跳到主要內容

臺灣博碩士論文加值系統

(18.97.9.175) 您好!臺灣時間:2024/12/07 22:01
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

: 
twitterline
研究生:蔡曉薇
研究生(外文):Hsiao-wei Tsai
論文名稱:實際工作預覽與工作滿意、離職傾向之關係研究
論文名稱(外文):A Study on the Relationships among Realistic Job Previews﹐Job satisfaction, and turnover intention.
指導教授:廖文志廖文志引用關係
指導教授(外文):Wen-chih Liao
學位類別:碩士
校院名稱:國立臺灣科技大學
系所名稱:企業管理系
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:2006
畢業學年度:94
語文別:中文
論文頁數:95
中文關鍵詞:實際工作預覽工作滿意離職傾向
外文關鍵詞:Realistic Job Previews(RJPs)Job satisfaction
相關次數:
  • 被引用被引用:26
  • 點閱點閱:722
  • 評分評分:
  • 下載下載:254
  • 收藏至我的研究室書目清單書目收藏:6
本研究主要的目的欲探討實際工作預覽(Realistic Job Previews)甄選方式對於員工的離職傾向的影響,並且透過工作滿意直接或間接影響關係來進行分析探討。其中實際工作預覽提供之效用包含下列組成的要素,包括有組織氣氛的習染(開放、關懷與信任氣氛)、期望與實際的契合、工作技能的學習,而工作滿意則包含了內在與外在工作滿意二個組成要素。
研究的結果發現:
1. 實際工作預覽提供之效用中,開放、信任與關懷的組織氣氛、工作技能的學習…等效用,對於內在與外在工作滿意皆有顯著且正向的影響力,亦即當透過此甄選方式進來的員工對上述構面認知程度高的話,可以提升員工整體的工作滿意度。
2. 內在與外在工作滿意對於離職傾向皆有顯著且負向的影響力,亦即透過此甄選方式進來的員工的工作滿意感受程度越高的話,則離職傾向則會越低。
3. 實際工作預覽提供的效用與內在工作滿意、離職傾向之關係,研究發現「工作成長」的契合與「工作技能的學習」會透過內在工作滿意影響離職意願高低。亦即當員工對於「工作成長」的契合與「工作技能的學習」的認知感受越高時,即產生較良好的內在工作滿意,並且因為間接的高度內在工作滿意而降低員工離職傾向的態度。
4. 外在工作滿意部分,透過此甄選方式進來之員工對於組織的「信任氣氛」認知會透過外在工作滿意影響離職意願高低。亦即當員工對於「信任的組織氣氛」認知程度越高時,會產生較良好的外在工作滿意程度,並且因為間接的高度外在工作滿意而降低員工離職傾向的態度。
It has long been recognized that quality people are a key ingredient for organizational effectiveness. Give this recognition, considerable attention has been focused on the topics of employee selection and employee motivation. This article focuses on the potential value of an infrequently utilized recruiting procedure: to provide applicants with a realistic view of the job during the recruitment process.
RJPs are any method to give recruits a balanced picture of the job they are considering for employment. Applicants who receive RJPs tend to perceive the organization as honest, caring, and trustworthy. When they believe organization representatives truly care about their well-being and openly communicate with them. They bond to and remain with the organization.
They develop and rehearse strategies job aspects and unfamiliar work roles. Problem focused coping strategies prepare employees to cope with unpleasant work roles. Applicants may form unrealistic or inflated job expectations form a variety of sources.
When applicants receive accreted (positive and negative) job and organization information. They can realign their expectations to match job and organization realities. Thus, when they begin employment, their expectations are realistic, match the job realities, and they tend to remain with the organization.
