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研究生:林正偉
研究生(外文):Cheng-Wei Lin
論文名稱:面試官行為、企業雇用形象對應徵者求職意圖的影響
論文名稱(外文):The Effects of Interviewer Behavior and Company Employment Image on Applicant Job Pursuit Intention
指導教授:蔡維奇蔡維奇引用關係
指導教授(外文):Wei-Chi Tsai
學位類別:碩士
校院名稱:國立交通大學
系所名稱:經營管理研究所
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2004
畢業學年度:92
語文別:中文
論文頁數:58
中文關鍵詞:面試官行為企業雇用形象應徵者的求職意圖
外文關鍵詞:Interviewer behaviorCompany employment imageApplicant job pursuit intention
相關次數:
  • 被引用被引用:5
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近年來,許多產業均面臨人力短缺的現象,因此確保招募活動的效率性,便成為當今企業當務之急的重要課題。而面談在公司的招募活動中,往往扮演著重要的角色,因此本研究的目的便是要釐清面談中的面試官行為與面談前的企業雇用形象,如何對應徵者的求職意圖產生影響。此外,過去學者也說明了企業雇用形象可能影響面談的程序,但是這方面的研究卻較少被探討,因此本研究也將企業雇用形象與面試官行為作一個結合,假設低企業雇用形象的公司,其面試官行為將會對應徵者的求職意圖產生較正面的影響。

本研究以57家科技產業公司為研究對象,透過具有參與國防役資格的電機、資訊、理工相關背景的研究所學生,共分成兩組受試者,其中A組為275個參與過國防役面談的學生,要求其對面試官行為與應徵者求職意圖此二變數進行填答;另一B組為120個未參與過面談的學生,要求其對企業雇用形象此變數進行填答。研究結果發現,面試官行為與企業雇用形象對應徵者求職意圖具有正向的影響。此外,本研究也發現企業雇用形象不會干擾到面試官行為與應徵者求職意圖的關係,顯示面試官行為對應徵者求職意圖的影響,並不會隨著企業雇用形象之高低而有所不同。
As shortages of qualified workers have become prevalent in many industries in recent year, making sure the efficiency of recruitment activities is the critical topic for enterprises. Furthermore, the interview is an important device in the recruitment activities. The purpose of this study was to examine how do the interviewer behavior and company employment image (CEI) influence the applicant job pursuit intention. Although scholars illustrate that CEI may influence the process of interview, there has been little research in the recruitment literature. Therefore, this study discuss the interaction of CEI and interviewer behavior, and it is hypothesized that the interviewer behavior will influence applicant intention more positively in low CEI than high CEI.

Data collection involved 57 technological companies and two groups of respondents including 275, 120 students respectively. The results indicated that both interviewer behavior and CEI were positively related to applicant job pursuit intention. Moreover, the interaction of CEI and interviewer behavior was not significantly related to applicant job pursuit intention. It indicated that the relationship between interviewer behavior and applicant job pursuit intention was not affected by CEI.
目錄
中文摘要 i
英文摘要 ii
誌謝 iii
目錄 iv
表目錄 v
圖目錄 v
第一章 緒論 1
1.1 研究動機與背景 1
1.2 研究目的 4
第二章 文獻探討 6
2.1 面試官行為 6
2.2 企業雇用形象 12
2.3 面試官行與企業雇用形象之交互作用 19
第三章 研究方法 21
3.1 研究假說與研究架構 21
3.2 研究對象 24
3.3 研究程序 26
3.4 研究變數與測量工具 28
3.5 統計分析 30
第四章 研究結果 31
4.1 因素分析與信度分析 31
4.2 相關分析 34
4.3 階層迴歸分析— 研究假設驗證 37
第五章 結論與建議 39
5.1 研究假設之探討 39
5.2 研究限制 44
5.3 未來研究方向 47
5.4 結語 49
參考文獻 50


表目錄
表1. 企業雇用形象之構面對照表 17
表2. 本研究公司樣本 26
表3. 問卷回收調查表 27
表4. 面試官行為因素負荷量表 32
表5. 求職意圖之信度與因素負荷量表 33
表6. 研究變數之相關分析表 35
表7. 階層迴歸分析表 38


圖目錄
圖1. 企業形象與企業聲望之關係圖 14
圖2. 行銷觀點與招募觀點之對照圖 16
圖3. 研究架構圖 23
參考文獻

房美玉(民91),「員工招募、甄選」,人力資源管理十二堂課,李誠等主編,天下遠見,53-78

蔡維奇(民91),「員工訓練與開發」,人力資源管理十二堂課,李誠等主編,天下遠見,79-108



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