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題名 企業工作面談情境下，台灣求職者使用的自我導向印象管理戰術，有獨特之處嗎？一項探索性研究
An Exploratory Study Examining: Whether Taiwanese Applicants Will Use Unique Self-Focused Impression Management Tactics in Job Interviews?
作者 俞庭瑄
Yu, Ting-Hsuan
貢獻者 蔡維奇
Tsai, Wei-Chi
俞庭瑄
Yu, Ting-Hsuan
關鍵詞 印象管理
自我導向印象管理
工作面談
日期 2019
上傳時間 7-Aug-2019 17:12:51 (UTC+8)
摘要 本研究是為了瞭解在工作面談情境下，台灣求職者使用的自我導向印象管理戰術，是否有其獨特之處？

本研究透過訪談歸納與文獻演繹發展問卷40題，共訪問30位台灣求職者，歸納台灣求職者使用的自我導向印象管理戰術；同時依據過去文獻中的自我導向印象管理戰術分類，整2理為五類戰術：「例證（模範）」、「居功」、「自我加強」、「自我推銷」與「克服困難」。

共收集189位台灣求職者資料，進行探索性因素分析研究，結果發現台灣求職者所使用的自我導向印象管理戰術可分為：「功勞共享」、「工作態度行為值得他人學習」、「分析思考能力值得他人學習」、「自我推銷」與「自我加強」等五類。

本研究發現台灣求職者在工作面談情境中，當提及工作成就功勞歸屬時，並不會完全獨享成就的功勞，而會提及是因為有團隊或他人的協助，自己才能成功，將功勞與他人共享，這與過去印象管理文獻中，求職者會將功勞多數歸於自己，明顯有所不同。
The purpose of this study is to understand whether the Taiwanese applicants will use unique self-focused impression management tactics in job interviews.

The questionnaire which consisted of 40 questions was found by the applicants’ interviews and the past studies. This study interviewed 30 Taiwanese applicants to understand the self-focused impression management tactics they used. Also, summarized the past studies and classified the impression management tactics to five tactics: “Exemplification（Model）, Entitlement, Self-enhancement, Self-Promotion, & Overcome obstacle.”

Participants consisted of 189 Taiwanese applicants. Result of the exploratory factor analysis showed that applicants in Taiwan would use five impression management tactics, including: “Credit Sharing, Work Attitude as Model, Analysis Thinking Ability as Model, Self-Promotion, & Self-enhancement.”

