履歷表為求職者應徵工作的必須要件之一，也是大多數企業最常作為篩選求 職者的工具。自傳因為能反映求職者的個人特質、邏輯、文字功力等，近年來受 到企業的重視，愈來愈多的企業也要求應徵者一併附上。
因此本研究探討求職者履歷之性別與自傳顯現之性別特質的一致性，如何影 響面試官篩選履歷的結果，以及求職者的性別與性別特質一致性和履歷篩選結果 之間，是否會受到面試官的特性所影響進行探討。基於研究背景與動機，研究目 的如下所述:
ㄧ、探討求職者的性別與性別特質一致性，對於履歷篩選結果的影響 二、探討面試官的年資，是否會調節求職者的性別與性別特質一致性對履歷篩選 結果的影響
三、探討面試官的 HR 經驗，是否會調節求職者的性別與性別特質一致性對履歷 篩選結果的影響
問卷總共發放 160 份，有效樣本共 140 份，研究結果發現如下:
1.求職者之性別與性別特質不一致時，對於面試和錄取機率有正向影響 2.面試官的年資，在求職者的性別與性別特質一致性和履歷篩選結果之間，不具 有調節效果
3. 面試官的HR經驗，在求職者的性別與性別特質一致性和履歷篩選結果之間， 不具有調節效果

Resume has different aspects for applicants and employers. For applicants, resume is the necessity while applying for the job. For employers, resume serves as one of the screening tools before interviewing applicants. Besides, the brief autobiography has been taken seriously by employers, due to the characteristics of the brief autobiography such as showing applicants’ personality, logic, and writing skills. Nowadays, employers screen applicants’ resumes and their brief autobiography as well.
Previous research on the congruence of individuals’ gender and gender traits, reveal that individuals suffered from disadvantaged outcomes in incongruent conditions, such as being less likely to be chosen during interviews or being teased by peers. In this study, the author will examine the congruence of applicants’ gender on the resume and gender traits on the brief autobiography, to explore the effect of congruence between their gender and gender traits.
This study is to investigate the relationships between congruence of applicants’ gender-gender traits and the screening results, and how evaluators’ seniority and HR experience affect on this relationship.
The questionnaires were collected from 160 employees from different companies, and 140 of questionnaires were valid. The results of this study included:
1. Incongruence of applicants’ gender-gender traits has positive effect on applicants’ possibility of being interviewed further and possibility of being hired.
2. Evaluators’ seniority has no moderating effect on relationships between congruence of applicants’ gender-gender traits and the screening results.
3. Evaluators’ HR experience has no moderating effect on relationships between congruence of applicants’ gender-gender traits and the screening results.

