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研究生:陳綺薇
研究生(外文):Chi-Wei Chen
論文名稱:企業聲望、人才招募管道與招募成效之關聯性研究
論文名稱(外文):A Study on the Relationships among Corporation Reputation, Recruiting Channels and Recruiting Effectiveness
指導教授:諸承明諸承明引用關係
指導教授(外文):Chen-Ming Chu
學位類別:碩士
校院名稱:中原大學
系所名稱:企業管理研究所
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:2001
畢業學年度:89
語文別:中文
論文頁數:110
中文關鍵詞:企業聲望招募成效招募管道企業聲望招募管道招募成效
外文關鍵詞:recruiting effectivenessrecruiting channelcorporate reputation
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論文摘要
本研究之主要目的,在探討企業聲望、人才招募管道與招募成效之關聯性。我們透過文獻的探討,發展出四項主要假設:假設一探討企業聲望與各招募方式採用程度之關聯性,假設二探討企業聲望與招募成效之關聯性,假設三探討各招募方式與招募成效之關聯性,假設四探討企業聲望與各招募方式採用程度對招募成效之交互關聯性。
有鑑於此,本研究除進行相關文獻的探討外,還透過問卷調查的方式進行實證研究,經過統計分析,歸納出下列重要的研究結論:
1.企業聲望高低與各招募方式採用程度具有顯著的關聯性。意即當
企業聲望高時,雜誌徵才廣告、人力仲介公司、校園徵才及線上招
募等招募方式的採用程度較高,反之,當企業聲望低時,雜誌徵才
廣告、人力仲介公司、校園徵才及線上招募等招募方式的採用程度
較低。
2.企業聲望與招募成效具有顯著的關聯性。意即當企業聲望高時,
校園徵才總成效及招募效率較好,反之,當企業聲望低時,校園徵
才總成效及招募效率較差。
3.各招募方式採用程度與招募成效具有顯著的關聯性。意即當員工
薦舉及線上招募的採用程度高時,招募總成效較好,反之,當員工
薦舉及線上招募的採用程度低時,招募總成效較差。
4.企業聲望與招募方式採用程度對於招募成效之交互關聯性部份顯
著,顯示兩者間仍有相當程度的交互作用。意即當一公司企業聲望
高同時高度採用同仁薦舉、報紙徵才廣告及校園招募,對改善招募
成本、招募成果滿意度及招募效率有相當程度的正面效果。
Abstract
The purpose of this study is to discuss the relationships among corporation reputation, recruiting channels and recruiting effectiveness. We propose four main hypotheses by reviewing preview literatures. In the first hypothesis, we discuss the relationship between corporation reputation and different recruiting sources. In the second hypothesis, we discuss the relationship between corporate reputation and recruiting effectiveness. In the third hypothesis, we discuss the relationships between different recruiting channels and recruiting effectiveness. In the fourth hypothesis, we discuss the interaction effects of the corporate reputation and different recruiting channels on recruiting effectiveness.
In view of this, we use surveys to get empirical data. By statistical analysis, we conclude major results as follow:
(1)There are significant correlations between the corporate reputation and
the adopting degree of different recruiting channels. This means, when
corporate reputation is good, the adopting degree of magazine
advertisement、private employment agencies、campus recruiting and
Internet recruiting are high.
(2) There are significant correlations between the corporate reputation
and recruiting effectiveness. This means, when corporate reputation is
good, the recruiting effectiveness of campus recruiting is good.
(3) There are significant correlations between the adopting degree of
different recruiting sources and the recruiting effectiveness. This
means, when the adopting degree of employee referrals and Internet
recruiting are high, the recruiting effectiveness are better.
(4)The interaction effects of the corporate reputation and different
recruiting sources on recruiting effectiveness are significant partly. A
company adopts the recruiting sources of employee referral、
newspaper advertisement and campus recruiting when corporate
reputation is good, then the effects to improve recruiting effectiveness
will be more significant than when corporate reputation is bad.