Previous studies indicate that applicants tend to take major responsibility for positive performance. However, this study finds that Taiwanese applicants use an obviously different tactics, Credit Sharing. In job interviews, the Taiwanese applicants mention the achievements are from the others help.
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紀乃文、陳皓怡、楊美玉、鄭妃君與蔡維奇。（2008）。個人-工作適配量表發展: 多元構面觀點。管理學報，25（5），577-598。
張崇旂。（2010）。從比較文化談台灣英語學習的文化衝突。興大人文學報， 44，267-288。
劉妍。（2011）。中西隐喻差异之文化解。遼寧行政學院學報，13（2），149-150。
Becton, J. B., Feild, H. S., Giles, W. F., & Jones‐Farmer, A. (2008). Racial differences in promotion candidate performance and reactions to selection procedures: a field study in a diverse top‐management context. Journal of Organizational Behavior, 29(3), 265-285.
Bell, A. H. (1992). Extraviewing: Innovative ways to hire the best. Homewood, IL: Business One Irwin.
Bolino, M. C., & Turnley, W. H. (1999). Measuring impression management in organizations: A scale development based on the Jones and Pittman taxonomy. Organizational Research Methods, 2(2), 187-206.
Bolino, M. C., Kacmar, K. M., Turnley, W. H., & Gilstrap, J. B. (2008). A multi-level review of impression management motives and behaviors. Journal of Management, 34(6), 1080-1109.
Bolino, M., Long, D., & Turnley, W. (2016). Impression management in organizations: Critical questions, answers, and areas for future research. Annual Review of Organizational Psychology and Organizational Behavior, 3, 377-406.
Bozeman, D. P., & Kacmar, K. M. (1997). A cybernetic model of impression management processes in organizations. Organizational Behavior and Human Decision Processes, 69(1), 9-30.
Breaugh, J. A. (2013). Employee recruitment. Annual Review of Psychology, 64, 389-416.
Budhwar, P. S., Varma, A., & Patel, C. (2016). Convergence-divergence of HRM in the Asia-Pacific: Context-specific analysis and future research agenda. Human Resource Management Review, 26(4), 311-326.
Bye, H. H., Sandal, G. M., van de Vijver, F. J., Sam, D. L., Çakar, N. D., & Franke, G. H. (2011). Personal values and intended self‐presentation during job interviews: A cross‐cultural comparison. Applied Psychology, 60(1), 160-182.
Chen, C. C., Yang, I. W. F., & Lin, W. C. (2010). Applicant impression management in job interview: The moderating role of interviewer affectivity. Journal of Occupational and Organizational Psychology, 83(3), 739-757.
Chen, C. C., & Lin, M. M. (2014). The effect of applicant impression management tactics on hiring recommendations: Cognitive and affective processes. Applied Psychology, 63(4), 698-724.
Chuang, A., Hsu, R. S., Wang, A. C., & Judge, T. A. (2015). Does West “fit” with East? In search of a Chinese model of person–environment fit. Academy of Management Journal, 58(2), 480-510.
Conway, J. M., Jako, R. A., & Goodman, D. F. (1995). A meta-analysis of interrater and internal consistency reliability of selection interviews. Journal of Applied Psychology, 80(5), 565-579.
Dipboye, R. L. (1992). Selection interviews: Process perspectives. Cincinnati, OH: South‐Western.
Drory, A., & Zaidman, N. (2007). Impression management behavior: effects of the organizational system. Journal of Managerial Psychology, 22(3), 290-308.
Ellis, A. P., West, B. J., Ryan, A. M., & DeShon, R. P. (2002). The use of impression management tactics in structured interviews: A function of question type?. Journal of Applied Psychology, 87(6), 1200-1208.
Erdogan, I. (2011). Development of a scale to measure impression management in job interviews. World Journal of Social Science, 1(5), 82-97.
England, G. W., & Harpaz, I. (1990). How working is defined: National contexts and demographic and organizational role influences. Journal of Organizational Behavior, 11(4), 253-266.
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Granovetter, M. (1985). Economic action and social structure: The problem of embeddedness. American Journal of Sociology, 91(3), 481-510.
Heine, S. J. (2003). Making sense of East Asian self-enhancement. Journal of Cross-Cultural Psychology, 34(5), 596-602.
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Jansen, A., König, C. J., Stadelmann, E. H., & Kleinmann, M. (2012). Applicants’ Self-Presentational Behavior. Journal of Personnel Psychology, 11, 77-85.
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描述 碩士
國立政治大學
企業管理研究所(MBA學位學程)
106363084
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0106363084
資料類型 thesis
dc.contributor.advisor 蔡維奇zh_TW
dc.contributor.advisor Tsai, Wei-Chien_US
dc.contributor.author (Authors) 俞庭瑄zh_TW
dc.contributor.author (Authors) Yu, Ting-Hsuanen_US
dc.creator (作者) 俞庭瑄zh_TW
dc.creator (作者) Yu, Ting-Hsuanen_US
dc.date (日期) 2019en_US
dc.date.accessioned 7-Aug-2019 17:12:51 (UTC+8)-
dc.date.available 7-Aug-2019 17:12:51 (UTC+8)-
dc.date.issued (上傳時間) 7-Aug-2019 17:12:51 (UTC+8)-
dc.identifier (Other Identifiers) G0106363084en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/125064-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 企業管理研究所(MBA學位學程)zh_TW
dc.description (描述) 106363084zh_TW
dc.description.abstract (摘要) 本研究是為了瞭解在工作面談情境下，台灣求職者使用的自我導向印象管理戰術，是否有其獨特之處？