目錄
摘要...................................................................................................................................I
Abstract………………………………………………………………………………... II
誌謝……………………………………………………………………………………III
目錄…….……………………………………………………………………………...IV
表目錄...…………………………………………….……………………….…….......VI
圖目錄……………………………………………………………………….………VIII
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 2
第三節 研究問題與目的 3
第四節 論文架構與流程 4
第二章 文 獻 探 討 5
第一節 實際工作預覽(Realistic Job Previews) 5
一、實際工作預覽(Realistic Job Previews)的定義與重要性 ...........................6
二、實際工作預覽(Realistic Job Previews)的內容與衡量標準........................10
三、實際工作預覽(Realistic Job Previews)的相關模型..................................12
四、實際工作預覽(Realistic Job Previews)的功能與效用..............................16
第二節 工作滿意 22
一、工作滿足的定義.........................................................................................22
二、工作滿足的理論架構.................................................................................24
三、工作滿足的分類.........................................................................................25
第三節 離職傾向 26
一、離職傾向的定義.........................................................................................26
二、離職的模式與決策過程...............................................................................29
第四節 工作滿意與離職傾向之關係 36
第三章 研究方法與設計 38
第一節 研究架構 38
第二節 變數定義與衡量 39
一、人口統計變項…………………………………….………………………39
二、實際工作預覽提供的效用…………………………………………….…39
三、工作滿意 42
四、離職傾向 43
第三節 研究假設 44
第四節 研究對象與施測過程 46
第五節 統計分析方法 47
一、敘述性統計分析(Descriptive statistics analysis) 47
二、信度分析(Reliability analysis) 47
三、因素分析(Factor analysis ) 47
四、相關分析(Correlation analysis) 47
五、迴歸分析(Regression analysis) 48
六、獨立樣本t檢定(Independent test) 48
七、單因子變異數分析(One-way ANOVA) 48
第四章 研究結果 49
第一節 信度分析 49
第二節 因素分析 53
第三節 人口統計資料分析 55
第四節 個人屬性和各個變項關係 56
一、性別與變項之關係 56
二、年齡與變項之關係 57
三、工作年資與變項之關係 59
四、現職年資與各變項之關係 60
五、教育程度與各變項之關係 62
六、就職地理區域與各變項之關係 63
第五節 各變項假設驗證分析 64
一、主要變項之敘述性統計與相關係數分析 64
二、樣本特性的變項與工作滿意、離職傾向的相關性 68
三、假設驗證之迴歸分析結果 69
第五章 結論與建議 73
第一節 研究結論 73
第二節 研究限制與後續研究建議 78
第三節 管理意涵 79
參考文獻 81
中文文獻 81
英文文獻 83
附錄:問卷 91






表目錄
表1- 1不動產及租賃服務業的員工工作時間表 …………..2
表2- 1實際工作預覽的實驗研究發現……………………………………………...…8
表2- 2 實際工作預覽提供的效用和功能項目………………………………………18
表2- 3 實際工作預覽提供的效用和功能之比較……………………………………21
表2- 4 工作滿意定義…………………………………………………………………22
表2- 5離職傾向的定義……………………………………………………………….27
表2- 6 工作滿意度與離職傾向的研究整理…………………………………………36
表3- 1 信任、開放溝通氣候題號對照表……………………………………………..39
表3- 2 關懷型組織氣候題號對照表. 40
表3- 3 工作期望與實際契合題號對照 41
表3- 4 工作技能學習題號對照 42
表3- 5 工作滿意題號對照 42
表3- 6 離職傾向題號對照 43
表4- 1 問卷回收樣本統計表…………………………………………………………46
表4- 2 開放、信任與關懷組織氣候的信度分析……………………………………..49
表4- 3 期望與公司實況契合的信度分析 50
