| Summary: | 碩士 === 國立臺北科技大學 === 經營管理系碩士班 === 101 === For the past few years, enterprise slowly pays attention to their employee’s emotional intelligence ability. To effectively measure and evaluate applicants emotional intelligence ability, some enterprise start to interview applicant by using stress interview, such as expressing negative behaviors and observe applicant’s emotional reaction to evaluate their emotional intelligence ability and stress resistance. Meanwhile, many scholars object this method. They consider the action will affect applicant’s image toward the enterprise, which will also lower down organizational attraction.
To understand the impact between interviewer’s negative behavior towards selection and recruitment, this research uses 90 applicants and 62 interviewers as a sample through real interview occasions. This research will explore whether interviewers negative behavior may help them evaluate applicant’s emotional intelligence ability and the effectiveness towards organizational attraction. Besides of that, this research will further explore the moderating role and mediating mechanism which may show up during the process. Partial results support our hypotheses. Results show that when interviewer express more negative behaviors, it’s effective to evaluate applicant’s emotional intelligence ability, but will lower down applicant’s attraction toward the organization. In moderation role side, this research discovered that interviewer using “self-focused impression management tactics” won’t have obvious upraise on interviewer’s emotional intelligence ability evaluation towards applicants, which may upraise or lower down the accuracy of interviewer evaluate applicant’s emotional intelligence ability. In mediating mechanism side, interviewer’s negative behavior will lower down applicant’s friendliness feeling towards interviewer and also organization attraction.
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