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   全文下載

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

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。

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.