表4- 4 工作技能學習的信度分析 51
表4- 5工作滿意的信度分析 52
表4- 6 離職傾向的信度分析 53
表4- 7 工作滿意因素分析 54
表4- 8 樣本人口統計變數次數分配彙整表 55
表4- 9 性別與變項之T檢定表(N=122) 56
表4- 10 年齡與變項之ANOVA分析表(N=122) 57
表4- 11 工作年資與變項之ANOVA分析表(N=122) 59
表4- 12 現職年資與各變項之ANOVA分析表(N=122) 60
表4- 13 教育程度與各變項之ANOVA分析表(N=122) 62
表4- 14 就職地理區域與各變項之ANOVA分析表 63
表4- 15 研究變項的平均數、標準差與相關係數矩陣表 67
表4- 16 樣本特性變項與工作滿意、離職傾向的相關係數矩陣表 68
表4- 17 實際工作預覽提供之效用(X)對於離職傾向(Y) 70
表4- 18 實際工作預覽提供之效用(X)對於內在工作滿意(M)之多元迴歸結果 70
表4- 19 實際工作預覽提供之效用(X)對於外在工作滿意(M)之多元迴歸結果 71
表4- 20 實際工作預覽提供之效用(X)與內在工作滿意(M)對於離職傾向(Y)之多元迴歸結果 71
表4- 21 實際工作預覽提供之效用(X)與外在工作滿意(M)對於離職傾向(Y)之多元迴歸結果 ..72
表5- 1 實際工作預覽提供之效用對工作滿意的假設驗證彙總表……………… 75
表5- 2 工作滿意對離職傾向的假設驗證彙總表 75
表5- 3 中介效果的假設驗證彙總表 76




圖目錄
圖1- 1 研究流程圖 4
圖2- 1 Realistic job previews的程序模型……………………………………...…..12
圖2- 2 Reduction Preview模式 13
圖2- 3實際工作預覽在策略決策的模型 15
圖2- 4離職的分類 28
圖2- 5 Mobley中介聯結離職模式 30
圖2- 6 Mobley離職簡化模式 31
圖2- 7 Price工作滿足與離職模式 32
圖2- 8 Arnold and Feldman的離職模式 33
圖2- 9 Arnold and Feldman的修正後離職模式 34
圖2- 10 Timothy的離職模式 35
圖2- 11 Sarah and Daniel離職模式 35
圖3- 1 研究架構…………………………………………………..… 38
參考文獻
中文文獻
1.朱建平(2003),「組織成員的政治知覺對離職傾向之影響:工作滿足的中介效果」,國立中山大學人力資源管理研究所碩士論文。
2.行政院主計處網站(2006),http://www.dgbas.gov.tw/mp.asp?mp=1。
3.吳秉恩(1983),「管理才能發展方案實施與成效關係之研究」,國立政治大學企業管理研究所博士論文。
4.吳靜吉、潘養源、丁興祥(1980),「內外控取向與工作滿足及績效之關係」,國立政治大學學報,第41期:pp.61-74。
5.李永聖(2002),「南區國稅局稽徵人員對激勵制度之知覺及其與工作滿足、離職傾向關係之研究」,國立成功大學企業管理研究所碩士論文。
6.李鴻宜(2004),「現場工程師離職意圖之研究」,中華大學營建管理所碩士論文。
7.汪霞(2004),「員工滿意度調查目的、要點及實施步驟」,中國人力資源網。
8.周文賢(2002),多變量統計分析:SAS/STAT 使用方法,初版,台北:智邦文化。
9.周雨田(2005),台灣經濟最新情勢,台灣經濟預測與政策。
10.邱惠貞(2001),「工作生活品質與離職傾向關係之研究」,私立中國文化大學國企管理研究碩士論文。
11.洪啟方(2003),「工作滿足與員工離職傾向關係之研究」,台灣師範大學工業教育所碩士論文。
12.胡寬裕(1996),「企業倫理氣候與工作壓力、工作滿足、離職傾向之關連性研究」,雲林技術學院企業管理技術研究所碩士論文。
13.張火燦(2001),策略性人力資源管理,楊智出版社。
14.張世青(1992),「臨床護理人員離職意願之研究」,國立陽明醫學院醫務管理研究所碩士論文。
15.張舒涵(2004),「大學院校約聘人員人格特質、工作滿意度及離職傾向之研究」,國立中山大學人力資源管理研究所未發表之碩士論文。
16.莊鴻德(2001),「台灣國際觀光旅館教育訓練實施、員工教育訓練成效與組織績效之相關性研究」,國立中正大學企業管理學系碩士論文。
17.許士軍(1995),管理學,台北:東華書局。
18.許佳迪(2004),「新進員工現實震撼與工作態度之關連性研究—以社會化活動程度為干擾變項」,中原大學企業管理研究所碩士論文。 
19.許景貞(2004),「企業管理系工作滿足、組織承諾、工作績效與離職意圖之關係研究」,國立台灣科技大學企業管理系碩士論文。
20.陳玉鳳(2004),「工作滿足、組織承諾與離職意願關係之研究-以台灣通訊產業上市上櫃公司研發人員為例」,真理大學管理研究所碩士論文。
21.陳姿妤(1997),「員工教育訓練成效評估之研究-以本國銀行業為例」,中興大學碩士論文。
22.陳錫琮(2005年7月8日),投資線上B2版,中國時報。
23.章至聰(2003),「非典型勞動人員工作滿意度之研究-以定期契約工為例」,國立中山大學人力資源管理研究所未出版之碩士論文。
24.黃英忠(2001),現代管理學,台北:華泰。
25.黃培文(2004),「工作適性的組織、群體及職務層次對工作滿意、工作績效與工作轉換意圖的同時效果—以台灣旅館業餐飲部員工為例」,國立中山大學人力資源管理研究所博士論文。
26.經建會網站(2006),http://www.cepd.gov.tw/index.jsp。
27.廖啟凱(2001),「網際網路公司員工之薪酬滿意度、工作投入與離職傾向關係研究」,國立中山大學人力資源管理研究所碩士論文。
28.樊景立(1978),「紡織廠女作業員離職行為之研究」,政治大學企業管理研究所碩士論文。
