| Summary: | 碩士 === 國立彰化師範大學 === 人力資源管理研究所 === 106 === In employment interviews, applicants use impression management (IM) tactics to enhance positive image and improve interview evaluations. However, the contents of self-promotion (i.e., the materials employed to highlight personal strength) have received little attention in the literature. The present study adopted the classifications proposed by Liang, Farh, & Farh (2012) and examined the effects of Organizational Citizenship Self-promotion Tactics (OCST) on interview evaluations. Specifically, the effects of two types OCST, promotive-voice OCST and prohibitive-voice OCST, were proposed and examined in this study. In addition, this study also examined whether the relationships between the two OCSTs and interview evaluations would be moderated by warmth organizational culture and interviewer regulatory focus. One hundred and seventy-seven experienced interviewers were randomized to read a mock interview record and provide their evaluations of the applicant. Results showed that promotive-voice OCST had a positive effect on interview evaluations. In addition, the positive effect of promotive-voice OCST became stronger in high warmth organizational culture. Furthermore, prohibitive-voice OCST had a positive effect on interview evaluations only for high prevention focus interviewer.
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