LinkedIn的求職履歷上，求職者的照片置於頁面頂端，容易受到招聘人員注意，過去外表吸引力 (Physical Attractiveness) 的研究發現，求職者外表是招聘人員對求職者的初始印象來源，然而過去的研究卻多針對於面試階段，在線上社群關於使用者外表的討論也多著重於交友和線上約會情境的探討，對於線上社群的求職相關研究甚少，未能提供目前社群化的線上招募平台更深入的理解。此外，LinkedIn獨有的「技能與肯定」欄位，也提供研究者從保證理論(warranting theory) 探討招募人員如何產生對求職者印象的機會，延伸了保證理論在線上求職領域的研究，從而理解其印象生成的脈絡為何。最後本研究亦加入招募人員與求職者性別、「技能與肯定」背書欄位上背書者社會地位作為干擾變數，做更深入的探討。本研究採實驗法，共進行兩次前測、兩個正式實驗，實驗刺激模擬LinkedIn的個人求職頁面。有鑑於招募工作中多為公司員工或主管作為審核人員，為增加實驗的概括性，因此，本研究的實驗樣本鎖定過去曾有審核履歷經驗者，採便利抽樣方式，透過線上和線下管道邀請受訪者參與。研究結果發現，高外表吸引力的求職者所造成的求職印象會顯著高於低外表吸引力的求職者，且無論招募人員與求職者性別異同，並不會干擾外表吸引力對求職印象的影響。另外，在技能與肯定背書人總數量多所造成的求職印象會顯著高於背書人總數量少的求職者，而雖然社會階層則不會干擾外表吸引力對於求職印象的影響，卻存在對求職印象的主效果。

On the resume of the social-based online platform LinkedIn, the personal photos of job seekers are placed at the top of the page, which is easily noticed by recruiters. In the past, physical attractiveness research found that the physical attractiveness of job applicants is the initial source of impressions of recruiters on job applicants. However, past studies have focused on interview situations as a discussion, and online community discussion on user appearance only focuses on dating and online dating situations, and there is little research on online community job search, which does not provide a deeper understanding of the current online recruitment platform.
In addition, LinkedIn's unique Skills & Endorsements form allows the study to use warranting theory as the core theory to explore how recruiters can make an impression of job seekers. This not only extends the research on the online research field of warning theory, but also understands the impact of the total number of endorsers on impression generation. Finally, the study also included the gender of the recruiter and the job applicants (same vs. different), and the social class of the endorser in the endorsement of Skills & Endorsements as the interference variable for further discussion. The method of this study was carried out by experimental methods. A total of pre-tests, one pilot-test, and two formal experiments were conducted. The experiment stimulated LinkedIn's personal job search page. Most of the recruitment work is for the company's employees or supervisors as auditors. In order to increase the generality of the experiment, therefore, the experimental sample qualification of this study has been reviewed by others in the past. The study used a convenient sampling method to invite respondents through online and offline channels.
The study found that job applicants with high physical attractiveness have significantly higher impressions than low physical attractiveness job applicants. And regardless of whether the gender of the recruiter and the job applicant is the same or different, it does not moderate the effect of physical attractiveness on the impression. In addition, when the total number of Skills & Endorsements endorsers is large, the resulting impression will be significantly higher than the total number of job applicants with a small number of endorsers. Finally, although the social class does not moderate with the impact of the total number of endorsers on the impression, there is a main effect on the impression.

論文審定書 i
謝誌 ii
摘要 iv
Abstract v
第一章、緒論 1
第一節、研究背景與動機 1
第二節、研究問題 4
第三節、研究目的 5
第二章、文獻探討 6
第一節、外表吸引力 6
第二節、性別與外表吸引力 14
第三節、保證理論 21
第四節、社會階層 24
第五節、求職印象 27
第六節、假說推論 29
第三章、研究方法 36
第一節、實驗一研究架構 36
第二節、實驗二實驗架構 39
第三節、實驗樣本 40
第四節、實驗刺激與前測 41
第五節、變數衡量 45
第四章、資料分析 48
第一節、前測資料分析 48
第二節、實驗一 56
第三節、實驗二 75
第五章、結論與建議 92
第一節、研究發現與討論 92
第二節、理論意涵 96
第三節、實務意涵 97
參考文獻 102
附錄一 117
附錄二 132
附錄三 133
附錄四 142
附錄五 145
附錄六 156

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