影音履歷在西方國家來說，或許已經不是一個陌生的科技應用，但相較之下，在台灣，相關學術文獻卻寥寥無幾。履歷被視為是幫助招募者獲得應者第一印象的第一項徵選工具。影音履歷延伸了傳統紙本履歷的功能，以影像及聲音媒體承載了應徵者想要傳達給招募者的能力、資質、及工作經驗的簡短訊息(2-3分鐘)。
本研究透探討了在影音履歷篩選過程中，印象管理中的自我推銷戰術與社會資本使用方式中的他人推薦，此二者對於招募者態度的個別影響及是否存在交互作用。本研究採用量化研究方式，藉由針對180位台灣碩士生進行情境實驗研究，主要發現為以下二者：1.在影音履歷篩選上，自我推銷及他人推薦對於招募者態度中的認知-以工作配適合代表、行為意圖-以雇用建議代表，均造成正面影響，但對於情感成分-以情感吸引代表，卻沒有顯著的正面影響。
2.在影音履歷篩選上，自我推銷與他人推薦對於招募者態度並沒有任何加乘 (交互)作用。

The term Video Resume is new to western countries. However, the academic research of related topics is extremely rare in Taiwan. It is believed that resumes are the first tool utilized by recruiters to acquire their first impression of applicants. Further, extending the function of the traditional resume, video resumes are short audio and video media containing messages (less or about 2-3 min) in which job seekers present themselves to recruiters and elaborate on their competencies, qualifications and previous work experiences.
This study aims to explore how self-promotion, a type of impression management tactic, and the use of other’s recommendation, an approach of using social capital, influence the attitude of recruiters in video resume respectively and simultaneously. This research adopted the quantitative method by conducting a laboratory experiment from 180 master degree students in Taiwan. The results are listed below: 1. Both the use of other’s recommendation and self-promotion pose a positive influence on recruiter’s cognition which is represented by job suitability, and conation which is represented by hiring recommendation, but not on recruiters’ affection which is represented by affective attraction in video resume screening. 2. There is no interaction effect between self-promotion and the use of the recommendation of others with regard to video resume screening.

審定書 i
謝誌 ii
中文摘要 iii
ABSTRACT iv
TABLE OF CONTENTS v
FIGURES viii
TABLES ix
Chapter 1 Introduction 1
1.1 Research background 1
1.2 Research gap 2
1.3 Motivation 2
1.4 The purposes of this study 4
1.5 Procedure of developing this research 4
Chapter 2 Literature Review 7
2.1 Overview 7
2.2 Traditional resume and video resume 8
2.2.1 Traditional paper resume 8
2.2.2 Video resume 9
2.3 Attitude of recruiters 11
2.3.1 Cognition 14
2.3.2 Job suitability 14
2.3.3 Affection 15
2.3.4 Affective attraction in interpersonal attraction 18
2.3.5 Conation 19
2.2.6 Hiring recommendation 20
2.4 Self-promotion in impression management 21
2.4.1 Impression management 21
2.4.2 The influences of impression management in recruiting 24
2.5 Social capital and the recommendation of others 26
2.5.1 Social capital 26
2.5.2 The influence of social capital on recruiting 28
2.5.3 The recommendation of others 31
2.5.4 Recommendation of others on recruiter's attitude 33
2.6 Interaction effects of self-promotion and the recommendation of others 35
2.6.1 Self-promotion and the recommendation of others 35
Chapter 3 Research Method 38
3.1 Research framework 38
3.2 Stimuli 39
3.2.1 Video resume development 40
3.3 Manipulations 43
3.3.1 Manipulation of Self-Promotion 43
3.3.2 Manipulation of the use of the recommendation of others 45
3.4 Operational definition and measures of variables 46
3.4.1 Frequency of using self-promotion statements 47
3.4.2 The use of the recommendation of others 48
3.4.3 Cognition (job suitability) 49
3.4.4 Affection (affective attraction) 50
3.4.5 Conation (hiring recommendation) 52
3.5 Research design 53
3.5.1 Survey development 54
3.5.2 Experiment design 55
3.5.3 The situational arrangement of the experiment 56
3.6 Procedure and participants 59
3.7 Data analyzation 63
3.7.1 Cronbach’s α test 63
3.7.2 Two-way ANOVA 64
3.7.3 Independent sample t-test 65
3.7.4 Chi-squared test of homogeneity 65
Chapter 4 Results 67
4.1 Manipulation checks 67
4.3 Hypothesis testing 68
4.3.1 Demographic verification 68
4.4 Experiment hypothesis testing 69
4.4.1 Two-way ANOVA test on job suitability 69
4.3.2 Two-way ANOVA test on affective attraction 72
4.3.3 Two-way ANOVA test on hiring recommendation. 74
4.3.3 Results summary 77
Chapter 5 Discussion and Conclusion 80
5.1 Discussion 80
5.1.1 The influences of self-promotion on recruiters’ attitude 81
5.1.2 The influences of the recommendation of others on recruiters’ attitude 82
5.1.3 The interactive influence of the recommendation of others and self-promotion 84
5.2 Implications and suggestions 85
5.2.1 Practical implication 85
5.3 Research limitations and suggestions for future research 87
5.3.1 Research limitations 87
5.3.2 Suggestions for future research 88
REFERENCES 91
APPENDIX 1 RECOMMENDATION LETTER 107
APPENDIX 2 SCRIPTS TRANSLATION OF RECOMMENDATION VIDEO 108
APPENDIX 3 THE SURVEY IN THE EXPERIMENT 109

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