第四章 結果與討論
第三節 研究限制與建議
本研究對雇主使用 Facebook 審查求職者和其造成的知覺和其求職 意願做了一個初步的探討，以提供後續相關研究與實務應用之參考。使 用 Facebook 來篩選求職者已成為一個快速成長以及節省成本的甄選與 背景審查工具，但同時也引發隱私權與公平性的爭議，繼而降低求職意 願，特別是在人才市場供不應求的被動求職者。希望透過本研究可以引 起更多人力資源與科技應用教育的學術和實務人士的關注。同時，本研 究提出可能的改善方式，以降低 Facebook 審查所造成的負面效果。
第三節 研究限制與建議
第一，受限於抽樣對象與樣本數的限制，在類推性可能仍顯不足。
縱然，本研究所採用線上問卷方式填答，並曝光在 Facebook 平台上，以 盡可能收集各年齡層、各行業等樣本，但受限於時間與資源的限制，只 有 132 份樣本。期望未來相關研究能擴大樣本數和地域，來檢驗本研究 的理論模型。
其二，可能忽略其他的干擾變項的限制，例如文化。影響隱私侵犯 的變數不少，例如:集體主義社會以及個人主義社會對於隱私侵犯的程度 也有所不同，求職者來自集體主義社會對於隱私的敏感程度較低 (Black,
Stone, & Johnson, 2015)，可能相對較不那麼在意雇主審查 Facebook 的行 為。期望未來的研究，可以新增此變項加以探討。不只隱私這部分有其 他的干擾變項，求職意願也會被其他變項所影響，例如未來時間觀，相 較於人們共同所理解的物理時間。未來時間觀探討的是個人對於未來的 主觀態度以及個人在做當下決策時對未來關心程度的取向，具有個別差 異性，包含了個人對未來的規劃有多遠，這也使影響求職者對於求職意 願的變項之一。
第三，收集資料時點的限制，可能影響因果關係的推論。本研究是 以橫斷面進行研究，僅以某一時間點做調查。並非進行縱貫面的調查。
期未來的研究可以在不同時間、不同的情境下做更進一步的研究。
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數位時代(2011 年 10 月 6 日)， 91%美國雇主用社群網路「審查」求職 者，取自 https://www.bnext.com.tw/article/20354/BN-ARTICLE-20354 王紹蓉、梁定澎、賴誼禎(2016)。揭露與隱藏之拉鋸:人氣需求與隱私顧
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附 錄
附錄一 研究問卷
一、 基本背景資料
1. 您在最近一年內有潛在雇主或外部獵才公司挖角您： □ 是 □ 否 2. 請問您的性別是: □ 生理女 □ 生理男
3. 請問您的年齡是： _____歲 （請填寫）
4. 請問您目前所從事的產業是:
□ 電子科技/資訊/軟體/半導體業 □ 服務業 □ 一般傳統製造業 □ 教育 □ 醫療 □ 金融業 □ 法律/會計/顧問 □ 建築營造業 □ 農 林漁牧業 □ 其他
5. 請問您目前的職位是： □ 非管理職 □ 管理職
您好：
我們是臺灣師範大學科技應用與人力資源所孫弘岳教授的研究助理，目前正在 進行有關臉書使用的研究，極需您寶貴的意見。題目與題目之間並沒有直接相 關，答案沒有絕對的對錯，請您依自己的想法及感受作答即可。問卷採不記名 方式，且僅作為分析使用，一切保密處理，不必擔心您的資料外流，請您放心 填寫。承蒙您的協助！祝事事順心!
國立臺灣師範大學 科技應用與人力資源發展所 指導教授: 孫弘岳 博士
研究生: 陳琇嬿
二、 問卷題目