首頁 / 雜誌 / 組織與管理 / 201808 (11:2期) / 求職者過去建言行為與面試官評量間關係之干擾變數探討
中文篇名

求職者過去建言行為與面試官評量間關係之干擾變數探討

英文篇名

Exploring Moderating Variables of Applicant’s Past Voice Behavior on Interviewer Evaluations

作者

陳建丞張慧芳王秀菁

中文摘要

過去研究發現員工展現建言行為會有利於他們的團隊與組織,本研究延伸過去文獻,探討求職者過去的建言行為對面試官評量的效應,以及此效應的干擾變數。我們藉著發展求職者在面試中對於問題回答的影片,來操弄求職者的建言行為。在針對96位來自實務界的面試官進行實驗後,我們發現求職者對於建言行為的回答與面試官評量間存在正向關係。此外,結果也顯示當求職公司的建言氣候較高,或是該職缺需要的創造力程度較高時,求職者過去建言行為與面試官評量間的正向關係會比較強。

英文摘要

Past research has found that employees’ voice behaviors are beneficial to their teams and organizations. This study extends previous research by examining the effects of applicant’s past voice behavior on interviewer evaluations, and the moderators of the above-mentioned effects. We developed videos that manipulated applicant responses to interview questions tapping voice behavior content. Results of the experiment from 96 practitioners support the hypotheses and indicate that applicant voice behavior responses were positively related to interviewer evaluations. In addition, when the organization’s voice climate was relatively high, or when the extent of creativity required for a job vacancy was relatively high, the relationship between applicants’ past voice behaviors and interviewer evaluations was stronger.

關鍵詞

求職面談建言行為建言氣候創造力employment interviewvoice behaviorvoice climatecreativity

刊名

組織與管理

期數

201808 (11:2期)

起訖頁

001-026

出版單位

臺灣組織與管理學會

DOI

10.3966/199687602018081102001  複製DOI   DOI查詢

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