| dc.contributor.advisor | 蔡維奇 | zh_TW |
| dc.contributor.author (Authors) | 曾可堯 | zh_TW |
| dc.creator (作者) | 曾可堯 | zh_TW |
| dc.date (日期) | 2008 | en_US |
| dc.date.accessioned | 11-Sep-2009 17:01:50 (UTC+8) | - |
| dc.date.available | 11-Sep-2009 17:01:50 (UTC+8) | - |
| dc.date.issued (上傳時間) | 11-Sep-2009 17:01:50 (UTC+8) | - |
| dc.identifier (Other Identifiers) | G0953550461 | en_US |
| dc.identifier.uri (URI) | https://nccur.lib.nccu.edu.tw/handle/140.119/30002 | - |
| 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 | zh_TW |
| dc.description (描述) | 95355046 | zh_TW |
| dc.description (描述) | 97 | zh_TW |
| dc.description.abstract (摘要) | 儘管實證研究發現高結構面談工具能有效提升面談的信度與效度，但目前探討影響面試官對於高結構面談使用意圖的前因研究仍相對缺乏。本研究以Big Five五大人格特質中的外向性、親和性及勤勉審慎性為主要變數，討論面試官人格特質對於高結構面談使用意願的影響。同時，根據Siegel-Jacobs與Yates (2006)研究建議將知覺責任感進一步細分為知覺程序責任與知覺結果責任，分別釐清其是否會影響面試官對於高結構面談的偏好，並檢視此兩個變數是否會干擾面試官人格特質與對高結構面談使用意圖之間的關係。 本研究的樣本收集自342位直線主管與人資專員，結果顯示具備高勤勉審慎性特質、以及知覺程序責任與知覺結果責任程度高的面試官會增加對高結構面談的使用意願。此外，在面試官人格特質與知覺責任感之交互作用上，本研究發現當面試官知覺結果責任程度愈高時，會加強高勤勉審慎性的面試官與對高結構面談使用意圖之正向關係。另外，本研究也意外發現具高親和性特質之面試官會傾向使用高結構面談；並且當面試官知覺結果責任程度愈高時，會強化外向性與對高結構面談使用意願之負向關係。 | zh_TW |
| dc.description.abstract (摘要) | Although empirical studies have found high structured interviews (HSI) have higher criterion-related validity and reliability than those of low structured interviews, the issue of interviewer intentions to use HSI remains largely unexamined so far. This study examines the effects of interviewer personality traits, including Big Five- extraversion, agreeableness, and conscientiousness, on interviewer intentions to use HSI. In addition, felt accountability has been recognized as a crucial factor throughout the interview process. According to Siegel-Jacobs and Yates (2006), there are two distinct types of accountability: procedural accountability (PA) and outcome accountability (OA). Therefore, we further examine how these two variables influence interviewer intentions to use HSI, and see if they will moderate the relationships between interviewer personality traits and interviewer intentions to use HSI. Using a sample of 342 line managers and HR specialists, the results showed that interviewers with high conscientiousness and perceived high PA and OA tended to use HSI. Moreover, with regard to the interacting effects of interviewer personality traits and felt accountability, the present study found that when highly conscientious interviewers perceived higher OA, they would increase their willingness to conduct HSI. Unexpectedly, we found interviewers’ high agreeableness was positively related to their intentions to use HSI. Besides, it was surprising that high OA would strengthen negative main effects of extraversion and interviewer intentions to adopt HSI. Practical and theoretical implications are discussed. | en_US |
| dc.description.tableofcontents | 摘要 I ABSTRACT II 目錄 III 圖目錄 IV 表目錄 IV 第一章 緒論 1 第二章 文獻探討 5 第一節 高結構面談定義與內涵 5 第二節 面試官人格特質對高結構面談使用意圖之影響 13 第三節 知覺責任感對高結構面談使用意圖之影響 18 第四節 知覺責任感的干擾角色 22 第五節 控制變數 29 第三章 研究方法 30 第一節 研究架構 30 第二節 研究樣本與施測程序 30 第三節 研究工具與測量方法 31 第四節 研究分析方法 36 第四章 研究結果 38 第一節 研究結果 38 第二節 補充分析 45 第五章 研究結論與建議 48 第一節 結果討論 48 第二節 理論與實務意涵 52 第三節 研究限制與未來研究方向 56 參考文獻 59 附錄 71 | zh_TW |
| dc.language.iso | en_US | - |
| dc.source.uri (資料來源) | http://thesis.lib.nccu.edu.tw/record/#G0953550461 | en_US |
| dc.subject (關鍵詞) | 結構化面談 | zh_TW |
| dc.title (題名) | 面試官人格特質對高結構面談使用意圖影響之研究：以知覺責任感為干擾變數 | zh_TW |
| dc.type (資料類型) | thesis | en |
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