| dc.contributor.advisor | 蔡維奇 | zh_TW |
| dc.contributor.author (作者) | 曾可堯 | zh_TW |
| dc.creator (作者) | 曾可堯 | zh_TW |
| dc.date (日期) | 2008 | en_US |
| dc.date.accessioned | 11-九月-2009 17:01:50 (UTC+8) | - |
| dc.date.available | 11-九月-2009 17:01:50 (UTC+8) | - |
| dc.date.issued (上傳時間) | 11-九月-2009 17:01:50 (UTC+8) | - |
| dc.identifier (其他 識別碼) | 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 |
| dc.relation.reference (參考文獻) | 行政院主計處新聞稿（民97年)，95年工商及服務業普查初步統計結果，http://www.dgbas.gov.tw/ | zh_TW |
| dc.relation.reference (參考文獻) | Ajzen, I. (1991). The theory of planned behavior. Organizational Behavior and | zh_TW |
| dc.relation.reference (參考文獻) | Human Decision Processes, 50, 179-211. | zh_TW |
| dc.relation.reference (參考文獻) | Allinson, C. W., & Hayes, J. (1996). The cognitive style index: A measure of intuition-analysis for organizational research. Journal of Management Studies, 33, 119-135. | zh_TW |
| dc.relation.reference (參考文獻) | Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103, 411-423. | zh_TW |
| dc.relation.reference (參考文獻) | Ashton, R. H. (1992). Effects of justification and a mechanical aid on judgment performance. Organizational Behavior and Human Decision Processes, 51, 416-446. | zh_TW |
| dc.relation.reference (參考文獻) | Bagozzi, R. P., & Yi, Y. (1991). Multitrait-multimethods matrices in consumer research. Journal of Consumer Research, 17, 426-439. | zh_TW |
| dc.relation.reference (參考文獻) | Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44, 1-26. | zh_TW |
| dc.relation.reference (參考文獻) | Barrick, M. R., & Mount, M. K. (2000). Select on conscientiousness and emotional stability. In E. A. Locke (Eds.), Handbook of principles of organizational behavior (pp.15-28). Malden, MA: Blackwell. | zh_TW |
| dc.relation.reference (參考文獻) | Barrick, M. R., Mount, M. K., & Gupta, R. (2003). Meta-analysis of the relationship between the five-factor model of personality and Holland’s occupational types. Personnel Psychology, 56, 45-74. | zh_TW |
| dc.relation.reference (參考文獻) | Barrick, M. R., Mount, M. K., & Judge, T. A. (2001). Personality and performance at the beginning of the new millennium: What do we know and where do we go next? International Journal of Selection and Assessment, 9, 9-30. | zh_TW |
| dc.relation.reference (參考文獻) | Ree, M. J., & Carretta, T. R. (2006). The role of measurement error in familiar statistics. Organizational Research Methods, 9, 99-112. | zh_TW |
| dc.relation.reference (參考文獻) | Robert, E. C. (1967). Selection interview decisions: The effect of interviewer experience, relative quota situation, and applicant sample on interviewer decisions. Personnel Psychology, 20, 259-280. | zh_TW |
| dc.relation.reference (參考文獻) | 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. | zh_TW |
| dc.relation.reference (參考文獻) | Rynes, S. L., Barber, A. E., & Varma, G. H. (2000). Research on the employment interview: Usefulness for practice and recommendations for future research. In C. Cooper, & E. Locke (Eds.), Industrial and organizational psychology: Linking theory with practice (pp. 250-277). Oxford: Blackwell. | zh_TW |
| dc.relation.reference (參考文獻) | Salgado, J. F. (2002). The Big Five personality dimensions and counterproductive behaviors. International Journal of Selection and Assessment, 10, 117-125. | zh_TW |
| dc.relation.reference (參考文獻) | Seibert, S. E., & Kraimer, M. L. (2001). The five-factor model of personality and career success. Journal of Vocational Behavior, 58, 1-21. | zh_TW |
