1. NCCU Academic Hub
  2. 學術產出
  3. 商學院
  4. 學位論文
  5. Item

學術產出-學位論文

文章檢視/開啟

書目匯出

Google ScholarTM

政大圖書館

引文資訊

TAIR相關學術產出

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 7-八月-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.
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.
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.
Higgins, C. A., & Judge, T. A. (2004). The effect of applicant influence tactics on recruiter perceptions of fit and hiring recommendations: a field study. Journal of Applied Psychology, 89(4), 622-632.
Hitchcock, D. I. (1994). Asian values and the United States: How much conflict?. Center for Strategic and International Studies.
House, R. J., Hanges, P. J., Javidan, M., Dorfman, P. W., & Gupta, V. (2004). Culture, leadership, and organizations: The GLOBE study of 62 societies. Thousand Oaks, CA: SAGE.
Huffcutt, A. I., & Arthur, W. (1994). Hunter and Hunter (1984) revisited: Interview validity for entry-level jobs. Journal of Applied Psychology, 79(4), 184-190.
Huffcutt, A. I., & Woehr, D. J. (1999). Further analysis of employment interview validity: A quantitative evaluation of interviewer‐related structuring methods. Journal of Organizational Behavior, 20(4), 549-560.
Huffcutt, A. I., & Culbertson, S. S. (2011). Interviews APA handbook of industrial and organizational psychology (Vol. 2: Selecting and developing members for the organization, 185– 203). Washington, D.C.: American Psychological Association.
Jansen, A., König, C. J., Stadelmann, E. H., & Kleinmann, M. (2012). Applicants’ Self-Presentational Behavior. Journal of Personnel Psychology, 11, 77-85.
Kacmar, K. M., Delery, J. E., & Ferris, G. R. (1992). Differential Effectiveness of Applicant Impression Management Tactics on Employment Interview Decisions 1. Journal of Applied Social Psychology, 22(16), 1250-1272.
Kacmar, K. M., & Carlson, D. S. (1999). Effectiveness of impression management tactics across human resource situations. Journal of Applied Social Psychology, 29(6), 1293-1315.
Kristof-Brown, A., Barrick, M. R., & Franke, M. (2002). Applicant impression management: Dispositional influences and consequences for recruiter perceptions of fit and similarity. Journal of Management, 28(1), 27-46.
Kong, D., & Zhang, J. (2011). The research on Chinese ancient management philosophies` similarities with contemporary human resources management thoughts. Chinese Management Studies, 5(4), 368-379.
Kurman, J. (2001). Self-enhancement: Is it restricted to individualistic cultures?. Personality and Social Psychology Bulletin, 27(12), 1705-1716.
Lawshe, C. H. (1975). A quantitative approach to content validity. Personnel Psychology, 28(4), 563-575.
Lee, Y. T., & Ramaswami, A. (2013). Fitting person-environment fit theories into a cultural context. In Kristof-Brown, A. & Billsberry, J. (Eds.), Organizational fit: Key issues and new directions: 222-240. Wiley-Blackwell.
Levashina J. & Campion M. A. (2007). Measuring faking in the employment interview: Development and validation of an interview faking behavior scale. Journal of Applied Psychology, 92, 1638-1656.
Levashina, J., Hartwell, C. J., Morgeson, F. P., & Campion, M. A. (2014). The structured employment interview: Narrative and quantitative review of the research literature. Personnel Psychology, 67(1), 241-293.
Li, S., & Nesbit, P. L. (2014). An exploration of the HRM values of Chinese managers working in Western multinational enterprises in China: Implications for HR practice. The International Journal of Human Resource Management, 25(11), 1529-1546.
Macan, T. (2009). The employment interview: A review of current studies and directions for future research. Human Resource Management Review, 19(3), 203-218.
McCarthy, J. M., Van Iddekinge, C. H., & Campion, M. A. (2010). Are highly structured job interviews resistant to demographic similarity effects?. Personnel Psychology, 63(2), 325-359.
McFarland, L. A., Ryan, A. M., & Kriska, S. D. (2003). Impression management use and effectiveness across assessment methods. Journal of Management, 29(5), 641-661.
Myors, B., Lievens, F., Schollaert, E., Van Hoye, G., Cronshaw, S. F., Mladinic, A., ... & Schuler, H. (2008). International perspectives on the legal environment for selection. Industrial and Organizational Psychology, 1(2), 206-246.
Naor, M., Linderman, K., & Schroeder, R. (2010). The globalization of operations in Eastern and Western countries: Unpacking the relationship between national and organizational culture and its impact on manufacturing performance. Journal of Operations Management, 28(3), 194-205.
Peeters, H., & Lievens, F. (2006). Verbal and nonverbal impression management tactics in behavior description and situational interviews. International Journal of Selection and Assessment, 14(3), 206-222.
Posthuma, R. A., Morgeson, F. P., & Campion, M. A. (2002). Beyond employment interview validity: A comprehensive narrative review of recent research and trends over time. Personnel Psychology, 55(1), 1-81.