29.潘士銘(1998),「工作生活品質之核心構面與影響因素之關聯性研究」,中原大學企業管理研究所碩士論文。











英文文獻
1.Adams, J.S.,(1963), Toward an Understanding of Inequity, Journal of Abnormal and Social Psychology,(67), pp.422-436.
2.Alan M. Saks and Steven F. Cronshaw,(1990), A Process Investigation of Realistic Job Previews:Mediating Variables and Channels of Communication, Journal of Organizational Behavior,11(3), pp.221-236.
3.Alderfer, C.P.,(1969), Effects of task factors on Job attitudes and Job behaviors, Personnel Psychology, 22.
4.Arnold, H.J., and Feldman, D.C.,(1982), A Multivariate Analysis of the Determinants of Job Turnover, Journal of Applied Psychology,67, pp.350-360.
5.Baron. R.M., and Kenny, D.A.,(1986), The Moderator-Mediator Variable Distinction in Social Psychological Research:Conceptual, Strategic, and Statistical Consideration, Journal of Personality and Social Psychology, 51(6), pp.1173 -1182.
6.Bernard L. Dugoni and Daniel R. Ilgen,(1981), Realistic Job Previews and The Adjustment of New Employees, Academy of Management Journal, 24(3), pp.579-591.
7.Betty R. Kupperschmidt,(2002),Unlicensed Assistive Personnel Retention and Realistic Job Previews, Nursing Economics, Vol.20(6).
8.Brancheau, J.C., Hoffman, T.R.,(1987), Managing Information Systems for Effectiveness and Humanity:Applying Research on Organizational Behavior, Information and Management,13, pp.233-243.
9.Breaugh, J.A., and Billings, R.S.,(1988), The Realistic Job Preview:Five Key Elements and Their Importance for Research and Practice, Journal of Business and Psychology,2(4), pp.240-244.
10.Breaugh, J.A.,(1983), Realistic Job Previews:A Critical Appraisal and Future Research Directions, Academy of Management Review,8, pp.612-619.
11.Bruce M. Meglino and Angelo S. Denisi, Stuart A. Youngblood, Kevin J. Willams,(1988), Effects of Realistic Job Previews:A Comparison Using an Enhancement and a Reduction Preview, Journal of Applied Psychology, 73(2), pp.259-266.
12.Bruce M. Meglino and Angelo S. Denisi,(1987), Realistic Job Previews:Some Thoughts on Their More Effective Use in Managing the Flow of Human Resources, HR. Human Resource Planning,10(3), pp.157-168.
13.Bruce M. Meglino, Angelo S.Denisi and Elizabeth C. Ravlin,(1993), Effects Of Previous Job Exposure And Subsequent Job Status On The Functioning Of A Realistic Job Preview, Personnel Psychology, 46(4).
14.Buhler, P.,(1992), Managing in the 90s:Hiring the Right Person for the Job, Supervision,53, pp.21-23.
15.Cambell, J.P., Dunnete, M.D., Lawler, E.E., and Weick, K.E.,(1970), Managerial behavior, performance and effectiveness, New York: McGraw-Hill.