| dc.relation.reference (參考文獻) | 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. | zh_TW |
| dc.relation.reference (參考文獻) | Simonson, I., & Staw, B. M. (1992). Deescalation strategies: A comparison of techniques for reducing commitment to losing courses of action. Journal of Applied Psychology, 77, 419-426. | zh_TW |
| dc.relation.reference (參考文獻) | Simonson, I., & Nye, P. (1992). The effect of accountability on susceptibility to decision errors. Organizational Behavior and Human Decision Processes, 51, 416-446. | zh_TW |
| dc.relation.reference (參考文獻) | Smith, P. C., & Kendall, L. M. (1963). Retranslation of expectations: An approach to the construction of unambiguous anchors for rating scales. Journal of Applied Psychology, 47, 149-155. | zh_TW |
| dc.relation.reference (參考文獻) | Terpstra, D. E., & Rozell, E. J. (1997). Why some potentially effective staffing practices are seldom used. Public Personnel Management, 26, 483-495. | zh_TW |
| dc.relation.reference (參考文獻) | Steers, R., & Braunstein, D. (1976). A behaviorally based measure of manifest need in work settings. Journal of vocational Behavior, 9, 251-266. | zh_TW |
| dc.relation.reference (參考文獻) | Stewart, G. L., Carson, K. P., & Cardy, R. L. (1996). The joint effects of conscientiousness and self leadership training on employee self-directed behavior in a service setting. Personnel Psychology, 49, 143-164. | zh_TW |
| dc.relation.reference (參考文獻) | Tetlock, P. E. (1983). Accountability and the complexity of thought. Journal of Personality and Social Psychology, 45, 74-83. | zh_TW |
| dc.relation.reference (參考文獻) | Tetlock, P. E. (1985). Accountability: The neglected social context of judgment and choice. In B. M. Staw, & L. L. Cummings (Eds.), Research in organizational behavior (vol. 7, pp. 297-332). Greenwich, CT: JAI Press. | zh_TW |
| dc.relation.reference (參考文獻) | Tetlock, P. E., Skitka, L., & Boettger, R. (1989). Social and cognitive strategies for coping with accountability: Conformity, complexity, and bolstering. Journal of Personality and Social Psychology, 57, 632-640. | zh_TW |
| dc.relation.reference (參考文獻) | Touhey, J. C. (1972). Role perception and the relative influence of the perceiver and the perceived. Journal of Social Psychology, 87, 213-217. | zh_TW |
| dc.relation.reference (參考文獻) | Tullar, W. L. (1989). Relational control in the employment interview. Journal of Applied Psychology, 74, 971-977. | zh_TW |
| dc.relation.reference (參考文獻) | Van der Zee, K., Wabeke, R. (2004). Is trait-emotional intelligence simply or more than just a trait? European Journal of Personality, 18, 243-263. | zh_TW |
| dc.relation.reference (參考文獻) | Van der Zee, K. I., Bakker, P., & Bakker, A. B. (2002). Why are structured interviews so rarely used in personnel selection? Journal of Applied Psychology, 87, 176-184. | zh_TW |
| dc.relation.reference (參考文獻) | Weigold, M. F., & Schlenker, B. R. (1991). Accountability and risk raking. Personality and Social Psychology Bulletin, 17, 25-29. | zh_TW |
| dc.relation.reference (參考文獻) | Wiesner, W. H., & Cronshaw, S. (1988). The moderating impact of interview format and degree of structure on interview validity. Journal of Occupational Psychology, 61, 275-290. | zh_TW |
| dc.relation.reference (參考文獻) | Barrick, M. R., Mount, M. K., & Strauss, J. P. (1993). Conscientiousness and performance of sales representatives: Test of the mediating effects of goal setting. Journal of Applied Psychology, 78, 715-722. | zh_TW |