Proost, K., Schreurs, B., De Witte, K., & Derous, E. (2010). Ingratiation and self‐promotion in the selection interview: The effects of using single tactics or a combination of tactics on interviewer judgments. Journal of Applied Social Psychology, 40(9), 2155-2169.
Purkiss, S. L. S., Perrewé, P. L., Gillespie, T. L., Mayes, B. T., & Ferris, G. R. (2006). Implicit sources of bias in employment interview judgments and decisions. Organizational Behavior and Human Decision Processes, 101(2), 152-167.
Rarick, C. A. (2009). The historical roots of Chinese cultural values and managerial practices. Journal of International Business Research, 8(2), 59-66.
Robie, C., Tuzinski, K. A., & Bly, P. R. (2006). A survey of assessor beliefs and practices related to faking. Journal of Managerial Psychology, 21(7), 669-681.
Rolland, F., & Steiner, D. D. (2007). Test‐taker reactions to the selection process: Effects of outcome favorability, explanations, and voice on fairness perceptions. Journal of Applied Social Psychology, 37(12), 2800-2826.
Rosenfeld, P. (1997). Impression management, fairness, and the employment interview. Journal of Business Ethics, 16(8), 801-808.
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(5), 852-865.
Sandal, G. M., van de Vijver, F., Bye, H. H., Sam, D. L., Amponsah, B., Cakar, N., ... & Leontieva, A. (2014). Intended self-presentation tactics in job interviews: A 10-country study. Journal of Cross-Cultural Psychology, 45(6), 939-958.
Schlenker, B. R. (1980). Impression management: The self‐concept, social identity and interpersonal relations. Monterey, CA: Brooks/Cole.
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(5), 587-606.
Tedeschi, J. T., & Melburg, V. (1984). Impression management and influence in the organization. Research in the Sociology of Organizations, 3, 31–58.
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(1), 108-125.
Tsai, W. C., Huang, T. C., Wu, C. Y., & Lo, I. H. (2010). Disentangling the effects of applicant defensive impression management tactics in job interviews. International Journal of Selection and Assessment, 18(2), 131-140.
Wayne, S. J., & Ferris, G. R. (1990). Influence tactics, affect, and exchange quality in supervisor-subordinate interactions: A laboratory experiment and field study. Journal of applied psychology, 75(5), 487-499.
Wheatley, S. (2010). Making the right investment–recruitment and selection. Legal Information Management, 10(4), 279-282.
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 (作者) 俞庭瑄zh_TW
dc.contributor.author (作者) 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 7-八月-2019 17:12:51 (UTC+8)-
dc.date.available 7-八月-2019 17:12:51 (UTC+8)-
dc.date.issued (上傳時間) 7-八月-2019 17:12:51 (UTC+8)-
dc.identifier (其他 識別碼) 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.
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.
Higgins, C. A., & Judge, T. A. (2004). The effect of applicant influence tactics on recruiter perceptions of fit and hiring recommendations: a field study. Journal of Applied Psychology, 89(4), 622-632.
Hitchcock, D. I. (1994). Asian values and the United States: How much conflict?. Center for Strategic and International Studies.
House, R. J., Hanges, P. J., Javidan, M., Dorfman, P. W., & Gupta, V. (2004). Culture, leadership, and organizations: The GLOBE study of 62 societies. Thousand Oaks, CA: SAGE.
Huffcutt, A. I., & Arthur, W. (1994). Hunter and Hunter (1984) revisited: Interview validity for entry-level jobs. Journal of Applied Psychology, 79(4), 184-190.
Huffcutt, A. I., & Woehr, D. J. (1999). Further analysis of employment interview validity: A quantitative evaluation of interviewer‐related structuring methods. Journal of Organizational Behavior, 20(4), 549-560.
Huffcutt, A. I., & Culbertson, S. S. (2011). Interviews APA handbook of industrial and organizational psychology (Vol. 2: Selecting and developing members for the organization, 185– 203). Washington, D.C.: American Psychological Association.
Jansen, A., König, C. J., Stadelmann, E. H., & Kleinmann, M. (2012). Applicants’ Self-Presentational Behavior. Journal of Personnel Psychology, 11, 77-85.
Kacmar, K. M., Delery, J. E., & Ferris, G. R. (1992). Differential Effectiveness of Applicant Impression Management Tactics on Employment Interview Decisions 1. Journal of Applied Social Psychology, 22(16), 1250-1272.
Kacmar, K. M., & Carlson, D. S. (1999). Effectiveness of impression management tactics across human resource situations. Journal of Applied Social Psychology, 29(6), 1293-1315.
Kristof-Brown, A., Barrick, M. R., & Franke, M. (2002). Applicant impression management: Dispositional influences and consequences for recruiter perceptions of fit and similarity. Journal of Management, 28(1), 27-46.
Kong, D., & Zhang, J. (2011). The research on Chinese ancient management philosophies` similarities with contemporary human resources management thoughts. Chinese Management Studies, 5(4), 368-379.
