應徵者外表吸引力與行為對甄選面談決策之影響： 以職務性別取向符合程度、顧客接觸需求程度為干擾變項

Abstract

論文摘要 回顧過去研究，近年來影響甄選面談的因素已成為許多學者研究的焦點。過去的研究發現，應徵者的外表吸引力與其在面談中所表現的語言及非語言行為，會正面地影響面試官的評量；然而，亦有研究指出並非在所有情況下，這些因素都將對面試官評量有正向影響。本研究延伸過去學者的看法，檢視在真實甄選面談情境中，職務性別取向符合程度、及顧客接觸需求程度的干擾角色，並嘗試解釋過去文獻結果分歧的原因。

本研究對象包含台灣的39家公司，共177位應徵者與114位面試官。研究結果顯示，當職務性別取向符合程度愈高，應徵者的外表吸引力與面試官評量之間的正向關係會愈強，此結果部份支持Heilman (1983)「不適切性模型」的觀點。此外，當職務的顧客接觸需求程度愈高，亦會使外表吸引力與面試官評量間的正向關係變得愈強。最後，本研究探討三因子之交互作用，發現當職務性別取向符合程度較低時，不論顧客接觸需求程度高或低，較不擅長運用非語言行為之應徵者反而皆會有較高的面試官評量；而過去早期研究認為非語言行為將對面試官評量產生正面影響的觀點，本研究結果顯示唯有在職務性別取向符合程度較高、且顧客接觸需求程度亦較高的情況下，此正向關係才會成立。

THESIS ABSTRACT

Graduate Institute of Business Administration National Taiwan University

Name: Hui-Hui, Yu Adviser: Dr. Wei-Chi, Tsai & Shu-Cheng, Chi

Effects of Applicant Physical Attractiveness and Behaviors on Interviewer Evaluations in Job Interviews: The Moderating Roles of Sex Type and Customer Contact Requirement Past research showed that applicants’ physical attractiveness could positively influence interviewer evaluations. However, there is a growing body of research arguing against the general notion that “what is beautiful is good.” The present study extends previous research by examining the moderating roles of sex type and customer-contact requirement in the relationship between physical attractiveness and interviewer evaluation in order to clarify past inconsistent findings. In addition, the present study also examined the impact of applicants’ verbal and nonverbal behaviors on interviewer evaluations in job interviews.

Results from 114 interviewers and 177 applicants of 39 companies partially supported our hypotheses and showed that the higher the fitness of sex type, the stronger the relationship between applicant’s physical attractiveness and interviewer evaluation. This finding was interpreted as partially supportive of Lack of Fit model (Heilman, 1983). In addition, results showed that the higher the extent of customer contact required for jobs, the stronger the relationship between applicant’s physical attractiveness and interviewer evaluation. Furthermore, most of past research found that applicants displayed more nonverbal behaviors could positively influence interviewer evaluation, but the present finding showed that this positive relationship was only supported in situations where both the fitness of sex type and the extent of customer contact requirement were high. When the fitness of sex type was low, regardless of whether the extent of customer contact requirement was high or low, applicants who displayed less nonverbal behaviors could receive higher interviewer evaluation.