本研究透過訪談歸納與文獻演繹發展問卷40題，共訪問30位台灣求職者，歸納台灣求職者使用的自我導向印象管理戰術；同時依據過去文獻中的自我導向印象管理戰術分類，整2理為五類戰術：「例證（模範）」、「居功」、「自我加強」、「自我推銷」與「克服困難」。

共收集189位台灣求職者資料，進行探索性因素分析研究，結果發現台灣求職者所使用的自我導向印象管理戰術可分為：「功勞共享」、「工作態度行為值得他人學習」、「分析思考能力值得他人學習」、「自我推銷」與「自我加強」等五類。

本研究發現台灣求職者在工作面談情境中，當提及工作成就功勞歸屬時，並不會完全獨享成就的功勞，而會提及是因為有團隊或他人的協助，自己才能成功，將功勞與他人共享，這與過去印象管理文獻中，求職者會將功勞多數歸於自己，明顯有所不同。		zh_TW
dc.description.abstract (摘要) The purpose of this study is to understand whether the Taiwanese applicants will use unique self-focused impression management tactics in job interviews.

The questionnaire which consisted of 40 questions was found by the applicants’ interviews and the past studies. This study interviewed 30 Taiwanese applicants to understand the self-focused impression management tactics they used. Also, summarized the past studies and classified the impression management tactics to five tactics: “Exemplification（Model）, Entitlement, Self-enhancement, Self-Promotion, & Overcome obstacle.”

Participants consisted of 189 Taiwanese applicants. Result of the exploratory factor analysis showed that applicants in Taiwan would use five impression management tactics, including: “Credit Sharing, Work Attitude as Model, Analysis Thinking Ability as Model, Self-Promotion, & Self-enhancement.”

