隨著錄影面試普及化，本研究旨在探討應徵者在實際使用該面試工具後的公平知覺反應與接受性，以及影響接受性的個人因子。本研究透過137位曾經或正在求職的應徵者實際參與錄影面試並完成問卷調查，經階層迴歸分析發現，應徵者對於錄影面試的公平知覺，來自於認知有用性，而認知有用性來自當事人對該科技使用的自我效能。應徵者的人格特質與性別或年齡，對於公平知覺或認知有用性並未產生顯著的影響；而應徵者的認知易用性對公平知覺則無顯著關係。本研究根據分析結果，提供實務建議，作為應徵者與雇主使用錄影面試的教育訓練指南，與日後使用錄影面試系統的改善或強化方向。同時，提供後續研究建議，期望提升科技應用與人力資源的相關理論與實證發展。

This study aimed to explore applicants’ reactions towards the technical selection procedure by asynchronous video interview. The study conducted an empirical study to collect applicants’ feedback, including applicants’ per-sonal information, personalities, perception of usefulness, perception of ease-using, & justice perception. The study collected 137 valid question-naires. The results showed that applicants’ perception of usefulness mediated the relationship between job interview self-efficacy and perceived fairness. In addition, applicants’ personalities, genders, & ages, had no significant impact on fairness perception as well as perception of usefulness. Finally, the results of this study are representative and have practical values in real world prac-tice. Also, implications for future research of technology application in Hu-man Resources are discussed.

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