| dc.relation.reference (參考文獻) | Yang, S. C., Hung, W. C., Sung, K., & Farn, C. K. (2006). Investigating initial trust toward e-tailers from the elaboration likelihood model perspective. Psychology and Marketing, 23, 429-445. | zh_TW |
| dc.relation.reference (參考文獻) | Zhang, Y., & Mittal, V. (2005). Decision difficulty: Effects of procedural and outcome accountability. Journal of Consumer Research, 32, 465-472. | zh_TW |
| dc.relation.reference (參考文獻) | Barrick, M. R., Stewart, G. L., Neubert, M. J., & Mount, M. K. (1998). Relating member ability and personality to work-team processes and team effectiveness. Journal of Applied Psychology, 83, 377-391. | zh_TW |
| dc.relation.reference (參考文獻) | Baxter, J. C., Hill, P. C., Brock, B., & Rozelle, R. M. (1981). The perceiver and the perceived revisited. Personality and Social Psychology Bulletin, 7, 91-96. | zh_TW |
| dc.relation.reference (參考文獻) | Beach, L. R. (1990). Image theory: Decision making in personal and organizational contexts. Chichester: John Wiley. | zh_TW |
| dc.relation.reference (參考文獻) | Beach, L. R., & Mitchell, T. R. (1978). A contingency model for the selection of decision strategies. Academy of Management Review, 3, 439-449. | zh_TW |
| dc.relation.reference (參考文獻) | Behling, O. (1998). Employee selection: Will intelligence and conscientiousness do the job? Academy of Management Executive, 12, 77-86. | zh_TW |
| dc.relation.reference (參考文獻) | Bourne, E. (1977). Can we describe an individual`s personality? Agreement on stereotyped versus individual attributes. Journal of Personality and Social Psychology, 35, 863-872. | zh_TW |
| dc.relation.reference (參考文獻) | Brtek, M. D., & Motowidlo, S. J. (2002). Effects of procedure and outcome accountability on interview validity. Journal of Applied Psychology, 87, 185-191. | zh_TW |
| dc.relation.reference (參考文獻) | Buss, A. H. (1991). Evolutionary personality psychology. Annual Review of Psychology, 42, 459–492. | zh_TW |
| dc.relation.reference (參考文獻) | Campion, M. A., Palmer, D. K., & Campion, J. E. (1997). A review of structure in the selection interview. Personnel Psychology, 50, 655-702. | zh_TW |
| dc.relation.reference (參考文獻) | Campion, M. A., Pursell, E. D., & Brown, B. K. (1988). Structured interviewing: Raising the psychometric properties of the employment interview. Personnel Psychology, 41, 25-42. | zh_TW |
| dc.relation.reference (參考文獻) | Chaiken, S. (1980). Heuristic versus systematic information processing and the use of source versus message cues in persuasion. Journal of Personality and Social Psychology, 39, 752-766. | zh_TW |
| dc.relation.reference (參考文獻) | Chapman, D. S., & Zweig, D. I. (2005). Developing a nomological network for interview structure: Antecedents and consequences of the structured selection interview. Personnel Psychology, 58, 673-702. | zh_TW |
| dc.relation.reference (參考文獻) | 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. International Journal of Human Resources Management, 19, 1056-1071. | zh_TW |
| dc.relation.reference (參考文獻) | Church, A. H. (1996). From both sides now: The employee interview－the great pretender. Industrial Psychologist, 34, 108-117. | zh_TW |
| dc.relation.reference (參考文獻) | Cohen, J. & Cohen, P. (1983). Applied multiple regression/ correlation analysis for the behavioral science (2nd ed.). Hillsdale, NJ: Erlbaum. | zh_TW |
| dc.relation.reference (參考文獻) | Conway, J. M., & Huffcutt, A. I. (2003). A review and evaluation of exploratory factor analysis practices in organizational research. Organizational Research Methods, 6, 147-168. | zh_TW |
