本研究旨在瞭解目前臺灣教師甄選口試結構化的程度，以期增進臺灣目前教師甄選之效度。本研究受試者為2004年中等教師聯合甄選之口試委員，以臺北縣為主，有效樣本215人，其中男性131人，女性84人。研究工具為自編之「中等學校教師甄選口試結構化調查問卷」。在信度方面，Person相關係數約在0.5左右，達顯著水準。在效度方面，經過焦點團體得專家效度。結構化面談分為15個向度，如：由「工作分析」建立口試題目、定錨量表的使用、面談訓練等。研究結果發現：目前教師甄試（以臺北縣為例）仍處於「低結構化」的狀態。而最困擾口試委員的問題是「如何擬定良好問題」及「如何評分」。目前，低結構化口試狀態會嚴重的影響臺灣教師甄試口試的信度與效度。 The objective of this study is to understand the structured level of Taiwan’s teacher selection system, thus promoting the validity of Taiwan’s teacher selection system.The subjects were interviewees of the Taipei County District 2004 joint high school teacher selection. A total of 215 effectives questionnaires are collected, consists of 131 males and 84 females. Survey instrument is the self-designed “High School Teacher Selection Interview Survey Questionnaire”. The test-retest reliability coefficient of the questionnaire is about .50 with significance level of .05. The validity of the questionnaire was based on the expert validity, which was satisfying. The general definition of a structured interview can be organized into fifteen dimensions. For example, to establish interview questions based on job analysis, to use of anchored rating scales and interview training. Results showed that the teacher selection interviews, in Taipei County, are in a low structured state.The most overwhelming confusion among the interviewers is the lack of ability to propose the appropriate questions and to evaluate responses. Taiwan is still quite unfamiliar to the issue of structured interviews. Such a problem will damage the reliability and validity of Taiwan’s teacher selection.