16.Colarelli S.M and Stumpf S.A,(1990), Compatibility and Conflict Among Outcomes of Organizational Entry Strategies: Mechanistic and Social Systems Perspectives,Behavioral Science,35(1), pp.1-10.
17.Dalton, D.R., Todor, W.D., and Krackhardt, D.W.,(1982), Turnover Overstated: The Functional Taxonomy, Academy of Management Review,7, pp.117-123.
18.Dan Thomas,(27 March, 2006),Young People “Downright Nervous” on First Day at Work, Personneltoday.com
19.Edwards, J.R.,(1991), Person-Job Fit: A Conceptual, Literature Review and Methodological Critique, International Review of Industrial and Organizational Psychology,6, pp.283-357.
20.Farkas, A.J., and Tetrick, L.E.,(1989), A Three-Wave Longitudinal analysis of the Causal Ordering of Satisfaction and Commitment on Turnover Decisions, Journal of applied Psychology,74(6), pp.855-868.
21.Farr, J.L., O’Leary, B.S., and Bartlett, C.J.,(1973), Effect of Work Applicants, Journal of Applied Psychology, 58, pp.283-285.
22.Ferguson, J.,(1986), A Theoretical Framework and Exploration of Organizational Effectiveness, Educational Administration Quarterly, 2(2), pp.117-134.
23.Goversall, E.R., and M.S. Myers,(1966),Breakthrough in On-the-Job Training, Harvard Business Review,44, pp.62-72.
24.Greenberg, J., Baron, R. A.,(1995), Behavior in Organization, New Jersey: Prentice Hall., Inc.
25.Herzberg, F.B., (1959), Mausner,& Snyderman, B.B. ”The Motivation to Work”, New York: Johnson Wiley & Sons Inc.
26.Hinkin, T.R.,(1998), A Brief Tutorial on the Development of Measures for Use in Survey Questionnaires, Organizational Research Methods,1(1), pp104-121.
27.Hom, P.W, and Griffeth, R.W.,(1985), Psychological Processes That Mediate the Effect of the Realistic Job Preview in Nursing Turnover, Academy of Management Proceeding, pp.215-219.
28.Homans, G. C., (1961), Social Behavior: Its elementary forms. New York: Hacourt, Brace & World.
29.Hoppock, R.,(1935), Job Satisfaction. New York: Harper & Brothers Pub.
30.Ilgen D.W and Seely W.,(1974), Realistic Expectations As An Aid To Reducing Voluntary Resignation, 59,pp.452-455.
31.James A. Breaugh,(1983), Realistic Job Previews:A Critical Appraisal and Future Research Directions, Academy of Management, 8(4),pp.612-619.
32.Kalleberg, A. L.,(1977), Work Value and Job Rewards, A Theory of Job Satisfaction, American Sociological Review, pp.124-143.
33.Katzell, M.E.,(1968), Expectations and Dropouts in Schol of Nursing, Journal of Applied Psychology,52, pp.154-157.
34.Louis, M.R,(1980),Surprise and Sense Making:What Newcomers Experience in Entering Unfamiliar Organizational Setting, Administrative Science Quarterly,25, pp.226-251.
35.Lund, D. B., (2003), Organizational Culture and Job Satisfaction, Journal of Business & Industrial Marketing, 18(3), pp.21-236.
36.Lunenbrug, F. C., Ornstein, A. C.,(2000), Educational administration: Concepts and Practices(3rd ed.). California: Wadsworth., Inc.
37.Macedonia, R.M.,(1969), Expectations- Press and Survival (Unpublished doctoral dissertation, New York University), Dissertation Abstracts International, 69-21157.
38.Maslow, A. H.,(1954), Motivation and Personality. New York: Harper & Brothers Pub, pp.146-150.
39.Mobley, W.H., Horner, S.O., and Hollingsworth, A.T.,(1978), An Evaluation of Precursors of Hospital Employee Turnover, Journal of Applied Psychology,63(4), pp.408-414.
40.Mobley, W.H.,(1977), Intermediate Linkages in the Relationship Between Job Satisfaction and Employee Turnover, Journal of Applied Psychology,62(2), pp.237-240.