| dc.relation.reference (參考文獻) | Costa, P. T., Jr., & McCrae, R. R. (1992). Revised NEO Personality Inventory (NEO-PI-R) and NEO Five Factor Inventory (NEO-FFI) professional manual. Odessa, FL: Psychological Assessment Resources. | zh_TW |
| dc.relation.reference (參考文獻) | Cvetkovich, G. (1978). Cognitive accommodation, language, and social responsibility. Social Psychology, 41, 149-155. | zh_TW |
| dc.relation.reference (參考文獻) | DeYoung, C. G., Peterson, J. B., & Higgins, D. M. (2002). Higher-order factors of the Big Five predict conformity: Are there neuroses of health? Personality and Individual Differences, 33, 533-552. | zh_TW |
| dc.relation.reference (參考文獻) | DeYoung, C. G., Quilty, L. C., & Peterson, J. B. (2007). Between facets and domains: 10 aspects of the Big Five. Journal of Personality and Social Psychology, 93, 880-896. | zh_TW |
| dc.relation.reference (參考文獻) | Dipboye, R. L. (1992). Selection interviews: Process perspectives. Cincinnati, OH: South-Western. | zh_TW |
| dc.relation.reference (參考文獻) | Dipboye, R. L. (1994). Structured and unstructured selection interviews: Beyond the job-fit model. In G. Ferris (Ed.), Research in Personnel and Human Resources Management (vol.12, pp. 79-123), Greenwich, CT: JAI Press. | zh_TW |
| dc.relation.reference (參考文獻) | Dipboye, R. L. (1997). Structured selection interviews: Why do they work? Why are they underutilized? In N. Anderson & P. Herriot (Eds.), International handbook of selection and assessment (pp. 455-473). New York: Wiley. | zh_TW |
| dc.relation.reference (參考文獻) | Dipboye, R. L., & Gaugler, B. B. (1993). Cognitive and behavioral processes in the selection interview. In N. Schmitt, & W. Borman (Eds.), Personnel selection in organizations (pp. 135-170). San Francisco: Jossey-Bass. | zh_TW |
| dc.relation.reference (參考文獻) | Dornbusch, S. M., Hastorf, A. H., Richardson, S. A., Muzzy, R. E., & Vreeland, R. S. (1965). The perceiver and the perceived: Their relative influence on the categories of interpersonal cognition. Journal of Personality and Social Psychology, 1, 434-440. | zh_TW |
| dc.relation.reference (參考文獻) | Dougherty, T. W., Turban, D. B., & Callender, J. C. (1994). Confirming first impressions in the employment interview: A field study of interviewer behavior. Journal of Applied Psychology, 79, 659-665. | zh_TW |
| dc.relation.reference (參考文獻) | Dudley, N. M., Orvis, K. A., Lebiecki, J. E., & Cortina J. M. (2006). A meta-analytic investigation of conscientiousness in the prediction of job performance: Examining the intercorrelations and the incremental validity of narrow traits. Journal of Applied Psychology, 91, 40-57. | zh_TW |
| dc.relation.reference (參考文獻) | Eder, R. W. (1989). Contextual effects on interview decisions. In R. W. Eder, & G. R. Ferris (Eds.), The employment interview: Theory, Research, and Practice (pp. 113-126). Newbury Park, CA: Sage. | zh_TW |
| dc.relation.reference (參考文獻) | Ferris, G. R., Mitchell, T. R., Canavan, P. J., Frink, D. D., & Hopper, H. (1995). Accountability in human resource systems. In G. R. Ferris, S. D. Rosen, & D. T. Barnum (Eds.), Handbook of human resource management (pp. 175-196). Oxford: Blackwell. | zh_TW |
| dc.relation.reference (參考文獻) | Frink, D. D., & Ferris, G. R. (1998). Accountability, impression management, and goal setting in the performance evaluation process. Human Relations, 51, 1259-1283. | zh_TW |
| dc.relation.reference (參考文獻) | Goldberg, L. R. (1992). The development of markers for the Big-Five factor structure. Psychological Assessment, 4, 26-42. | zh_TW |
