近年來，隨著社會與經濟結構的改變，使得工作價值觀的改變，產生短期與不穩定的雇傭關係，工作流動是勞動市場的常態。透過液態現代性的觀點，學生與企業招募人員的世代差異，可能對於應徵者工作流動的知覺有所差異。因此，本研究探討應徵者工作流動與履歷評估者如何影響履歷篩選結果，並進一步釐清影響履歷篩選結果的心理機制。透過變異數分析與中介式調節分析模型，研究結果發現：(1)工作流動對履歷篩選結果有負向影響；(2)履歷評估者，在應徵者工作流動與履歷篩選結果之間，具有調節作用；(3)評估者對應徵者的知覺(專業勝任知覺與工作態度知覺)，會中介工作流動與履歷評估者對履歷篩選結果的調節作用。此外，在履歷評估方面，大學生較具寬容性。最後，本研究根據結果進行討論，並對研究限制、未來研究方向及實務意涵加以闡述。

Empirical studies relating to job mobility and resume screening result have inconsistent results. Furthermore, few researches discuss moderator variables between job mobility and resume screening results. Drawing on the perspective of liquid modernity, students and HR workers may have different views to job mobility. Finally, recruiters’ perception to applicants is an important indicator to resume screening results. For these reasons, we used mediated-moderation model to investigate the relationships among job mobility, resume evaluator, perception of applicant, and resume screening results.

The hypotheses were tested with two studies, 146 undergraduates - 144 HR specialists and 154 undergraduates - 142 HR specialists as subjects respectively. The results showed that: (1) Job mobility had negative effects on resume screening results. (2) Resume evaluators moderated the relationship between job mobility and resume screening results. (3) Perceptions of applicant mediated the moderation effects of job mobility and resume evaluators on resume screening results. (4) The leniency effect of students. Finally, this study discussed the implications to the theory / practice, research limitations and future directions.

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