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研究生: 堯翊淇
Yao, Yi-Chi
論文名稱: 人工智慧模擬面試官預測應徵者溝通技巧與五大性格之效果研究
Artificial Intelligence simulate interviewer’s prediction of job applicants’ communication skill and big five personality traits
指導教授: 孫弘岳
Suen, Hung-Yue
學位類別: 碩士
Master
系所名稱: 科技應用與人力資源發展學系
Department of Technology Application and Human Resource Development
論文出版年: 2020
畢業學年度: 108
語文別: 中文
論文頁數: 64
中文關鍵詞: 溝通技巧五大性格社交信號處理透鏡模型TensorFlow
英文關鍵詞: communication skill, Big Five personality traits, social signal processing, lens model, TensorFlow
DOI URL: http://doi.org/10.6345/NTNU202000637
論文種類: 學術論文
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  • 科技時代的快速發展,伴隨著人工智慧的崛起,越來越多領域將人工智慧應用於日常工作中,也包含人力資源領域。本研究旨在探討基於性格自動感知並結合非同步視訊面試與人工智慧決策功能的人工智慧面試平台,是否能夠根據應徵者傳遞出的非語言訊息準確地模擬面試官評估其溝通技巧與五大性格。本研究共邀請114位受試者,其中包含57位應徵者及57位在人力資源領域擁有招募經驗的面試官,應徵者需完成五大性格之自評問卷,並登入人工智慧面試平台完成非同步視訊面試。待應徵者完成面試後,面試官需觀看三位應徵者的面試影片並完成溝通技巧與五大性格之他評問卷。兩個月後再次邀請同一批應徵者進行再測研究,檢測人工智慧面試平台的再測信度。
    將收回的研究資料透過組內相關係數對每一位應徵者收到來自三位不同面試官的分數進行分析,以瞭解不同面試官看待同一位應徵者之溝通技巧與五大性格是否具有一致性。使用皮爾森相關係數、解釋變異量、均方誤差及分類器平均準確度來檢測人工智慧面試平台是否能有效且準確地預測面試官的他評分數。並藉由組內相關係數檢測人工智慧面試平台預測模型的再測信度。
    研究結果證明人工智慧面試平台可準確預測面試官感知到應徵者的溝通技巧、親和性、神經質和經驗開放性,但無法預測外向性和盡責性。其中只有溝通技巧和神經質兩構面具有良好的再測信度。本研究認為人工智慧面試官可應用於人員甄選流程中,協助應徵者履歷的初步篩選,並建議未來深度學習模型可以萃取更多的非語言訊息,及進一步調教模型參數以提升效度。

    This study aims to use an asynchronous video interview platform plus an artificial intelligence decision agent based on Automatic Personality Perception, called AVI-AI to explore whether the AVI-AI can accurately simulate human raters’ perception of communication skills and Big Five personality traits according to the non-verbal messages transmitted by the job applicants. In this study, we invited 114 participants, including 57 interviewers and 57 interviewees to collect ground truth of the interviewees’ communication skills and personal traits perceived by the interviewers in a structured behavioral interview setting.
    The experimental results show that the AVI-AI could accurately simulate the human raters’ perception and judge candidate’s interpersonal communication skills, openness, agreeableness, and neuroticism perceived by the experienced Human Resource professionals. However, AVI-AI could not predict the perceived conscientiousness and extraversion. Moreover, only communication skills and neuroticism have satisfied test-retest reliability in this study. In the future, we believe that AVI-AI can be used to substitute human raters’ work in employment screening for assessing candidates’ interpersonal skills and neuroticism automatically.

    第一章 緒論 1 第一節 研究背景與動機 1 第二節 研究目的與問題 5 第三節 名詞解釋 7 第二章 文獻探討 9 第一節 溝通技巧、性格特質與結構式面談 9 第二節 溝通技巧、性格特質與非語言訊息 11 第三節 溝通技巧、性格特質與人工智慧面試平台 14 第三章 研究方法 17 第一節 研究架構 17 第二節 研究對象 19 第三節 研究設計 22 第四節 研究程序 25 第五節 研究工具 27 第六節 資料處理與分析 37 第四章 結果與討論 39 第一節 相關分析 39 第二節 施測者間信度 40 第三節 模型預測力 41 第四節 人工智慧面試平台再測信度 42 第五節 不同對象對性格特質評分之比較 44 第六節 綜合討論 46 第五章 結論與建議 47 第一節 研究結論 47 第二節 實務建議 50 第三節 研究限制與建議 51 參考文獻 55

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