以Q方法探討求職者認知面試官表現類型及理論方向之研究

The Cognitive Styles of Interviewers' Performance through Job Seekers' Perspectives by Q Method and Theories Development

面試官的表現對求職過程是否成功扮演著重要關鍵。面試官有哪些態度類型，從求職者觀點來看可能是多元的表現。不同類型的面試官表現可能會對求職者帶來不同的面談效果。這些不同的表現可否因此對理論有所修正或提出創新方向，值得研究。故本研究目的主要探討求職者認知面試官表現類型及可能的理論發展面向。題項方面，採用參酌文獻及開放式問卷詢問有求職經驗者，進而發展36個題項，經過Q分類的方法加以處理後，共有28位有效求職者。研究結果發現求職者認知面試官表現類型包括：創意刁鑽型、正面靈活型、正向激勵型、與懷疑挑戰型四類。上述類型可協助人資部人員瞭解求職者認知面試官的表現，並提供改善面試官態度的建議及可能發展的理論。

Interviewers' performance plays an essential role when companies select employees. It's worth studying that how many attitude types of interviewers' performance through applicants' perspectives. In fact, the performance of employees' performance should be different and suit for theories development. As a result, the purpose of this study is to focus on the applicants' cognitive styles of interviewers and theories development. Literature review and open-ended questionnaire were used and 36 items developed. The Q method was adopted to collect and analyze data. A total of 28 participants were selected. According to the result, cognitive types of interviewers through applicants' perspectives were categorized into four types including flexible tricky, positive tricky, positive motivation, and suspect rejected. Measuring and comparing the perception types of interviewers through applicants' perspectives can be helpful to understand interviewers' performance and improve managerial effectiveness and theories development.