| dc.relation.reference (參考文獻) | Goldberg, L. R. (1999). A broad-bandwidth, public domain, personality inventory measuring the lower-level facets of several five-factor models. In I. Mervielde, I. Deary, F. De Fruyt, & F. Ostendorf (Eds.), Personality psychology in Europe (vol. 7, pp. 7-28). Tilburg: Tilburg University Press. | zh_TW |
| dc.relation.reference (參考文獻) | Graves, L. M. (1993). Sources of individual differences in interviewer effectiveness: A model and implications for future research. Journal of Organizational Behavior, 14, 349-370. | zh_TW |
| dc.relation.reference (參考文獻) | Green, P. C., Alter, P., & Carr, A. F. (1993). Development of standard anchors for scoring generic past-behaviour questions in structured interviews. International Journal of Selection and Assessment, 1, 203-212. | zh_TW |
| dc.relation.reference (參考文獻) | Hakel, M. (1982). The state of employment interview theory and research. In R. W. Eder, & G. R. Ferris (Eds.), The employment interview: Theory, Research, and Practice (pp. 285-293). Newbury Park, CA: Sage. | zh_TW |
| dc.relation.reference (參考文獻) | Hall, A. T., Frink, D. D., Ferris, G. R., Hochwarter, W. A., Kacmar, C. J., & Bowen, M. G. (2003). Accountability in human resources management. In C. A. Schriesheim, & L. Neider (Eds.), New directions in human resource management (pp. 29-63). Research in Management series. Greenwich, CT: Information Age. | zh_TW |
| dc.relation.reference (參考文獻) | Harris, M. M. (1989). Reconsidering the employment interview: A review of recent literature and suggestions for future research. Personnel Psychology, 42, 691-726. | zh_TW |
| dc.relation.reference (參考文獻) | Harris, M. M., & Eder, R. W. (1999). The state of employment interview practice: commentary and extension. In R. W. Eder, & M. M. Harris (Eds.), The employment interview handbook (pp. 369-398). Thousands Oaks, CA: Sage. | zh_TW |
| dc.relation.reference (參考文獻) | Hochwarter, W., Kacmar, C., & Ferris, G. (2003). Accountability at work: An examination of antecedents and consequences. Paper presented at the annual meeting of the Society of Industrial and Organizational Psychology, Orlando, FL. | zh_TW |
| dc.relation.reference (參考文獻) | Hochwarter, W. A., Perrewé, P. L., Hall, A. T., & Ferris, G. R. (2005). Negative affectivity as a moderator of the form and magnitude of the relationship between felt accountability and job tension. Journal of Organizational Behavior, 26, 517-534. | zh_TW |
| dc.relation.reference (參考文獻) | Hofmann, D. A. (1997). An overview of the logic and rationale of hierarchical linear models. Journal of Management, 23, 723-744. | zh_TW |
| dc.relation.reference (參考文獻) | Hofstee, W. K. B., De Raad, B., & Goldberg, L. R. (1992). Integration of the Big Five and circumplex approaches to trait structure. Journal of Personality and Social Psychology, 63, 146-163. | zh_TW |
| dc.relation.reference (參考文獻) | Holland, J. L. (1985). Making vocational choices: A theory of careers. Englewood Cliffs, NJ: Prentice-Hall. | zh_TW |
| dc.relation.reference (參考文獻) | Holland, J. L. (1997). Making vocational choices: A theory of vocational personalities and work environments. Odessa, FL: Psychologist Assessment Resources. | zh_TW |
| dc.relation.reference (參考文獻) | Hovland, C. I., & Wonderlic, E. F. (1939). Prediction of industrial success from a standardized interview. Journal of Applied Psychology, 23, 537-546. | zh_TW |
| dc.relation.reference (參考文獻) | Hsu, C. (2004). The testing of America. U.S. News and World Report, 137, 68-69. | zh_TW |