41.Naumann, E., Widmier, S. M., and Jackson, D. W., (2000), Examining the Relationship Between Work Attitudes and Propensity to Leave among Expatriate Salespeople, Journal of Personal Selling & Sales Management, 20(4), pp.227-241.
42.Naumann, E.,(1992), A Conceptual Model of Expatriate Turnover, Journal of International Business Studies,23, pp.499-531.
43.Newman, J.E.,(1974), Predicting Absenteeism and Turnover:A Field Comparison of Fishbein’s Model and Traditional Job Attitude Measures, Journal of Applied Psychology,59,pp. 610-615.
44.Patricia G .Roth and Philip L. Roth,(1995),Reduce Turnover With Realistic Job Previews, The CPA Journal, September issue, 65 (9), pp.68-69.
45.Paula Popovich and John P. Wanous,(1982), The Realistic Job Preview as a Persuasive Communication, Academy of Management Review, 7(4), pp. 570-578.
46.Peterson, B.D., and Pace, R.W.,(1976), Communication Climate and Organizational Satisfaction, Unpublished Brigham Young University, Provo, Utah.
47.Phillips, J.,(1998), Effects of Realistic Job Previews on Multiple Organization Outcomes:A Meta Analysis of Realistic Job Preview Experiments, Journal of Applied Psychology,70(4),pp.706-719.
48.Porter, L. W., E.E. Lawler, and J.R. Hackman,(1975), Behavior in Organizations, New York:McGraw-Hill.
49.Porter, L. W.,(1961), A Study of Perceived Need Satisfactions in Botom and Middle Management Jobs, Journal of Applied Psychology, 45, pp.l-10.
50.Porter, L.W., and Lawler, E. E.,(1968), What Attitudes Tell about Motivation, Harvard Business Review,46(1), pp. 118-126.
51.Porter, L.W., and Steers, R.M.,(1973), Organizational Work , and Personnel Factors in Employee Turnover and Absenteeism, Psychological Bulletin,80, pp.151-168.
52.Posner B.Z., Kouzes J.M, and Schmidt W.H.,(1985), Shared Values Make a Difference: An Empirical Test of Corporate Culture, Human Resource Management, 24(3), pp.293-309.
53.Premack S.L and Wanous J.P,(1985), A Meta-Analysis of Realistic Job Preview Experiments, Journal of Applied Psychology, 70,pp.706-719.
54.Price, J. L., and Muller, C. W.(1981), A Causal Model of Turnover for Nurses, Academy of Management Journal,24(3), pp.543-565.
55.Price, J.L.,(1977),The Study of Turnover, Ames :The Iowa State University Press.
56.Price,(1972),The Study of Turnover. Iowa:Iowa State University Press.
57.Richard R. Reilly and Barbara Brown, Milton R. Blood, Carol Z. Malatesta,(1981),The Effects Of Realistic Previews:A Study And Discussion Of The Literature, Personnel Psychology, Vol. 34, pp. 823-834.
58.Robbins, S. P.,(1992),Organizational Behavior(6th ed), Englewood Cliffs, NJ:Prentice-Hall.
59.Rynes, S.L., Bretz, R.D., and Gerhart, B.,(1991), The Importance of Recruitment in Job Choice:A Different Way of Looking, Personnel Psychology,44, pp.487-521.
60.Sager, J. K., (1994), A Structural Model Depicting Salespeople’s Job Stress, Journal of the Academy of Marketing Science, 22(1), pp.74-84.
61.Salancik, G.R., and Pfeffer, J.,(1978), A Social Information Processing Approach to Job Attitudes and Task Design, Administrative Science Quarterly,23, pp.224-253.
62.Sarah, B.Lueke, and Daniel, J.Svyatek,(2000), Organizational Socialization in the Host Country:The Missing Link in Reducing Expatriate Turnover, The International Journal of Organizational Analysis,8(4), pp.380-400.
63.Schein, E.H.,(1968),The Entry of Newcomers Into Organization and the Profession of Management, Industrial Management Review,9(1), pp.1-16.
64.Seahore, S. E., Taber, T. D.,(1975),Job Satisfaction and Their Correlates, American Behavior & Scientists,18, pp.333-368.