Previous studies indicate that applicants tend to take major responsibility for positive performance. However, this study finds that Taiwanese applicants use an obviously different tactics, Credit Sharing. In job interviews, the Taiwanese applicants mention the achievements are from the others help.		en_US
dc.description.tableofcontents 中文摘要 I
英文摘要 II
壹 緒論 1
一、 研究背景 1
二、 研究重要性與目的 2
貳 文獻探討 5
一、 工作面談 5
二、 面談中的印象管理戰術 6
三、 自我導向印象管理戰術 7
四、 文化對求職者自我導向印象管理戰術內涵的影響 10
參 研究方法 14
一、 前導研究 14
二、 問卷發展 15
三、 因素分析 22
肆 研究結果 24
一、 探索性因素分析 24
二、 補充分析 34
伍 結論與建議 37
一、 理論貢獻 37
二、 研究限制 39
三、 未來研究建議 40
參考文獻 41
附錄一：前導測驗訪綱 48
附錄二：正式訪談訪綱 50
附錄三：正式問卷題目 52		zh_TW
dc.format.extent 1455769 bytes-
dc.format.mimetype application/pdf-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0106363084en_US
dc.subject (關鍵詞) 印象管理zh_TW
dc.subject (關鍵詞) 自我導向印象管理zh_TW
dc.subject (關鍵詞) 工作面談zh_TW
dc.title (題名) 企業工作面談情境下，台灣求職者使用的自我導向印象管理戰術，有獨特之處嗎？一項探索性研究zh_TW
dc.title (題名) An Exploratory Study Examining: Whether Taiwanese Applicants Will Use Unique Self-Focused Impression Management Tactics in Job Interviews?en_US
dc.type (資料類型) thesisen_US
dc.relation.reference (參考文獻) 王隽。（2006）。东西方文化差异浅谈。雲夢學刊，27（2），31-32。
紀乃文、陳皓怡、楊美玉、鄭妃君與蔡維奇。（2008）。個人-工作適配量表發展: 多元構面觀點。管理學報，25（5），577-598。
張崇旂。（2010）。從比較文化談台灣英語學習的文化衝突。興大人文學報， 44，267-288。
劉妍。（2011）。中西隐喻差异之文化解。遼寧行政學院學報，13（2），149-150。
Becton, J. B., Feild, H. S., Giles, W. F., & Jones‐Farmer, A. (2008). Racial differences in promotion candidate performance and reactions to selection procedures: a field study in a diverse top‐management context. Journal of Organizational Behavior, 29(3), 265-285.
Bell, A. H. (1992). Extraviewing: Innovative ways to hire the best. Homewood, IL: Business One Irwin.
Bolino, M. C., & Turnley, W. H. (1999). Measuring impression management in organizations: A scale development based on the Jones and Pittman taxonomy. Organizational Research Methods, 2(2), 187-206.
Bolino, M. C., Kacmar, K. M., Turnley, W. H., & Gilstrap, J. B. (2008). A multi-level review of impression management motives and behaviors. Journal of Management, 34(6), 1080-1109.
Bolino, M., Long, D., & Turnley, W. (2016). Impression management in organizations: Critical questions, answers, and areas for future research. Annual Review of Organizational Psychology and Organizational Behavior, 3, 377-406.
Bozeman, D. P., & Kacmar, K. M. (1997). A cybernetic model of impression management processes in organizations. Organizational Behavior and Human Decision Processes, 69(1), 9-30.
Breaugh, J. A. (2013). Employee recruitment. Annual Review of Psychology, 64, 389-416.
Budhwar, P. S., Varma, A., & Patel, C. (2016). Convergence-divergence of HRM in the Asia-Pacific: Context-specific analysis and future research agenda. Human Resource Management Review, 26(4), 311-326.
Bye, H. H., Sandal, G. M., van de Vijver, F. J., Sam, D. L., Çakar, N. D., & Franke, G. H. (2011). Personal values and intended self‐presentation during job interviews: A cross‐cultural comparison. Applied Psychology, 60(1), 160-182.
Chen, C. C., Yang, I. W. F., & Lin, W. C. (2010). Applicant impression management in job interview: The moderating role of interviewer affectivity. Journal of Occupational and Organizational Psychology, 83(3), 739-757.
Chen, C. C., & Lin, M. M. (2014). The effect of applicant impression management tactics on hiring recommendations: Cognitive and affective processes. Applied Psychology, 63(4), 698-724.
Chuang, A., Hsu, R. S., Wang, A. C., & Judge, T. A. (2015). Does West “fit” with East? In search of a Chinese model of person–environment fit. Academy of Management Journal, 58(2), 480-510.
Conway, J. M., Jako, R. A., & Goodman, D. F. (1995). A meta-analysis of interrater and internal consistency reliability of selection interviews. Journal of Applied Psychology, 80(5), 565-579.
Dipboye, R. L. (1992). Selection interviews: Process perspectives. Cincinnati, OH: South‐Western.
Drory, A., & Zaidman, N. (2007). Impression management behavior: effects of the organizational system. Journal of Managerial Psychology, 22(3), 290-308.
Ellis, A. P., West, B. J., Ryan, A. M., & DeShon, R. P. (2002). The use of impression management tactics in structured interviews: A function of question type?. Journal of Applied Psychology, 87(6), 1200-1208.
Erdogan, I. (2011). Development of a scale to measure impression management in job interviews. World Journal of Social Science, 1(5), 82-97.
England, G. W., & Harpaz, I. (1990). How working is defined: National contexts and demographic and organizational role influences. Journal of Organizational Behavior, 11(4), 253-266.
Farh, J. L., Zhong, C. B., & Organ, D. W. (2004). Organizational citizenship behavior in the People`s Republic of China. Organization Science, 15(2), 241-253.
Fell, C. B., König, C. J., & Kammerhoff, J. (2016). Cross-cultural differences in the attitude toward applicants’ faking in job interviews. Journal of Business and Psychology, 31(1), 65-85.
Ferris, G. R., & Judge, T. A. (1991). Personnel/human resources management: A political influence perspective. Journal of Management, 17(2), 447-488.
Gatewood, R.D., Field, H.S., & Barrick, M. (2008). Human Resource Selection, Sixth Edition. Mason, OH: Thomson South-Western.
Gilmore, D. C., & Ferris, G. R. (1989). The effects of applicant impression management tactics on interviewer judgments. Journal of Management, 15(4), 557-564.
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dc.identifier.doi (DOI) 10.6814/NCCU201900313en_US