Brenner Falko S, Ortner Tuulia M, Fay Doris
Institute of Psychology, Freie Universität Berlin Berlin, Germany.
Department of Psychology, University of Salzburg Salzburg, Austria.
Front Psychol. 2016 Jun 14;7:863. doi: 10.3389/fpsyg.2016.00863. eCollection 2016.
The present study aimed to integrate findings from technology acceptance research with research on applicant reactions to new technology for the emerging selection procedure of asynchronous video interviewing. One hundred six volunteers experienced asynchronous video interviewing and filled out several questionnaires including one on the applicants' personalities. In line with previous technology acceptance research, the data revealed that perceived usefulness and perceived ease of use predicted attitudes toward asynchronous video interviewing. Furthermore, openness revealed to moderate the relation between perceived usefulness and attitudes toward this particular selection technology. No significant effects emerged for computer self-efficacy, job interview self-efficacy, extraversion, neuroticism, and conscientiousness. Theoretical and practical implications are discussed.
本研究旨在将技术接受度研究的结果与关于求职者对新兴异步视频面试选拔程序中新技术反应的研究相结合。106名志愿者体验了异步视频面试，并填写了几份问卷，包括一份关于求职者个性的问卷。与之前的技术接受度研究一致，数据显示，感知有用性和感知易用性预测了对异步视频面试的态度。此外，开放性被发现调节了感知有用性与对这种特定选拔技术的态度之间的关系。计算机自我效能感、求职面试自我效能感、外向性、神经质和尽责性均未产生显著影响。本文讨论了理论和实践意义。