65.Shaw, J. D. ,(1999), Job Satisfaction and Turnover Intentions: The Moderating Role of Positive Affect, The Journal of Social Psychology,139(2), pp. 242-244.
66.Smith, P. C., Kendall, L. M., and Hulin, C. L.,(1969), The Measurement of Satisfaction in Work and Retirement. Chicago: Rand McNally.
67.Sousa-Poza, A. and Henneberger, F.,(2004), Analyzing Job Mobility with Job Turnover Intentions:An International Comparative Study, Journal of Economic Issues,38(1), pp.113-137.
68.Stephen Jackson,(1999), Realistic Job Previews Help Screen Applicants And Reduce Turnover, Canadian HR Reporter, Aug 9, 12(14).
69.Stephen M. Colarelli,(1984), Methods of Communication and Mediating Processes in Realistic Job Previews, Journal of Applied Psychology,69(4), pp.633-642.
70.Suszko, M.K. and Breaugh, J.A.,(1986), The Effects of Realistic Job Previews on Applicant Self-selection and Employee Turnover, Satisfaction, and Coping Ability, Journal of Management,12, pp.513-523.
71.Tabachnick, B. G., and Fidell, L. S., (2001), Using Multivariate Statistics, Boston:Allyn and Bacon.
72.Timothy, J.Fogarty.,(2000), Socialization and Organizational Outcomes in Large Public Accounting Firms, Journal of Managerial ,12(1), pp.13-33.
73.Tope Adeyemi-Bello and Will Mulvancy,(1995), The Development And Administration Of Realistic Job Previews, Equal Opportunities International, 14(5),pp.1-7.
74.Victor, B. and Cullen, J.B.,(1988), The organizational bases of ethical work climates, Administrative Science Quarterly, 33, pp.101-125.
75.Vroom, V.H.,(1964), Work and Motivation. New York: John Wiley & Sons .
76.Walumbwa, F. O., and Lawler, J. J.,(2003), Building Effective Organizations: Transformational Leadership, Collectivist Orientation, Work-Related Attitudes and Withdrawal Behaviors in three Emerging Economies, The International Journal of Human Resource Management, 14(7), pp.1083-1101.
77.Wanous ,J.P.,(1973),Effects Of Realistic Job Preview On Job Acceptance, Job Attitudes, And Job Survival, Journal of Applied Psychology, Vol.58(3),pp.327-332.
78.Wanous, J.P,(1992),The Effects of Met Expectations on Newcomer Attendance and Behavior:A Review and Meat-Analysis. Journal of Applied Psychology,48, pp.633-650.
79.Wanous, J.P.,(1977), Organizational Entry:Newcomers Moving From Outside to Inside, Psychological Bulletin,84, pp.601-618.
80.Wanous, J.P.,(1978), Realistic Job Previews:Can a Procedure to Reduce Turnover Also Influence the Relationship Between Abilities and Performance?, Personnel Psychology, 31(2), pp.249-258.
81.Wanous, J.P.,(1979), Job Survival of New Employee, Personnel Psy-chology, 32(4), pp.651-662.
82.Wanous,J.P., and Popvich,P.,(1982), The Realistic Job Preview as a Persuasive Communication, Academy of Management Review,7(4), pp.570-578.
83.Wanous,J.P.,(1972), Occupational Preferences:Perceptions of Valence and Instrumentality, and Objective Data, Journal of Applied Psychology,56, pp.152-155.
84.Wanous,J.P.,(1980), Organizational Entry:Recruitment, Selection, and Socialization of Newcomer, Reading, Mass.:Addison Wesley Publishing Company.
85.Weiss, D., Dawis, R., England, G.., and Lofquist, L.,(1967), Manual of the Minnesota Satisfaction Questionnaire Minnesapolis, Minn: University of Minnesota Industrial Relations Center
86.Weitz,(1956),Job Expectancy and Survival, Journal of Applied Psychology, 40, pp.245-247.
87.Youngberg, C.F,(1963), An Experimental Study of Job Satisfaction and Turnover in Relation to Job Expectations and Self Expectations, Unpublished Doctoral Dissertation.
88.Zaharia, E.S. and Baumeister, A.A.,(1981), Job Preview Effects During The Critical Initial Employment Period, Journal of Applied Psychology,66, pp.19-22
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top