Thesis approval form i
Thesis authorization letter ii
Acknowledgements iii
Chinese Abstract iv
English Abstract v
Chapter 1 Introduction 1
1.1 Research background 1
1.2 Research purpose 5
Chapter 2 Literature Review 6
2.1 Recruiting 6
2.2 Selection 8
2.3 Gender traits 11
2.3.1 Sex versus Gender 11
2.3.2 Gender traits 12
2.4 Gender stereotypes 13
2.5 Backlash effect 16
2.6 Moderating effect of evaluators’ seniority and HR experience 18
Chapter 3 Method 21
3.1 Research design 21
3.2 Participants 23
3.3 Experimental procedure 25
3.4 Measures 27
3.4.1 Congruence of applicants’ gender-gender traits 27
3.4.2 Evaluators’ seniority 33
3.4.3 Evaluators’ HR experience 33
3.4.4 Applicants’ possibility of being interviewed further 34
3.4.5 Applicants’ possibility of being hired 34
3.4.6 Estimated applicants’ salary after hired 34
3.5 Control variable 34
3.6 Data analysis 34
3.6.1 Descriptive analysis 35
3.6.2 Correlation analysis 35
3.6.3 Two-way ANOVA 35
Chapter 4 Results 36
4.1 Descriptive statistics and inter-correlation among variables 36
4.2 Main effect 39
4.2.1 Congruency of applicants’ gender-gender traits on the applicants’ possibility of being interviewed further 39
4.2.2 Congruency of applicants’ gender-gender traits on the applicants’ possibility of being hired 41
4.2.3 Congruency of applicants’ gender-gender traits on estimated applicants’ salary after hired 43
4.3 Moderating effect 45
4.3.1 Evaluators’ seniority on relationships between congruence of applicants’ gender-gender traits and applicants’ possibility of being interviewed further 45
4.3.2 Evaluators’ seniority on relationships between congruence of applicants’ gender-gender traits and applicants’ possibility of being hired 47
4.3.3 Evaluators’ seniority on relationships between congruence of applicants’ gender- gender traits and estimated applicants’ salary after hired 51
4.3.4 Evaluators’ HR experience on relationships between congruence of applicants’ gender-gender traits and applicants’ possibility of being interviewed further 53
4.3.5 Evaluators’ HR experience on relationships between congruence of applicants’ gender-gender traits and applicants’ possibility of being hired 54
4.3.6 Evaluators’ HR experience on relationships between congruence of applicants’ gender-gender traits and estimated applicants’ salary after hired 57
Chapter 5 Conclusion and Discussion 59
5.1 Conclusion 59
5.2 Discussion 61
5.2.1 Congruence between applicants’ gender-gender traits and screening results 61
5.2.2 Evaluators’ seniority, HR experience, congruence between applicants’ gender-gender traits and screening results 62
5.3 Limitation 63
5.4 Suggestions for future research 65
References 66
Appendix 73
Appendix 1: Fictitious resume-female/male applicants with feminine gender traits 73
Appendix 2: Fictitious resume-female/male applicants with masculine gender traits 76
Appendix 3: Questionnaire 78

Figures
Figure 2-1 Flowchart of selection process 10
Figure 3-1 Research framework 21
Figure 4-1 Means of applicants’ possibility of being interviewed further 40
Figure 4-2 Means of applicants’ possibility of being hired 42
Figure 4-3 Results of correlation between evaluators’ seniority and applicants’ gender on applicants’ possibility of being interviewed further 47
Figure 4-4 Results of correlation between evaluators’ seniority and applicants’ gender on applicants’ possibility of being hired 50

Tables
Table 2-1 Definition of recruiting 7
Table 2-2 Selected masculine and feminine items from Bem Sex-Role Inventory 13
Table 3-1 Demography of Sample 24
Table 4-1 Descriptive statistics and correlation table 38
Table 4-2 Results of Two-way ANOVA for congruency of applicants’ gender-gender traits on applicants’ possibility of being interviewed further 40
Table 4-3 Results of Two-way ANOVA for congruency of applicants’ gender-gender traits on applicants’ possibility of being hired 42
Table 4-4 Results of Two-way ANOVA for congruency of applicants’ gender-gender traits on estimated applicants’ salary after hired 44
Table 4-5 Results of Two-way ANOVA for congruency of applicants’ gender-gender traits and evaluators’ seniority on applicants’ possibility of being interviewed further 46
Table 4-6 Results of Two-way ANOVA for congruency of applicants’ gender-gender traits and evaluators’ seniority on applicants’ possibility of being hired 49
Table 4-7 Results of Two-way ANOVA for congruency of applicants’ gender-gender traits and seniority on estimated applicants’ salary after hired 52
Table 4-8 Results of Two-way ANOVA for congruency of applicants’ gender-gender traits and evaluators’ HR experience on applicants’ possibility of being interviewed further 54
Table 4-9 Results of Two-way ANOVA for congruency of applicants’ gender-gender traits, and evaluator’s HR experience on applicants’ possibility of being hired 56
Table 4-10 Results of Two-way ANOVA for congruency of applicants’ gender-gender traits and evaluators’ HR experience on estimated applicants’ salary after hired 58
Table 5-1 Summary of hypotheses testing 60

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