防衛型印象管理策略( Defensive Impression Management )指的是個體在人際互動過程中，遇到負面事件而使得自我形象受到損害時，可以用來保護或修復形象的口語策略，主要可以區分為開脫、合理化及道歉三種策略。在過去探討工作面談中應徵者採用的印象管理策略的研究，多半著重在肯定型的策略，防衛型的策略則極少成為研究的關注焦點。本研究認為防衛型印象管理對面試官評價的提升具有影響，且在實際工作面談中亦有使用的可能性，因此本研究以防衛型印象管理的策略類型作為自變數，並以面試官質疑的負面事件類型（能力事件或道德事件）做為調節變數，探討工作面談中防衛型印象管理策略對面試官評價的影響。
本研究採二因子實驗設計方式，針對大台北地區20家企業組織中，196位具有面談經驗的主管，以隨機分派的方式觀看一組事先拍攝的面談錄影帶。研究結果發現，在受到面試官以負面事件質疑時，使用防衛型印象管理策略予以應對的應徵者，其面試官評價會高於未使用任何策略者；而在不同的事件類型下，應徵者採用策略之效果也有所不同：受到能力質疑時，採用道歉策略予以回應的應徵者其面試官評價最高；而道德受到質疑時，使用開脫策略予以辯解則是最有效的方式。

Defensive impression management (defensive IM) refers to a process by which individuals use verbal tactics after their image has been damaged either by one’s own behavior or by information that surfaces during the interaction in order to repair one’s image (Stevens & Kristof, 1995). The importance of defensive IM in job interviews has been overlooked in the past studies. Therefore, the intention of this research was to focus on the effect of defensive IM in job interviews, and to explore the interaction effect of defensive IM and different types of negative event on interviewer’s evaluation.
An experimental study was run to test the effects of interviewee’s defensive IM tactics on the interviewer’s evaluation following a negative event. The experimental was a 4*2 design. Defensive IM tactics (apologies, justifications, excuses, and no use of defensive IM) and types of negative events (ability-based and integrity based) were manipulated in the study. Subjects in present study are all managers who have at least one experience as interviewers in job interviews. Result has shown that: (1) Following a negative event, interviewees who perform defensive IM tactics will receive higher evaluation from interviewer than those who does not. (2) If the negative event is ability-based, interviewees who perform apologies tactics would receive higher evaluation from interviewer than those who use justifications tactic, and those who perform excuses would get lowest evaluation. (3) If the negative event is integrity-based, interviewees who perform excuses tactics would receive higher evaluation from interviewer than those who use justification tactic, and those who perform apologies would get lowest evaluation.

網頁部分
全球華文行銷知識庫（2004年2月16日）。行銷寫實--高科技及金融業新春徵才熱流延燒。2007年1月21日，取自全球華文行銷知識庫網站http://marketing.chinatimes.com/ItemDetailPage/ProfessionalColumnist/05ProfessionalColumnistContentByAuthor.asp?MMContentNoID=6224
中文部分
尤慧慧(2005)，應徵者外表吸引力與行為對甄選面談決策之影響：以職務性別取向符合程度、顧客接觸需求程度為干擾變項，國立台灣大學商學研究所碩士論文
楊庭懿(2002)，應徵者印象管理策略對甄選面談決策之影響：以面談訓練為干擾變數，國立台灣科技大學企業管理系碩士論文。
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