A Study of Impression Management Tactics on Selection Interview － A Case of Shin Kong Financial int

• Main Authors: Yuan-Lin Kao, 高源嶺
• Other Authors: KUANG-HWA YU
• Format: Others
• Language: zh-TW
• Published: 2005
• Online Access: http://ndltd.ncl.edu.tw/handle/x8a72f

碩士 === 崑山科技大學 === 企業管理研究所 === 93 === Impression management (IM) is defined as a process through which people consciously or unconsciously attempt to influence the impressions others form of them. Impression management tactics are strategies people use to obtain favorable public images through both verbal and nonverbal behavior. Past literature focused mostly on the research of Big Five, interviewer’s interference effects, and etc, but very few researches aimed at the study of IM tactics. Silvester et al. (2002) demonstrated the influence of IM tactics on interviewer evaluation decisions. The research further explores and discusses the influence of nonverbal communication, internal and external locus of control, situational interview, and role-play interview on selection interview. IM tactics (nonverbal communication, internal locus of control, and external locus of control), situational interview, and role-play interview are the three variables being examined in the research. Research data are gathered through distributing questionnaires to the managers of Shin Kong financial companies in Tainan who have plenty interview experience. The analysis results attained from descriptive statistics, correlation coefficient, three-way ANOVA, and linear regression show that higher evaluations or opportunities will be given to interviewees if they choose to use more nonverbal communication. In addition, interviewers often give higher evaluations or opportunities to interviewees who use internal locus of control than those who use external locus of control. Moreover, only when special events intervened in the process of interviewing, the use of external locus of control will be favored by interviewers. Using IM tactics in situational interview and role-play interview will influence the interviewer evaluation decision as well. Therefore, the research suggests that interviewers should be trained to avoid recruiting the incompetent before interviewing.