本研究旨在探討不同印象管理戰術在虛擬徵選面談中之影響力。人員招聘過程對於求職者之應聘至關重要，由於COVID-19疫情帶來的不確定性，大多數的企業及組織漸漸被迫從現場面談轉向虛擬形式；儘管如此，過往現場面談仍是多數企業或求職者選擇的首選，由於目前的趨勢，虛擬徵選面談逐漸被視為比現場面談更為合適的型態，不過現階段關於虛擬徵選之研究仍舊有限。在此情況下，本研究提出一個框架，使用印象管理戰術作為中介角色，以評估虛擬徵選面談與求職者、組織的徵選結果之間的關係，其中印象管理策略分為兩類，一類為肯定型之印象管理戰術，另一類則是防禦型之印象管理戰術，基於此框架，隨後討論了六個命題，藉此了解不同印象管理戰術在虛擬徵選面談中產生何種影響。最後，本研究藉由理論與管理實務上之意涵得出結論，旨在作為未來研究之基礎。

The selection interview procedure is essential for job applicants to land a job. Due to the uncertainties caused by the COVID-19 pandemic, most enterprises and organizations are somehow forced to switch from in-person interviews to virtual forms. Nonetheless, in-person interviews have historically been preferred for the job applicants’ selection process. Because of the current trend, virtual selection interviews are gradually seen as a more suitable approach than in-person ones, yet research on virtual selection interviews is still limited. In this case, synchronous interviews are the ones to be discussed. A framework is proposed in this study to assess the relationship between virtual selection interviews and selection outcomes for job applicants and organizations, using impression management tactics as mediators. Impression management tactics were then divided into two categories, one is assertive IM tactics and the other is defensive IM tactics. Based on this proposed framework, six propositions are discussed afterward to see how impactful different IM tactics may be in virtual selection interviews. Eventually, this study is concluded by providing theoretical and managerial implications and aims to serve as a fundamental basis for future studies.

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