無論是多對多或多對一的甄選面談，由多位面試官同時參與面談，透過不同的面試官取得更多樣的應徵者資訊，在面試官們討論錄用人選討論時，納入更多元的想法與意見，以協助公司尋覓最合適的人才；不過，現實狀況真的會如此嗎？量化研究目的欲瞭解權力距離感是否會干擾低階面試官揣摩上意行為與面談決策改變的關係；質化研究目的為探索影響低階職位面試官決策的其他因素。
本研究採用混合研究的聚斂式平行混合設計(Convergent Parallel Mixed Methods)，量化資料使用問卷調查的方式，以二元類別依變項分析方式(Hierarchical Generalized Linear Model, HGLM)，量化問卷採用配對樣本，共為10組資料，其中有10位低階職位面試官與23位應徵者。質化資料採用半結構式訪談(Semi-Structured Interview)，共訪談15位低階職位面試官，以「類別－內容」取向的分析方式，整理替代文本。
量化研究結果顯示低階職位面試官揣摩上意對面談決策改變的主效果不顯著；但權力距離的干擾效果顯著。質化研究結果將影響低階職位面試官的決策因素分為三類：個人知覺、組織制度與文化及管理風格與溝通。

Companies attempt to gain more information about the candidates by multiple interviewers. Various aspects and opinions are acquired in discussions, and therefore companies can make decisions in a more objective way. However, does it reflect the reality? The quantitative research is to understand whether power distance would lead to opinion conformity of low-level interviewers and therefore change their decisions. The qualitative research is to find out other factors that would affect the decision making of low-level interviewers.
The study uses Convergent Parallel Mixed Method. The quantitative data is acquired by questionnaires with hierarchical Generalized Linear Model (HGLM). The quantitative questionnaires adopt matched samples. There are 10 groups of data including 10 low-level interviewers and 23 candidates. Qualitative data adopts Semi-Structured Interviews, and 15 low-level interviewers are included with content analysis method.
The quantitative research results reveal when they are making decisions, opinion conformity of low-level interviewers is not a significant factor. However, moderation effect of power distance is significant. Qualitative research categorizes factors that can affect the decision making of low-level interviewers into 3 parts: personal perception, organization rules/culture, and management style/communication.

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