Keywords: corporate reputation, recruiting sources, recruiting
effectiveness.
目 錄
第一章 緒論……………………………………………………………12
第一節研究動機……………………………………………….12
一、研究企業聲望之動機……………………………12
二、研究招募之動機…………………………………13
第二節研究目的……………………………………………….14
第三章 研究流程與研究步驟…………………………………...14
一、研究流程…………………………………………14
二、研究步驟…………………………………………15
第二章 文獻探討………………………………………………………18
第一節企業聲望的重要性…………………………………….18
一、企業聲望的意義…………………………………18
二、企業聲望建構之模型……………………………20
三、企業聲望的構面…………………………………22
四、企業聲望是長期競爭的來源之一………………27
五、企業聲望與招募成效之關聯性研究……………31
第二節招募的定義、流程及管道…………………………….33
一、招募的定義………………………………………33
二、招募的流程………………………………………35
三、招募管道…………………………………………41
四、招募管道與企業聲望之關聯……………………46
第三節 招募的目標及成效……………………………………...47
一、招募計畫之目標…………………………………47
二、招募成效之研究…………………………………47
三、招募成效之指標…………………………………49
第三章 研究方法………………………………………………………54
第一節研究架構……………………………………………….54
第二節研究假設……………………………………………….55
第三節研究設計……………………………………………….57
一、母體的選取………………………………………57
二、進行步驟…………………………………………57
第四節樣本特性描述………………………………………….58
一、樣本之特性描述…………………………………58
二、高聲望組樣本公司之特性描述…………………58
三、樣本公司基本資料之個性描述…………………60
第五節研究變項與問卷設計………………………………….62
第六節資料分析與統計方法………………………………….64
第四章 研究發現………………………………………………………65
第一節企業聲望、招募方式與招募成效之描述性分析…….65
一、招募方式採用程度之描述性分析……………….65
二、公司內招募成效之描述性分析………………….65
第二節企業聲望與招募方式之關聯性分析………………….71
一、企業聲望高低與招募方式採用程度之差異分析.71
二、高聲望組企業聲望得分與招募方式採用程度之
相關分析………………………………………….72
第三節企業聲望與招募成效之關聯性分析………………….73
一、企業聲望高低與招募成效之差異分析………….73
二、高聲望組企業聲望得分與招募成效之相關分析.74
第四節招募方式與招募成效之關聯性分析………………….75
一、招募方式採用程度與招募總成效之差異分析….75
二、招募方式採用程度與招募成效之相關分析…….75
三、招募方式與招募成效之差異分析 ……………...80
第五節企業聲望與招募方式對招募成效之交互關聯性分析.81
一、企業聲望與同仁薦舉採用程度對招募成效之關
聯性分析………………………………………….82
二、企業聲望與報紙徵才廣告採用程度對招募成效
之關聯性分析…………………………………….83
三、企業聲望與雜誌徵才廣告採用程度對招募成效
之關聯性分析…………………………………….84
四、企業聲望與公立職業介紹所採用程度對招募成
效之關聯性分析………………………………….85
五、企業聲望與人力仲介公司採用程度對招募成效
之關聯性分析…………………………………….86
六、企業聲望與校園徵才採用程度對招募成效之關
聯性分析………………………………………….86
七、企業聲望與線上招募採用程度對招募成效之關
聯性分析……………………………………….…88
第五章 結論與建議……………………………………………………89
第一節研究結論…………………………………………………89
一、企業聲望與招募方式之關聯性分析………………89
二、企業聲望與招募成效之關聯性分析………………90
三、招募方式與招募成效之關聯性分析………………91
四、企業聲望與招募方式採用程度對招募成效之交互
關聯性分析…………………………………………95
第二節研究建議…………………………………………………97
第三節研究限制…………………………………………………98
參考文獻………………………………………………………………100
一、中文部份………………………………………………100
二、英文部份………………………………………………103
附錄……………………………………………………………………106
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