本研究基於印象管理文獻，共分為三部份探討面試官印象管理戰術與組織人才吸引力之關係。研究一首先以56位具有實際執行企業招募面談的經理人為對象，收集面試官在面談中常用的印象管理戰術具體行為事例，據以彙整出面試官印象管理戰術之分類架構；研究二以問卷調查66對參與實際徵才面談的應徵者與面試官，以檢驗面試官印象管理戰術之使用頻率與應徵者知覺到的組織人才吸引力之關係；研究三以75位正在（或即將於半年內）求職的大學或碩士班應屆畢業生為樣本，採實驗法操弄面試官口語印象管理戰術的使用與否，藉以強化研究二之橫斷面設計因果推論能力的不足。研究結果發現面試官常用之印象管理戰術可區分為內容導向口語戰術、關係導向口語戰術與非口語戰術等三大類。此外，多數面試官口語戰術的使用程度與應徵者知覺到的組織吸引力呈正向關係。但當面試官使用較多非口語印象管理戰術時，應徵者並未知覺到較高的組織人才吸引力。

The present investigation explores the effects of interviewers’ image-shaping behaviors on applicant attraction. Based on the perspective of impression management (IM), three consecutive studies participated by Taiwan corporate recruiters, as well as actual and potential applicants, were conducted to explore the most prevalent forms of interviewer IM tactics (Study 1), to examine the relationships among interviewer content-oriented, relation-oriented, nonverbal IM tactics, and applicant attraction (Study 2), and to address the causal directions of the observed effects by experimentally manipulating interviewers’ uses of content-oriented tactics (Study 3). Taken together, our results showed that interviewers did employ several types of IM tactics when recruiting job candidates. In addition, applicant attraction can be favorably influenced by interviewers’ content-oriented and relation-oriented tactics, but not their nonverbal tactics.

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