隨著科技快速發展，社交媒體受社會大眾廣泛使用，而在眾多社群網媒體中尤其以Facebook（臉書）為使用者最大宗。傳統面試逐漸改革，雇主透過社交媒體審查求職者已日漸普及，根據統計顯示近43%的雇主會使用社交媒體進行篩選。但對於雇主使用社交媒體做求職者初步審查的情況下，除了造成求職者感受自身隱私侵犯與審查程序的不公平，甚至會讓求職者選擇退出篩選，因而間接造成組織人才流失。
因此，如何緩解求職者隱私侵犯感受與降低程序不公平感為當前首要議題，本研究使用實驗設計與問卷蒐集法，透過104求職網針對積極求職且可能有使用臉書的150位求職者進行數據分析，透過兩種審查方式（提供社交媒體帳號或加面試官好友）、組織吸引力、隱私設定掌控度、人工智慧審查與提供審查回饋為干擾變項，進一步分析當雇主要求觀看求職者社交媒體內容情況下，組織吸引力與臉書訊息掌控度是否會影響求職者接受審查臉書內容意願，且若由人工智慧代替真人審查是否可提高求職者程序公平感知，而審查完後若有提供說明或給求職者回饋是否可提高其程序公平感。
這項研究主要了解如何有效降低求職者隱私侵犯感受與程序不公平感，除了可以使求職者降低對雇主的負面評價，亦可使雇主在最短時間找到符合組織文化的人選。

With the rapid development of technology, social media become widely used by the general public, and Facebook got the largest numbers of users among many social media. Traditional interview methods are gradually reformed. Reviewing job applicants through social media have become increasingly popular by employers. According to statistics, 43% of employers use social media for pre-screening their job canidates. However, when employers use social media to pre-employment screening, job applicants may feel that their own privacy are invaded and the selection procedure is unfair. It may make job applicants choose to withdraw from screening, and then indirectly causing the loss of talents to organization.
Therefore, how to mitigate job-seekers’ perception of privacy invasion and procedural justice is the top priority at present. This study conducted experimental design to collect and analyze data from 150 actual job seekers through a job posting website. To understand how to influence job applicants’ acceptance toward social media screening, , this study analysed the moderating effects by organizational attractiveness, mastery of privacy settings, artificial intelligence review, and providing review feedback.
Moreover, if review is performed by artificial intelligence instead of by real-person and employers provide explanation or feedback to job applicants after reviewing the content, will these steps enhance job seekers’ perception of procedural fairness? This research mainly focuses on how to effectively reduce the job-seekers' feelings of privacy invasion and procedural unfairness. In addition to prevent applicant’s negative impression on employers, it can also help employers to find out the candidates who can fit organizational culture well in the shortest time.

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江淑琳、張志堯（2020）。嘗試建構一個臉書使用者的隱私風險係數: 臉書使用者的態度與行為關係。資訊社會研究，39，135-166。
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