Kurman, J. (2001). Self-enhancement: Is it restricted to individualistic cultures?. Personality and Social Psychology Bulletin, 27(12), 1705-1716.
Lawshe, C. H. (1975). A quantitative approach to content validity. Personnel Psychology, 28(4), 563-575.
Lee, Y. T., & Ramaswami, A. (2013). Fitting person-environment fit theories into a cultural context. In Kristof-Brown, A. & Billsberry, J. (Eds.), Organizational fit: Key issues and new directions: 222-240. Wiley-Blackwell.
Levashina J. & Campion M. A. (2007). Measuring faking in the employment interview: Development and validation of an interview faking behavior scale. Journal of Applied Psychology, 92, 1638-1656.
Levashina, J., Hartwell, C. J., Morgeson, F. P., & Campion, M. A. (2014). The structured employment interview: Narrative and quantitative review of the research literature. Personnel Psychology, 67(1), 241-293.
Li, S., & Nesbit, P. L. (2014). An exploration of the HRM values of Chinese managers working in Western multinational enterprises in China: Implications for HR practice. The International Journal of Human Resource Management, 25(11), 1529-1546.
Macan, T. (2009). The employment interview: A review of current studies and directions for future research. Human Resource Management Review, 19(3), 203-218.
McCarthy, J. M., Van Iddekinge, C. H., & Campion, M. A. (2010). Are highly structured job interviews resistant to demographic similarity effects?. Personnel Psychology, 63(2), 325-359.
McFarland, L. A., Ryan, A. M., & Kriska, S. D. (2003). Impression management use and effectiveness across assessment methods. Journal of Management, 29(5), 641-661.
Myors, B., Lievens, F., Schollaert, E., Van Hoye, G., Cronshaw, S. F., Mladinic, A., ... & Schuler, H. (2008). International perspectives on the legal environment for selection. Industrial and Organizational Psychology, 1(2), 206-246.
Naor, M., Linderman, K., & Schroeder, R. (2010). The globalization of operations in Eastern and Western countries: Unpacking the relationship between national and organizational culture and its impact on manufacturing performance. Journal of Operations Management, 28(3), 194-205.
Peeters, H., & Lievens, F. (2006). Verbal and nonverbal impression management tactics in behavior description and situational interviews. International Journal of Selection and Assessment, 14(3), 206-222.
Posthuma, R. A., Morgeson, F. P., & Campion, M. A. (2002). Beyond employment interview validity: A comprehensive narrative review of recent research and trends over time. Personnel Psychology, 55(1), 1-81.
Proost, K., Schreurs, B., De Witte, K., & Derous, E. (2010). Ingratiation and self‐promotion in the selection interview: The effects of using single tactics or a combination of tactics on interviewer judgments. Journal of Applied Social Psychology, 40(9), 2155-2169.
Purkiss, S. L. S., Perrewé, P. L., Gillespie, T. L., Mayes, B. T., & Ferris, G. R. (2006). Implicit sources of bias in employment interview judgments and decisions. Organizational Behavior and Human Decision Processes, 101(2), 152-167.
Rarick, C. A. (2009). The historical roots of Chinese cultural values and managerial practices. Journal of International Business Research, 8(2), 59-66.
Robie, C., Tuzinski, K. A., & Bly, P. R. (2006). A survey of assessor beliefs and practices related to faking. Journal of Managerial Psychology, 21(7), 669-681.
Rolland, F., & Steiner, D. D. (2007). Test‐taker reactions to the selection process: Effects of outcome favorability, explanations, and voice on fairness perceptions. Journal of Applied Social Psychology, 37(12), 2800-2826.
Rosenfeld, P. (1997). Impression management, fairness, and the employment interview. Journal of Business Ethics, 16(8), 801-808.
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(5), 852-865.
Sandal, G. M., van de Vijver, F., Bye, H. H., Sam, D. L., Amponsah, B., Cakar, N., ... & Leontieva, A. (2014). Intended self-presentation tactics in job interviews: A 10-country study. Journal of Cross-Cultural Psychology, 45(6), 939-958.
Schlenker, B. R. (1980). Impression management: The self‐concept, social identity and interpersonal relations. Monterey, CA: Brooks/Cole.
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(5), 587-606.
Tedeschi, J. T., & Melburg, V. (1984). Impression management and influence in the organization. Research in the Sociology of Organizations, 3, 31–58.
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(1), 108-125.
Tsai, W. C., Huang, T. C., Wu, C. Y., & Lo, I. H. (2010). Disentangling the effects of applicant defensive impression management tactics in job interviews. International Journal of Selection and Assessment, 18(2), 131-140.
Wayne, S. J., & Ferris, G. R. (1990). Influence tactics, affect, and exchange quality in supervisor-subordinate interactions: A laboratory experiment and field study. Journal of applied psychology, 75(5), 487-499.
Wheatley, S. (2010). Making the right investment–recruitment and selection. Legal Information Management, 10(4), 279-282.		zh_TW
dc.identifier.doi (DOI) 10.6814/NCCU201900313en_US