有关面试官与应聘者相似效应是人事选拔领域研究的热点，然而，以往关于面试官与应聘者相似效应的研究中，对于两者的匹配元素并没有严格的划分，对相似性的内在机制和原理也只能进行表浅的解释。然而，深入研究面试中的面试官与应聘者匹配对有效控制面试误差，提高面试的公平性等具有十分重要的意义。根据调节匹配理论的观点，个体的调节聚焦与他人行为策略一致时，会产生匹配效应，进而影响个体的主观感受和决策等行为。基于此，本文尝试将个体间调节匹配理论引入面试研究，通过实验研究对面试过程中的面试官调节聚焦与应聘者印象管理策略的匹配效应进行探讨，并预期促进定向的面试官偏好使用肯定型印象管理策略的应聘者，而预防定向的面试官偏好使用防御型印象管理策略的应聘者。研究一为了排除应聘者外在因素（如相貌、性别）的干扰，采用基于行为描述的印象管理策略，探讨面试官调节聚焦与应聘者印象管理策略的调节匹配效应。研究1a和1b分别选取了103名和105名大学生被试作为面试官，在测量或操纵了被试的调节聚焦后，让被试进行模拟面试评价任务，一半被试阅读基于行为描述的肯定型印象管理策略脚本，另一半被试阅读防御型印象管理策略脚本，之后对当中的应聘者进行评价，评价包含3个维度：综合决策、能力评价和喜欢程度。由于研究一中的任务是让面试官对应聘者基于行为描述的面试材料进行评价，虽然能够摒除掉很多额外变量的影响，但是同时也降低了面试的真实性，使评价的保真度降低。研究二为了提高研究的生态效度，使用了基于模拟录像的面试材料，使面试官的评价环境更趋近于真实的面试情境，研究2a和2b分别选取161和92名大学生被试，探讨面试官的特质性或情境性调节聚焦与基于模拟录像的应聘者印象管理策略的调节匹配效应。本研究主要得出了以下结果：（1）面试官特质性调节聚焦与应聘者印象管理策略之间具有匹配效应，调节匹配效应仅存在于促进定向的面试官与肯定型印象管理策略的应聘者之间；（2）面试官情境性调节聚焦与应聘者印象管理策略之间具有调节匹配效应，匹配条件（促进定向-肯定型策略、预防定向-防御型策略）下面试官的对应聘者的综合决策、能力评价和喜欢程度显著高于不匹配条件（促进定向-防御型策略、预防定向-肯定型策略）。（3）面试官对面试评价任务的评价意义和评价信心中介了个体间调节匹配与结果变量（综合决策、能力评价和喜欢程度）的关系。

Researches about interviewer and applicant similarity effect have been very hot in the field of personnel selection. However, previous studies about this area didn’t clarify the fit or similarity components of interviewer and applicant, and didn’t offer deep explanations for the intrinsic mechanism and the principle of similarity. After all, additional and deep research about interviewer and applicant fit effect is extremely important not only to reduce rating bias in interview, but also to improve the fairness of selection. According to regulatory fit theory, individual’s regulatory focus consistent with other’s strategy will result in regulatory fit. So this study made the first attempt at investigating whether such interpersonal regulatory fit exits between the regulatory focus of interviewer and impression management tactics of applicant. The main expectation of this study was that interviewer with promotion focus preference applicant with assertive IM tactics, and liked them more. In contract, interviewer with prevention focus liked applicant with defensive IM tactics more and gave them higher score. In order to control extraneous variables (such as appearance, gender), Study 1 first examined the regulatory fits effect based on behavior descriptive manuscript of impression management tactics. Respectively, 103 and 105 undergraduates served as interviewers in Study 1a and 1b. After assessing or priming their regulatory foci, they were asked to complete a rating task of simulation interview. Half of the participants read the manuscript of assertive impression management, and half of them read about defensive. Their rating included 3 dimensions: overall judgment, ability rating and liking. Although Study 1 had a good control on extraneous variables, it reduced the authenticity of interview and decreased fidelity of rating. So in order to improve the ecological validity of research, study 2 used stimulus video-taped material of impression management tactics, making the rating environment more close to the real situation of interview. Data of Study 2 were collected from 253 college students (161 in Study 2a, 92 in Study 2b). In Study 2, we examined the regulatory fit effect of interviewer's chronic or situational regulatory focus and applicant’s impression tactics based on the video-taped material.Main findings are disclosed as followed: (1) in the chronic regulatory focus condition, regulatory fit exits only between interviewer with promotion focus and applicant with assertive impression management tactics; (2) in the situational regulatory focus condition, regulatory fit exits not only between interviewer with promotion focus and applicant with assertive impression management tactics, but also between interviewer with prevention focus and applicant with defensive impression management tactics; (3) interviewer’s sense or confidence perception of rating severed as mediator variable between the relation of interpersonal regulatory fit and outcome variables (overall judgment, ability rating and liking).