| dc.relation.reference (參考文獻) | Huffcutt, A. I., & Arthur, W. Jr. (1994). Hunter and Hunter (1984) revisited: Interview validity for entry-level jobs. Journal of Applied Psychology, 79, 184-190. | zh_TW |
| dc.relation.reference (參考文獻) | Janis, I. L., & Mann, L. (1977). Decision making. New York: Free Press. | zh_TW |
| dc.relation.reference (參考文獻) | Johns, G. (1993). Constraints on the adoption of psychology based personnel practices: Lessons from organizational innovation. Personnel Psychology, 46, 569-592. | zh_TW |
| dc.relation.reference (參考文獻) | Johnson, B. T., & Eagly, A. H. (1989). Effects of involvement on persuasion: A meta-analysis. Psychological Bulletin, 106, 290-314. | zh_TW |
| dc.relation.reference (參考文獻) | Judge, T. A., & Ferris, G. R. (1992). The elusive criterion of fit in human resources staffing decisions. Human Resource Planning, 15, 47-67. | zh_TW |
| dc.relation.reference (參考文獻) | Klimoski, R. J., & Inks, L. (1990). Accountability forces in performance appraisal. Organizational Behavior and Human Decision Processes, 45, 194-208. | zh_TW |
| dc.relation.reference (參考文獻) | Kolk, N. J., Born, M. Ph., & van der Flier, H. (2004). Three method factors explaining the low correlations between assessment center dimension ratings and scores on personality inventories. European Journal of Personality, 18, 127-141. | zh_TW |
| dc.relation.reference (參考文獻) | Koole, S. L., Jager, W., Van den Berg, A. E., Vlek, C. A., & Hofstee, W. K. B. (2001). On the social nature of personality: Effects of Extraversion, Agreeableness, and feedback about collective resource use on cooperation in a resource dilemma. Personality and Social Psychology Bulletin, 27, 289–301. | zh_TW |
| dc.relation.reference (參考文獻) | Latham, G. P., & Finnegan, B. J. (1993). Perceived practicality of unstructured, patterned, and situational interviews. In Schuler, H., Farr, J. L., & Smith, M. (Eds.), Personnel selection and assessment: Individual and organizational perspectives (pp. 41-55). Hillsdale, NJ: Lawrence Erlbaum. | zh_TW |
| dc.relation.reference (參考文獻) | Laurent, G., & Kapferer, J. (1985). Measuring consumer involvement profiles. Journal of Marketing Research, 22, 41-53. | zh_TW |
| dc.relation.reference (參考文獻) | Lievens, F., & De Paepe, A. (2004). An empirical investigation of interviewer-related factors that discourage the use of high structure interviews. Journal of Organizational Behavior, 25, 29-46. | zh_TW |
| dc.relation.reference (參考文獻) | Longenecker, C. O., Sims, H. P., Jr., & Gioia, D. A. (1987). Behind the mask: The politics of employee appraisal. Academy of Management Executive, 1, 183-193. | zh_TW |
| dc.relation.reference (參考文獻) | Lounsbury, J. W., Hutchens, T., & Loveland, J. M. (2005). An investigation of big five personality traits and career decidedness among early and middle adolescents. Journal of Career Assessment, 13, 25-39. | zh_TW |
| dc.relation.reference (參考文獻) | McAllister, D. W., Mitchell, T. R., & Beach, L. R. (1979). The contingency model for the selection of decision strategies: An empirical test of the effects of significance, accountability, and reversibility. Organizational Behavior and Human Performance, 24, 228-244. | zh_TW |
| dc.relation.reference (參考文獻) | McCrae, R. R., & Costa, P. T. (1987). Validation of a five-factor model of personality across instruments and observers. Journal of Personality and Social Psychology, 52, 81-90. | zh_TW |
