彭慧馨 周祖城

摘 要： 求职者为了塑造良好形象，在面试中会隐瞒对自己不利的信息，对企业招聘造成了不利影响，但目前却缺乏研究探讨面试官行为对求职者隐瞒行为的影响。基于自我调节理论，构建了一个中介模型以探究面试官认可行为对求职者面试隐瞒行为的影响机制。通过模拟面试情景的实验发现：面试官对求职者的认可行为会负向影响求职者的隐瞒行为，并且感知求职进展在其中起到中介作用。该研究拓展了求职者面试隐瞒行为影响因素的理论，并且基于研究结论提出面试官应适当地在面试过程中对求职者表示认可，以减少求职者的隐瞒行为，为提高企业的招聘效率提供了指导。

关键词： 面试官认可行为;感知求职进展;求职者隐瞒行为

中图分类号： C 93

文献标志码： A

The Influencing Mechanism of Interviewers Applicant-enhancementBehaviors on Applicants Hiding Behaviors

PENG Huixin  ZHOU Zucheng

（Antai College of Economic & Management，Shanghai Jiao Tong University，Shanghai 200030，China）

Abstract： In order to create good image，job seekers hide information which may harm their image，and those hiding behaviors in interview are threats to corporate recruitment. However，the existiGng literature did not discuss about the effects of interviewers behaviors on applicants hiding behaviors. Building on self-regulation theory，we propose a mediation model to explore the mechanism of how interviewers applicant-enhancement behaviors influence applicants hiding behaviors in interview. We conduct an experiment to test our hypotheses and find that interviewers applicant-enhancement behaviors reduce applicants hiding behaviors significantly，and the relationship is mediated by applicant perceived job search progress. This paper extends the research of antecedents of applicants hiding behaviors in interview. Besides，based on research findings，we suggest that in order to reduce hiding behaviors in interview，and improve recruitment efficiency，interviewers should show an interest or praise potential applicants for their accomplishments during the interview.

Key words： interviewers applicant-enhancement behaviors; perceived job search progress; applicants hiding behaviors

1 理论基础与研究假设

1.1 面试官认可行为与求职者感知求职进展

人们在求职过程中的最终目标是获得企业的录用。基于Carver等提出的自我调节理论框架下的控制理论视角，在求职过程中，人们会不断地搜寻信息，以评估自己实现求职最终目标（获得录用）的进展情况。由于面试表现的好坏在很大程度上决定了求职者是否能够获得录用，因而求职者会依据自己的面试表现去评估自己的求职进展。而面试是求职者与面试官进行直接互动和联系的过程，因此在面试过程中，面试官的行为便成了求职者评估自己面试表现，进而评估自己目前的求职进展的重要信息来源。……