隨著AI時代的來臨，本研究旨在探討應徵者在實際使用非同步視頻面試系統時的使用意圖及影響使用意圖的因素，並且在應徵者得知有無AI決策輔助功能下是否會影響使用非同步視頻面試系統的使用意圖。本研究藉由整合性科技接受模型探討非同步視頻面試的使用意圖，並以年齡在18-50歲之間的130位應徵者，透過雪球抽樣的方式並自願參與非同步視頻面試系統，面試完成後，應徵者被要求完成線上問卷。
透過相關係數分析、控制變數之檢定及階層迴歸分析顯示，應徵者非同步視頻面試的預期績效、社會影響、幫助條件，對非同步視頻面試的使用意圖呈正向顯著影響；而應徵者非同步視頻面試的努力期望，對非同步視頻面試的使用意圖，並未產生顯著的影響。此外，經研究顯示，應徵者在得知有無AI決策補助功能下，對非同步視頻面試的使用意圖並未有顯著差異。本研究根據分析結果，提供雇主及應徵者使用非同步視頻面試系統的教育指南，同時作導入非同步視頻面試結合AI決策輔助科技的評估與相關使用者訓練的參考依據。

In response to the arrival of the artificial intelligence (AI) era, this study used the unified theory of acceptance and use of technology to explore job applicants’ behavioral intention to participate in asynchronous video interviews (AVIs) and factors affecting such intention. In addition, this study examined whether applicants’ behavioral intention would be changed when they are notified of the availability of AI-based decision agents in AVIs. Snowball sampling was used to recruit 130 applicants aged between 18 and 50 years who had willing to participate in this study. Following the interviews, the applicants were asked to complete an online questionnaire.
Analysis on correlation coefficients, control variables, and hierarchical regression models revealed that applicants’ performance expectancy, social influence, facilitation condition toward using technology significantly affected their intention to interview in AVIs. By contrast, effort expectancy did not exert a significant effect on their interview intention in AVIs. In addition, whether applicants were notified of the availability of AI-based decision agents exerted a nonsignificant effect on their intention to participate in AVIs. The results of this study can be used to develop guidelines for teaching personnel in recruiting companies and applicants to use the AVI tools. The study results can also serve as a reference for evaluating the integration of AVI systems with AI-based decision agents and for developing user training programs.

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