臺灣博碩士論文加值系統

本研究之研究主軸為雇主知識，探討前後期雇主知識之增加對組織人才吸引力之影響。本研究延伸Cable與Turban (2001)以及Collins (2007)之研究，探討動態觀點的雇主知識，提出雇主知識增量，並將之區分為多構面，分別為雇主熟悉度、雇主形象(分為工作資訊與非工作資訊)與雇主聲望，以補足靜態觀點之不足,且深化雇主知識之內涵。此外，本研究亦探討校園招募活動類型居中所扮演之干擾角色，以檢視在不同的校園招募活動類型影響下，雇主知識增量各構面與組織人才吸引力之關係是否會有所變化。本研究從企業說明會、企業參訪與校園就業博覽會三個校園招募現場搜集資料，以大學生為研究對象，共回收477份有效問卷。

研究結果發現，雇主知識增量四構面中的「工作資訊增量」與「非工作資訊增量」與組織人才吸引力呈顯著正相關。而在不同的校園招募活動下，雇主知識增量與組織人才吸引力之關係亦有差異。在企業參訪中，工作資訊增量、非工作資訊增量，即雇主形象增量與組織人才吸引力呈顯著關係；然而，雇主熟悉度增量卻與組織人才吸引力呈負相關。在就業博覽會中，雇主熟悉度、雇主形象增量，即工作資訊增量與非工作資訊增量皆與組織人才吸引力呈顯著正相關。

Based on Cable and Turban (2001), this study extends employer knowledge as a dynamic construct, and aims to investigate the effects of incremental employer knowledge on organizational attraction. This study also distinguishes the dimensions of incremental employer knowledge as employer familiarity, employer image (including job information and employee information) and employer reputation, recalling the dynamic processes of Lievens (2001). This study also propose that the types of campus recruiting moderate the relationships between incremental employer knowledge and organizational attraction. Survey data was collected from 477 undergraduate’s students participating in three campus recruitment activities (job fair, corporate visit, and recruitment orientation). Results showed that the incremental employer image (including job and employee information) was positively related to organizational attraction. Moreover, results of the sub-group analysis showed that different dimensions of incremental employer knowledge was related to organizational attraction in specific campus recruitment activity.

摘要 II
ABSTRACT III
表目錄 V
圖目錄 V
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 8
第二章 文獻探討 9
第一節 招募 9
第二節 組織人才吸引力 12
第三節 雇主知識 16
第四節 招募管道 22
第三章 研究方法 28
第一節 研究架構與假設 28
第二節 研究對象 29
第三節 研究流程 33
第四節 研究變數與衡量方法 34
第五節 統計方法分析 40
第四章 研究結果 41
第一節 驗證性因素分析 41
第二節 相關分析 43
第三節 迴歸分析 45
第五章 結論與建議 51
第一節 研究結果與討論 51
第二節 實務建議 56
第三節 研究限制 57
第四節 未來研究方向 58
參考文獻 60
附錄：本研究使用的問卷 68

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