本研究旨在探討面試官不合宜行為對應徵者組織人才吸引力與接受工作聘任意圖之影響，並進一步檢視福利、薪資水準及世代差異在其中所扮演之調節作用。本研究採實驗法，以具面試經驗者為研究對象，透過SurveyMonkey平台蒐集資料，共取得569份有效樣本。研究結果顯示，在面試官不合宜行為之三個構面中，「執行面試流程不當」因未通過操弄檢定而予以移除，後續分析聚焦於「負面態度」與「專業不足」構面。本研究發現，面試官負面態度對組織人才吸引力與接受工作聘任意圖皆具顯著之負向影響，此外，薪資水準與負面態度之交互作用達顯著水準，顯示較高之薪資水準能有效削弱面試官負面態度對應徵者組織吸引力與工作接受意願之不利影響；同時，世代差異與負面態度之交互作用亦達顯著，反映出Z世代應徵者相較於非Z世代，對面試官的負面態度展現出更高的敏感度。本研究可作為企業招募管理實務之參考。企業除應維持具競爭力之薪酬外，更應強化面試官培訓與面談品質管理，特別針對新世代求職者審慎留意互動態度，以降低負向面試經驗對人才吸引之不利影響，進而提升招募品質並維持雇主品牌形象。;The present study examined the effects of inappropriate interviewer behavior on applicants’ organizational attractiveness and job acceptance intention， and further explored the moderating roles of benefits， salary level， and generational differences in the aforementioned relationships. By adopting a between-subject factorial experimental design， this study collected data from potential applicants through SurveyMonkey and yielded 569 valid responses. The results indicate that interviewer negative attitude exerted a significant negative impact on both organizational attractiveness and job acceptance intention， whereas professional insufficiency showed no significant effect. Moreover， the interactions of interviewer’s negative attitude with both salary level and generational differences have significant impacts on organizational attractiveness and intention to apply. Higher salary levels mitigated the negative effects of negative attitude， while Generation Z applicants demonstrated greater sensitivity to negative attitude than non-Generation Z individuals. This study has practical implications for recruitment management. Organizations should improve transparency， maintain competitive compensation， strengthen interviewer training， and establish feedback mechanisms to reduce the adverse effects of negative interview experiences on talent attraction and employer brand.
