本研究主要探討面試官資訊揭露完整性對新進員工離職意圖的影響，以及新進員工符合預期程度對面試官資訊揭露完整性與新進員工離職意圖之間關係的中介效果，並探索面談結構性對於面試官資訊揭露完整性與新進員工符合期望認知可能存在之影響。本研究以問卷法收集台灣地區不同產業公司的正職員工資料，共計回收有效主管問卷52份、員工問卷237份。統計分析結果顯示，面試官在甄選面談中的資訊揭露完整性和新進員工離職意圖間具有負向關係，面試官在甄選面談中的資訊揭露完整性與新進員工符合期望認知間具有正向關係，新進員工符合期望認知會中介面試官資訊揭露完整性與新進員工離職意圖之間的關係。此外，本研究也經由事後分析發現面談結構性會干擾面試官在甄選面談中資訊揭露完整性與新進員工符合期望認知之間的負向關係。

The main purpose of this study is to explore the influence of interviewer information disclosure on newcomers’ intention to quit as well as the mediation effect of newcomers’ met expectation on the aforementioned relationship. In the meantime, the present study also proposes that a moderating effect of interview structure should exist to alter the relationship between interviewer information disclosure and newcomer met expectation.
Data were collected from full-time employees in different organizations and industries using online survey. Finally, 52 questionnaires collected from line managers and 237 questionnaires from newcomers were used for further statistical analyses. The results show that interviewer information disclosure is negatively related to newcomers’ intention of quit. Interviewer information disclosure is positively related to newcomers’ met expectation. Newcomers’ met expectation mediates the relationship between interviewer information disclosure and newcomers’ intention of quit. On the other hand, the results of post-hoc analyses also show that interview structure can moderate the relationship between interviewer information disclosure and newcomer’ met expectation.

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