本研究目的在探討面試官利用視訊面談與臨場面談給予應徵者的面談表現評價差異性，並探索於職務—履歷適配與否的不同情況下，上述視訊面談與臨場面談的應徵者表現評價差異性的不同。本研究採模擬面談實驗法，受試者為企業組織成員，模擬面談一位由研究人員所扮演的應徵者，實驗採用2×2×2的全受試者間設計，回收有效樣本230份。研究結果發現，當職務—履歷不適配時，面試官給予臨場面談應徵者的面談表現評價高於視訊面談應徵者；當職務—履歷適配時，面試官給予臨場面談應徵者與視訊面談應徵者的面談表現評價則沒有差異。本研究也同時討論研究發現的理論貢獻與實務內涵。

This research program contained two major parts: one was to examine the difference of interviewee performance appraisal between video-conferencing and face-to-face interviews; the other was to exploring the difference of interviewee performance appraisal between video-conferencing and face-to-face interviews under whether positions-resumes fit or not. This research was conducted by mock interviews for members of organization and researcher played the role of applicant. The experiment was tested using 2×2×2 between subjects design. The researcher obtained an effective sample of 230. The results of this study showed that interviewees performance appraisals were lower in video-conferencing than in face-to-face interviews when applicants applied specialty information of resumes that could not fit for position requests; however, it was not difference between video-conferencing and face-to-face interviews when applicants applied specialty information of resumes that fit for position requests. We also discussed the theoretical contributions and practical applications about research findings.