| Summary: | 碩士 === 國立彰化師範大學 === 復健諮商研究所 === 99 === The main purpose of the present study was to investigate the effects of specific self-promotion and entitlement impression management strategies on employers’ evaluation to performance, content and interpersonal skills of applicants with physical disabilities in the interview process. A quasi-experimental method was used and 126 employers currently at a managerial position were enrolled based on the approach of purposive and snowball samplings. Participants were invited to view one of the four videos, which presented four combinations of variables of disability and impression management strategies (strategy of entitlement and strategy of specific self-promotion). Three scales, such as Interview Performance Evaluation, Interview Content Evaluation and Interpersonal Skills, were developed and used to obtain the participants’ evaluation.
The main results of this study can be summarized as follows:
1. The applicant with a physical disability without using impression management strategies obtained significantly lower scores on scales of Interview Performance Evaluation, Interview Content Evaluation and Interpersonal Skills than those of the applicant without a disability not using impression management strategy.
2. Compared to the applicant with a physical disability not using strategies, the applicant with a physical disability using the strategy of specific self-promotion obtained significantly higher scores on scales of Interview Performance Evaluation, Interview Content Evaluation and Interpersonal skills. The difference between the applicant with a physical disability using the strategy of specific self-promotion and the applicant without a disability not using a strategy were found not significantly on scales of Interview Performance Evaluation, Interview Content Evaluation and Interpersonal skills.
3. The applicant with a physical disability using strategy of entitlement impression management obtained significantly higher score than that of the applicant with a physical disability not using any strategy on the scale of Interview Performance Evaluation, while no significant differences were found on scales of Interview Content Evaluation and Interpersonal skills. The difference between the applicant with a physical disability using the strategy of entitlement and the applicant without a disability not using a strategy were found not significantly on scales of Interview Performance Evaluation, Interview Content Evaluation and Interpersonal Skills.
4. The difference between the applicant with a physical disability using the strategy of entitlement and the applicant with a physical disability using the strategy of specific self-promotion were found not significantly on scales of Interview Performance Evaluation, Interview Content Evaluation and Interpersonal Skills.
Two issues were further discussed: 1. Relationship between disability and employers’ interview evaluation; 2. Effects of using impression management strategies for individuals with physical disabilities on employment interview evaluation.
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