(54.80.180.248) 您好!臺灣時間:2017/09/23 22:44          離開系統
字體大小: 字級放大   字級縮小   預設字形  
回查詢結果

詳目顯示:::

我願授權國圖
本論文永久網址: 
研究生:鄭宛美
研究生(外文):CHENG,WAN-MEI
論文名稱:招募作業、面談程序公平、招募滿意度、接受工作意願關係之研究
論文名稱(外文):The study of relationships among recruitment practice, interview procedure justice,recruiting satisfaction and willingness to accept offer
指導教授:董玉娟董玉娟引用關係
指導教授(外文):TUNG, YU-CHUAN
口試委員:蔡正飛、許淑寬
口試委員(外文):Philip, Cheng-Fei、HSU, SHU-KUAN
口試日期:2016-06-13
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系碩士班
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2016
畢業學年度:104
語文別:中文
論文頁數:72
中文關鍵詞:招募作業招募程序公平招募滿意度接受工作意願
外文關鍵詞:Recruitment to recruitment assignmentsprocedural fairnesssatisfactionaccepted the job offe
相關次數:
  • 被引用被引用:0
  • 點閱點閱:214
  • 評分評分:系統版面圖檔系統版面圖檔系統版面圖檔系統版面圖檔系統版面圖檔
  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:1
本次研究旨在探討應徵者在招募作業、面談程序公平、招募滿意度、接受工作意願關係。本研究以問卷調查法進行,總共發放215份問卷,共計回收200份問卷,共得200份有效問卷,問卷回收率為93%。本研究採用SPSS 21.0統計分析軟體進行敘述性統計、因素分析、信度分析、效度分析、相關分析以及迴歸分析。
This study was designed to evaluate the candidates in recruitment jobs, interview procedures are fair, recruiting relationship between satisfaction and willingness to accept work. this study questionnaire, a total of 215 questionnaires were issued, amounts recovered 200 questionnaires, a total of 200 valid questionnaires, the response rate is 93%. This study uses statistical analysis software SPSS 21.0 descriptive statistics analysis, factor analysis, reliability, validity analysis, correlation analysis and regression analysis.
中文摘要 …………………………………………………………………………i 
英文摘要…………………………………………………………………………ii
誌謝………………………………………………………………………………iii
目錄………………………………………………………………………………iV
表目錄……………………………………………………………………………vi
圖目錄……………………………………………………………………………x
第一章 緒論…………………………………………………………………1
第一節 研究背景及動機…………………………………………………1
第二節 研究目的…………………………………………………………3
第三節 研究流程…………………………………………………………4
第二章 文獻探討…………………………………………………………6
第一節 面談程序公平意涵及相關研究…………………………………6
第二節 招募作業意涵及相關研究……………...……………………10
第三節 招募滿意度及接受工作意願意涵及相關研究…..……………13
第三章 研究方法與設計…………………………………………………14
第一節 研究架構及假設…………………………………………………14
第二節 研究變項衡量……………………………………………………17
第三節 研究對象和設計…………………………………………………32
第四節 研究樣本分析……………………………………………………33
第五節 資料分析…………………………………………………………36
第六節 問卷分析…………………………………………………………39
第四章 研究結果與討論…………………………………………………47
第一節 相關分析及敘述性統計…………………………………………47
第二節 迴歸分析 ………………………………………………………48
第五章 結論與建議………………………………………………………53
第一節 結論 …………………………………………………………… 53
第二節 理論與實務意涵 ……………………………………………… 62
第三節 未來研究方向 ………………………………………………… 64
參考文獻 ………………………………………………………………… 66
一、中文部份 …………………………………………………………… 66
二、英文部份 …………………………………………………………… 66
附錄…………………………………………………………………………72
附錄一 正式問卷…………………………………………………………72
中文文獻
張仁勇(1998)。面談面談結構性對應徵者反應之影響:中介歷程之探討(碩士論文)。國立台灣科技大學管理研究所,台北市。
張適年、郭建志(2011)。組織任用面談的結構特徵:程序正義知覺與應徵者反應之研究。中華心理學刊,53(1),97-114。
闕山晴(2002)。顧客滿意度與忠誠度之研究-以西式速食業為例(碩士論文)。國立臺灣科技大學管理研究所,台北市。
蔡維奇、楊文芳、林正偉(2009)。面試官行為、企業形象影響工作意圖。臺大管理論叢。19(2),295-320。

