社會上的性別歧視從過往就是個備受矚目的議題，而過去的學者認為影響招募官決策結果的主因為應徵者性別與應徵職位之間的「性別角色一致性」以及其性別特質的「適配程度」。因此隨後的研究開始探討應徵者可控制的因子（履歷表照片外表吸引力、面試時印象管理戰術），對於應徵者被招募官察覺的性別特質之影響以及其形成就業差異的原因。而本研究有別於過往的多數研究，藉由實驗法的方式，探討「招募官性別」在篩選履歷表的過程察覺不同「應徵者性別」展現不同「性別特質」，進而導致應徵者選擇不同「性別職位」時形成的就業差異。

本實驗藉由製作應徵者履歷表與其應徵職位的工作說明書進行操弄，實驗結果發現：男性招募官容易察覺女性比起男性應徵者擁有較多的「溫暖特質」，反之女性招募官則不會；然而女性招募官容易察覺男性比起女性應徵者擁有較多的「能力特質」，反之男性招募官則不會；最後不論應徵何種性別職位，只要同時被招募官察覺具備高度「能力特質」及高度「溫暖特質」者最容易進入面試或被錄取。綜合上述發現，本實驗某程度說明了現在台灣的就業市場當中，男性的招募官比較容易給予女性應徵者較高的評價，而女性的招募官也較容易給予男性應徵者較高的評價。

Gender discrimination has always been a popular issue since past. Previous scholars think the main reasons which influence recruiters’ decision result are “Sex Role Congruency” and “Fit Model”. Thus, researchers started to focus on the factors such as physical attractiveness of photos on resumes and impression management tactics. They tried to discuss how those factors affect applicants’ gender traits perceived by recruiters and the reasons causing differences in employment. However, this paper adopts experimental method to discuss the matter that “Recruiters in Different Genders” perceive “Applicants in Different Genders” possess different “Gender Traits” and cause the differences in employment when applicants choose different “Sex Occupations”.

This experiment makes applicants’ “Resumes” and “Job Description” to manipulate. The results show that male recruiters would perceive female applicants possess more “Warmth” than males but female recruiters wouldn’t perceive this way. Nevertheless, female recruiters would perceive male applicants possess more “Competency” than females but male recruiters wouldn’t perceive this way either. Lastly, no matter which occupation is applied for, once the applicants are perceived highly “Warm” and highly “Competent” by recruiters, they would get better appraisal.

第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 2
第三節 研究目的 4
第二章 文獻探討 5
第一節 應徵者性別與知覺特質（Applicants’ Gender and Traits） 5
第二節 招募官性別對「應徵者性別」及其「被知覺特質」之調節效果 7
第三節 典型性別職位與特質 9
第四節 性別角色一致（Sex Role Congruency）與雇用決策 11
第五節 研究假設與架構（Research Hypothesis and Structure） 14
第三章 研究方法 16
第一節 樣本和實驗設計 16
第二節 實驗前測（一） 18
第三節 實驗前測（二） 20
第四節 實驗刺激（履歷表及職位腳本） 23
第五節 實驗程序 25
第六節 變項衡量 25
第四章 研究結果 27
第一節 操弄性檢驗 27
第二節 信度分析 27
第三節 假說驗證 28
第五章 結論與建議 34
第一節 結果摘要 34
第二節 結果討論與理論意涵 34
第三節 管理意涵 37
第四節 研究限制與未來研究建議 38
參考文獻 40
附件一 實驗問卷（腳本1範例） 44

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