影响结构化面试中面试官评价的因素很多，面试焦虑是其中较为重要的因素。本研究目的是探究面试焦虑对面试官评价的影响，从应聘者和面试官二者的视角，分别探究其感知到的面试焦虑对面试官评价的作用机制，找出应聘者在面试过程中哪些非言语和言语行为线索在其中起中介作用，从而提出如何控制应聘者的行为，避免面试焦虑对面试官评价的影响，并帮助面试官有效识别应聘者的焦虑状态，从而帮助组织招聘到真正合适工作岗位的应聘者，提升结构化面试的效度。 研究一与某组织合作，在真实校招面试中进行，目的是初步检验应聘者感知到的面试焦虑对面试官感知的面试焦虑、面试官评价的影响。来自组织的面试官两名，参与校招的有效被试共22人，要求他们在真实面试结束后填写测量问卷。通过数据分析，结果显示应聘者感知到的面试焦虑与面试官感知的面试焦虑显著正相关，面试官感知的面试焦虑越高，面试官对应聘者的总体评价越低，越可能不会录用该应聘者。 研究二在研究一的基础上通过模拟面试，进一步验证面试官感知的面试焦虑在应聘者感知到的面试焦虑与面试官评价之间的中介作用，并编码每一位应聘者在面试过程中言语和非言语行为的次数和持续时间，探究其在应聘者感知到的面试焦虑与面试官感知的面试焦虑、面试官评价之间的中介作用。共招募有效被试107人参加模拟面试并填写相关问卷。结果发现，应聘者自我感知的面试焦虑可以正向预测面试官对应聘者焦虑感知，但并没有行为线索在其中起显著中介作用；应聘者补充或修饰性手势的持续时间部分中介应聘者感知的面试焦虑与面试官评价之间的关系；应聘者停顿的持续时间部分中介应聘者感知的沟通焦虑、外表焦虑二者与面试官评价之间的关系；面试官感知到的面试焦虑可以完全中介应聘者感知的面试焦虑与面试官评价之间的关系。 两个研究结果表明应聘者对自己面试焦虑的感知和面试官对应聘者焦虑状态的感知对面试官的评价具有重要影响。在面试中，面试焦虑程度较高的应聘者往往在面试中呈现更少的修饰性手势动作，表达时有更多的停顿，结果得到面试官较低的评价。应聘者需要管理自己的面试焦虑，避免影响面试官的评价，并且面试官应严格按照评分标准进行评分，减少面试焦虑带来的评分偏差。

There are a lot of factors that influence the evaluation of interviewers in structured interviews, and anxiety is one of the most important factor. The purpose of this study is to explore the impact of interview anxiety on interviewers' ratings, from the perspective of the interviewee and the interviewer, respectively to the mechanism of the perceived interview anxiety on the interviewer's score, find out the applicant during the interview process which non-verbal and verbal behavior clues in the intermediary role, thus put forward how to control the behavior of the applicant, avoid the influence of interview anxiety on the interviewer's score, and help the interviewer to effectively identify the applicant state of anxiety, thus helping organizations recruit really suitable job applicants, improve the validity of structured interview. The purpose of this study 1 is to examine the impact of interview anxiety perceived by interviewees on the interview anxiety perceived by interviewers and evaluation of the interviewers. Two interviewers from the organization and 22 participants, who participated in the recruitment, were asked to fill in the questionnaire after the interview. Through data analysis, the results show that the applicants' perception of anxiety significantly positively related to the interviewer's perception of anxiety. The higher the level of anxiety perceived by the interviewer, the lower the interviewer's overall assessment of the applicants. Study 2 on the basis of studying 1, through mock interviews, further verify the interview anxiety perceived by the interviewer is the mediation between the interview anxiety perceived by the applicant and the evaluation of the interviewer, and code each applicant during the interview process of verbal and nonverbal behavior frequency and duration, to explore its mediation between the interview anxiety that the interviewee perceived and the interview anxiety and the interviewer's evaluation. A total of 107 participants were recruited to participate in the mock interview and fill in the questionnaire. The results showed that the anxiety of interviewees' self-perception could positively predict the anxiety perception of the interviewees, but there was no behavioral clue to play a significant intermediary role. The duration of a candidate's supplementary or modified gesture partial mediates the relationship between the interviewee's perceived interview anxiety and the interviewer's evaluation. The duration of the candidate's pause partial mediates the relationship between the communication anxiety and the appearance anxiety of the interviewees' perception and the evaluation of the interviewers. The interview anxiety perceived by the interviewer can fully mediate the relationship between the interviewee's perceived interview anxiety and the interviewer's evaluation. The results of the two studies confirmed that the perception of interviewees' anxiety and the perception of the interviewers' anxiety had an important influence on the interviewers' evaluation. During the interview, interviewees with a high degree of anxiety tend to present fewer modified gestures in the interview, and more pauses are found in the interview, resulting in a lower evaluation by the interviewer. Candidates need to manage their own interview anxiety, avoid influencing the interviewer's evaluation, and the interviewer should grade them strictly according to the scoring criteria, and reduce the score deviation caused by interview anxiety.