英文文獻
Arvey, R. D., & Sackett, P. R. (1993). Fairness in selection: Current developments and perspectives. In N. Schmitt & W. C. Borman (Eds.), Personnel selection in organizations (171-202). San Francisco: Jossey Bass.
Bauer, T. N., Maertz, C. P., Dolen, M. R., & Campion,M. A. (1998). Longitudinal assessment of applicant reactions to employment testing and test outcome feedback. Journal of Applied Psychology, 83(6), 892-903.
Barber, A. E.(1998). Recruiting employees: Individual and organizational perspectives. CA: SAGE Publications.
Bauer, T. N., Truxillo, D. M., Sanchez, R. J., Craig, J. M., Ferrara, P., & Campion, M. A. (2001). Applicant reactions to selection: Development of the selection procedural justice scale (SPJS). Personnel Psychology, 54(2), 387-419.
Campion, M. A., Palmar, D. K., & Campion, J. E. (1997). A review of structure in the selection interview. Personnel Psychology, 50(3), 655-702.
Campion, M. A., Pursell, E. D., & Brown, B. K. (1988). Structured interviewing: Raising the psychometric properties of the employment interview. Personnel Psychology, 41(1), 25-42.
Cable ,D. B. and Turban, D. M. (2001), Establishing the Dimensions, Sources and Value of Job Seekers’ Employer Knowledge During Recruitment, Research in Personnel and Human Resource Management, 20, 115-163.
Carless, S. A. (2003). A longitudinal study of applicant reactions to multiple selection procedures and job and organizational characteristics. International Journal of Selection and Assessment, 11(4), 345-351.
DeBell, C. S., Montgomery, M. J., McCarthy, P. R., & Lanthier, R. P. (1998). The critical contact: A study of recruiter verbal behavior during campus interviews. Journal of Business Communication, 35(2), 202-223.
Greenberg, J. (1990). Organizational justice: Yesterday, today, and tomorrow. Journal of Management, 16(2), 399- 432.
Gilliland, S. W. (1993). The perceived fairness of selection systems: An organizational justice perspective. Academy of Management Review, 18(4), 694-734.
Gatewood, R. D., Gowan, M. A., & Lautenschlager, G. J. (1993). Corporate image,recruitment image, and initial job choice decisions. Academy of Management Journal, 36 (2),414-427.
Gilliland, S. W. (1994). Effects of Procedural Justice and Distributive Justice on Reactions to a Selection System. Journal of Applied Psychology, 79(5), 691-701.
Huffcutt. A., & Arthur, W. J. (1994). Interview validity for entry-level jobs. Journal of Applied Psychology, 79(2), 184-190.
Judge, T. A., Higgins, C. A., & Cable, D. M. (2000). The employment interview: A review of recent research and recommendations for future research. Human Resource Management, 10(4), 383-406.
Kluger, A. N., & Rothstein, H. R. (1993). The influence of selection test type on applicant reactions to employment testing. Journal of Business and Psychology, 8(1), 3-25.
Lind, E. A. (2001). Fairness heuristic theory: Justice judgments as pivotal cognitions in organizational settings. In J. Greenberg & R. Cropanzano (Eds.), Advances in organizational justice (56-88). Stanford, CA: Stanford University Press.
Matzler, K. and Hinterhuber, H.H., Bailon, F. and Sauerwein, E., (1996), How to Delight Your Customers, Journal of Product & Brand Management, 5(2), 6-18.
Oliver, R.L. (1981). Measurement and Evaluation of Satisfaction Process in Retail Settings. Journal of Retailing, 57(3), 25-48.
Oliver, R. L. (1993). Cognitive, Affective, and Attribute Bases of the Satisfaction Response? Journal of Consumer Research, 20, 418-430.
Oliver, R. L. (1997), Satisfaction: A Behavioral Perspective on the Consumer, New York: McGraw-Hill.
Ployhart, R. E., & Ryan, A. M. (1998). Applicants’ reactions to the fairness of selection procedures: The effects of positive rule violations and time of measurement. Journal of Applied Psychology, 83(1), 3-16.
Ployhart, R. E., Ryan, A. M., & Bennett, M. (1999). Explanations for selection decisions: Applicants’ reactions to informational and sensitivity features of explanations. Journal of Applied Psychology, 84(1), 87-106.
Parasuraman, A., Zeithaml,.V. and Berry,L.,(1985). A Conceptual Model of Service Quality and Its Implications for Future Research, Journal of Marketing, 49(4), 41-50.
Ployhart, R. E., & Ryan, A. M. (1998). Applicants’ reactions to the fairness of selection procedures: The effects of positive rule violations and time of measurement. Journal of Applied Psychology, 83(1), 3-16.
Rynes, S. L. (1991). Recruitment, job choice, and post-hire consequences: A call for new research directions. In M. D. Dunnette, & L. M. Hough (Eds.), Handbook of industrial and organizational psychology, 2, 399-444. Palo Alto, CA: Consulting Psychologists Press.
Smither, J. W., Reilly, R. R., Millsap, R. E., Pearlman,K., & Stoffey, R. W. (1993). Applicant reactions to selection procedures. Personnel Psychology, 46(1), 49-76.
Takeuchi, H. and Quelch, A.(1983). Quality is more than Marking A good product, Harvard Business Review, 61(4), 139-145.
Turban, D. B., & Dougherty, T. W. (1992). Influences of campus recruiting on applicant attraction to firms. Academy of Management Journal, 35(4), 739-765.
Truxillo, D. M., Bauer, T. N., Campion, M. A., & Paronto,M. E. (2002). Selection fairness information and applicant reactions: A longitudinal field study. Journal of Applied Psychology, 87(6), 1020-1031.
Tata, J. (2005). The influence of national culture on the perceived fairness of grading procedures: A comparison of the United States and China. The Journal of Psychology, 139(5), 401-412.
Williamson, L.G., Campion, J. E., Malos, S. B., Roehling, M. V., & Campion, M. A. (1997). Employment interview on trial: Linking interview structure with litigation outcomes. Journal of Applied Psychology, 82(6), 900-912.
Wendy R. Boswell, Mark V. Roehling, Marcie A. LePine and Lisa M. Moynihan (2003). Individual job-choice decisions and the impact of job attributes and recruitment practices: A longitudinal field study. Human Resource Management, 42(1), 23-37.
電子全文 電子全文(網際網路公開日期:20210101)
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top
系統版面圖檔 系統版面圖檔