| dc.relation.reference (參考文獻) | McDaniel, M. A., Whetzel, D. L., Schmidt, F. L., & Maurer, S. D. (1994). The validity of employment interviews: A comprehends review and meta-analysis. Journal of Applied Psychology, 79, 599-616. | zh_TW |
| dc.relation.reference (參考文獻) | Mero, N. P., & Motowidlo, S. J. (1995). Effects of rater accountability on the accuracy and the favorability of performance ratings. Journal of Applied Psychology, 80, 517-524. | zh_TW |
| dc.relation.reference (參考文獻) | Motowidlo, S. J., Mero, N. P., & DeGroot, T. (1995). Predicting and controlling individual variability in interviewers’ judgments. In E. B. Kolmstetter (Chair), Interviewer and contextual factors that make a difference in interview validity. Symposium conducted at the meeting of the Society for Industrial and Organizational Psychology, Orlando, FL. | zh_TW |
| dc.relation.reference (參考文獻) | Mount, M. K., & Barrick, M. R. (1995). The Big Five personality dimensions: Implications for research and practice in human resources management. Research in Personnel and Human Resources Management, 13, 153-200. | zh_TW |
| dc.relation.reference (參考文獻) | Mulaik, S. A., James, L. R., Van Alstine, J., Bennett, N., Lind, S. Y., & Stilwell, C. D. (1989). Evaluation of goodnesss of fit indices for structural equation models. Psychological Bulletin, 105, 430-445. | zh_TW |
| dc.relation.reference (參考文獻) | Murphy, K. R., Balzer, W. K., Kellam, K. L., & Armstrong, J. G. (1984). Effects of the purpose of rating on accuracy in observing teacher behavior and evaluating teaching performance. Journal of Educational Psychology, 76, 45-54. | zh_TW |
| dc.relation.reference (參考文獻) | Neuman, G. A., & Kickul, J. R. (1998). Organizational citizenship behaviors: Achievement orientation and personality. Journal of Business and Psychology, 13, 263-279. | zh_TW |
| dc.relation.reference (參考文獻) | Ones, D. S., & Viswesvaran, C. (1996). Bandwidth-fidelity dilemma in personality measurement for personnel selection. Journal of Organizational Behavior, 17, 609-626. | zh_TW |
| dc.relation.reference (參考文獻) | Penley, J. A., & Tomaka, J. (2002). Associations among the Big Five, emotional responses, and coping with acute stress. Personality and Individual Differences, 32, 1215-1228. | zh_TW |
| dc.relation.reference (參考文獻) | Petty, R. E., & Cacioppo, J. T. (1979). Issue-involvement can increase or decrease persuasion by enhancing message-relevant cognitive responses. Journal of Personality and Social Psychology, 37, 1915-1926. | zh_TW |
| dc.relation.reference (參考文獻) | Petty, R. E., & Cacioppo, J. T. (1984). The effects of involvement on responses to argument quantity and quality: Central and peripheral routes to persuasion. Journal of Personality and Social Psychology, 46, 69-81. | zh_TW |
| dc.relation.reference (參考文獻) | Petty, R. E., Cacioppo, J. T., & Schumann, D. (1983). Central and peripheral routes to advertising effectiveness: The moderating role of involvement. Journal of Consumer Research, 10, 134-148. | zh_TW |
| dc.relation.reference (參考文獻) | Podsakoff, P. M., Mackenzie, S. B., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88, 879-903. | zh_TW |
| dc.relation.reference (參考文獻) | 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, 1-81. | zh_TW |
| dc.relation.reference (參考文獻) | Pulakos, E. D. (1995, May). Panelist. In Campion, M. A., & Palmer, D. K. (Chairs), Taking stock of structure in the employment interview. Panel discussion presented at the Tenth Annual Conference of the Society for Industrial and Organizational Psychology, Inc., Orlando. | zh_TW |
