臺灣博碩士論文加值系統

近年來由於台灣傳統產業因人力短缺問題及刻板印象影響，在招募員工上遇到窘境，本研究主要探討企業形象與組織吸引力之關係，以及影響招募的因素。運用個案研究法，對符合行政院主計處資料定義傳統產業之三家企業為樣本進行深度訪談，藉由受訪者提供之訪談資料整理分析出各企業之企業形象、招募行為、薪資福利制度、工作條件與改善計畫。
本研究結果發現，三家受訪企業之企業形象皆注重「產品品質的要求」及「滿足員工的薪資福利」，然而，在招募上受到傳統產業刻板印象的影響。唯有透過內部員工引薦，直接向潛在求職者介紹企業形象與薪資福利，更能夠說服外部潛在員工進入該公司謀職。
最後，我們建議傳統企業除了透過企業內部策略的創新及轉型來優化體質，並應積極對外宣傳企業的正面訊息，塑造企業形象，進而改變刻板印象，吸引年輕族群加入。

In recent years, the traditional industry in Taiwan faces difficulties in recruitment in to labor shortage and stereotypes.This study mainly discussedthe relationship between corporate image and organizational attraction, and the factors that affect recruitment. Using case study method, we conductedin-depth interviews with three companiesthat are in line with the definition of the traditional industries by the Executive Yuan, and we analyzed the data provided by the intervieweesand discussed corporate image, recruiting, compensation system, and improvement planof thesecompanies.
This study found that the corporate image of our sampledcompanies emphasized the "product quality requirements" and "compensation and benefits". Peoples’ stereotypeof traditional industries impacted their recruitment.However, through internal employee referral, employeescan directly introduce corporate image and compensation topotential job seekers, and thereby persuade them to accept job offers.
Finally, in addition to using strategiesof innovation and transformation to improvebusiness constitution,we recommend that traditional enterprises actively disseminatethe positive news of enterprises, shape corporate image, and then change the stereotypes to attract young people to join.

第一章　緒論
第一節　研究背景與動機 1
第二節　研究動機 2
第三節　研究目的 3
第二章　文獻探討
第一節　企業形象 5
第二節　組織吸引力 8
第三節　企業形象與組織吸引力 9
第四節　傳統產業 11
第三章　研究方法與設計
第一節　研究方法 12
第二節　研究過程 14
第四章　個案公司研究分析
第一節　聯米企業中興米之個案訪談分析 17
第二節　仁美惠姐肉粽之個案訪談分析 22
第三節　升育鋼鐵股份有限公司之個案訪談分析 29
第五章　結論與建議
第一節　結論 35
第二節　建議 38
參考文獻
一、中文文獻 40
二、英文文獻 41

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