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    政大機構典藏 > 理學院 > 心理學系 > 期刊論文 >  Item 140.119/63561
    Please use this identifier to cite or link to this item: http://nccur.lib.nccu.edu.tw/handle/140.119/63561

    Title: 組織任用面談的結構特徵:程序正義知覺與應徵者反應之研究
    Other Titles: The Employment Interview Structure: A Field Study of Perceived Procedural Justice and Applicant Reactions
    Authors: 郭建志;張適年
    Kuo, Chien-Chih;Chang, Shi-Nian
    Contributors: 心理系
    Keywords: 工作關聯性;面談結構;程序正義知覺;標準化
    interview structure;job-relatedness;perceived procedural justice;standardization
    Date: 2011.07
    Issue Date: 2014-01-24 15:50:45 (UTC+8)
    Abstract: The past decade has been continued interest in the employment interview, with organization-oriented or applicant-oriented perspectives in research emphasis, but few field studies have been conducted in Chinese enterprise to examine the effects of employment interview structure on applicant reactions. Thus, this research approached this issue by using organizational justice theory and examined the applicant reactions (organizational attraction, intention to accept the job, self-efficacy, self-perceived performance) to interview structure (job-relatedness, standardization) and explored the base for these reactions in terms of the perceived procedural justice. The data were collected from 152 applicants in the several industries, such as Semiconductor, Manufacture, and Chemistry in Taiwan. Three major findings manifest in the results. First, interview structure had a significant predictability for perceived procedural justice. Compare to job relatedness, the effects of standardization on perceived procedural justice were larger. It suggests that standardization has more influence on the applicants' perception of procedural justice than the influence of job-relatedness. Secondly, perceived procedural justice also had significant predictability for the applicants' post-interview reactions, such as organizational attraction, intention to accept the job, self-efficacy, and self-perceived performance under the condition of controlling the applicants' demographic variables and pre-interview perception to organization, intention to accept the job, and self-efficacy. It shows that applicants rely on the interview structure to gather information and make evaluations about the recruiting firms and jobs. Therefore, in order to enhance the applicants' positive perception and reactions in organizational settings, the practitioners ought to provide as much information as possible about the employment interview during the selection processes. Thirdly, we found that interview structure affects applicants' post-interview reactions through its impact on perceived procedural justice. In particular, contrary to job-relatedness, standardization had a positive effect on perceived procedural justice, in turn, perceived procedural justice affect the reactions of applicants positively. In summary, perceived procedural justice mediates the relationship between standardization and applicant reactions. The results offered general support for the applicability of the organizational justice theory to the employment interview. Further discussion focuses on theoretical and practical implications of the observed outcomes.
    Relation: 中華心理學刊, 53(1),97-114
    Data Type: article
    Appears in Collections:[心理學系] 期刊論文

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