.), Research on managing teams and groups: Composition: 255-272. Greenwich, CT: JAI Press

Messick, D., & Mackie, D. (1989). Intergroup relations. Annual Review of Psychology, 40, 45-81.

Milliken, F. J., & Martins, L. L. (1996). Searching for common threads: Understanding the multiple effects of diversity in organizational groups. Academy of Management Review, 21, 402-443.

Peters, L. H., & Terborg, J. R. (1975). The effects of temporal placement of infavorable information and attitude similarity on personnel selection decisions. Organizational Behavior and Human Performance, 13, 279-283.

Prewett-Livingston A. J., Field, H. S., Veres, J. G., & Lewis, P. M. (1996). Effects of race on interview ratings in a situational panel interview. Journal of Applied Psychology, 81, 178-186.

Pulakos, E. D., Schmitt, N., Whitney, D., & Smith, M. (1996). Individual differences in interviewer ratings: The impact of standardization, consensus discussion, and sampling error on the validity of a structured interview. Personnel Psychology, 49, 85-102.

Rand, T. M., & Wexley, K. N. (1975). Demonstration of the effect ‘similar to me’ in simulated employment interviews. Psychological Reports, 36, 535-544.

Rozelle, R. M., & Baxter, J. C. (1981). Influence of role pressures on the perceiver: Judgments of videotaped interviews varying judge accountability and responsibility. Journal of Applied Psychology, 66, 437-441.

Sacco, J. M., Scheu, C. R., Ryan, A. M., & Schmitt, N. (2003). An investigation of race and sex similarity effects in interviews: A multilevel approach to relational demography. Journal of Applied Psychology, 88, 852-865.

Sagie, A. (1996). Effects of leader’s communication style and participative goal setting on performance and attitudes. Human Performance, 9, 51-64.

Schlenker, B. R., Britt, T. W., Pennington, J., Murphy, R., & Doherty, K. (1994). The triangle model of responsibility. Psychological Review, 101, 632-652.

Schmitt, N., Gooding, R. Z., Noe, R. A., & Kirsch, M. (1984). Metaanalyses of validity studies published between 1964 and 1982 and the investigation of study characteristics. Personnel Psychology, 37, 407-422.

Siegel-Jacobs, K., & Yates, J. F. (1996). Effects of procedural and outcome accountability on judgment quality. Organizational Behavior and Human Decision Processes, 65, 1-17.

Stevens, C. K., & Kristof, A. L. (1995). Making the right impression: A field study of applicant impression management during job interviews. Journal of Applied Psychology, 80, 587-606.

Stone-Romero, E. F. (2002). The relative validity and usefulness of various empirical research designs. In S. G. Rogelberg (Ed.), Handbook of research methods in industrial and organizational psychology (pp. 77-98). Malden, MA: Blackwell.

Tajfel, H. (1981). Human groups and social categories: Studies in social psychology. Cambridge: Cambridge University Press.

Tetlock, P. E., & Boettger, R. (1989). Accountability: A social magnifier of the dilution effect. Journal of Personality and Social Psychology, 57, 388-398.
Tetlock, P. E. (1983). Accountability and the complexity of thought. Journal of Personality and Social Psychology, 45, 74-83.

Tsai, W. C., Chen, C. C., & Chiu, S. F. (2005). Exploring boundaries of the effects of applicant impression management tactics in job interviews. Journal of Management, 31, 108-125.

Tsai, W. C., Huang, T. C., & Yu, H. H. (2006). Interviewer responses to applicant physical attractiveness and non-verbal behavior: A field study of moderating effects of interviewer fit perception of job sex-type and customer-contact requirements. Paper presented at the 26th International Congress of Applied Psychology, Athens, Greece.

Turner, J. C. (1984). Social identification and psychological group formation. In H. Tajfel (Ed.), The social dimension: European developments in social psychology (pp. 518-538). Cambridge, England: Cambridge University Press.

Turner, J. C., Hogg, M.A., Oakes, P. J., Reicher, S. D., & Wetherell, M. S. (1987). Rediscovering the social group: A self-categorization theory. New York: Basil Blackwell.

Tunnel, G. B. (1977). Three dimensions of naturalness: An expanded definition of field research. Psychological Bulletin, 84, 426-37.

Wiley, M. G. & Eskilson, A. (1985). Speech style, gender stereotypes and corporate success: What if women talk more like men? Sex Roles, 12, 993-1007.

Wu, C. Y., Huang, C. H., & Wang, A. P. (2008). The effects of interview structure components on inter-interviewer agreement in job panel interview. Paper will be presented at AoM 2008 Annual Meeting (Aug. 8 – Aug. 13, 2008) in Anaheim, USA.

Zenger, T. R., & Lawrence, B. S. (1989). Organizational demography: The differential effects of age and tenure distributions on technical communication. Academy of Management Journal, 32, 353-376.		zh_TW