臺灣博碩士論文加值系統

本研究從職位取得的消極因素出發，運用賽局分析結果得到7個完美貝氏均衡(PBE)，歸納六點結論為：1.求職者是否降低限制因素，取決於雇主對求職者類型之信念與降低限制因素之成本。2.雇主的信念，取決於薪資水準的高低。3.求職者能夠接受降低限制因素之成本，受雇主對求職者類型信念之影響。4. 當雇主發現當求職者不降限制因素，且對求職者類型之信念偏向L type時，雇主可能得到負報償。5. 當雇主對於不降限制因素的求職者之類型信念偏向M type，且降低限制因素成本過高時，將導致勞資雙輸的不利結果。6. 當雇主對降低限制因素的求職者偏向M type信念時，雇主可能得負的報償。
本研究從人力負債概念出發，探討求職者限制因素對求職難度的影響。研究發現限制因素可分為三個潛在構面，分別為求職者心理因素、求職技能與外部限制，求職難度與3個構面、14項限制因素皆成顯著正相關，限制因素越多，求職者求職難度越高。
外部限制構面，屬於長期人力負債性質，需要透過政府或社會的力量來協助。另外兩個構面，屬於流動人力負債，只要求職者調整認知與觀念或受簡易訓練，就能有效產生降低限制因素的效果。另外要降低求職難度，應以降低流動人力負債屬性的限制因素為主要目標。限制因素則以「自信心不足」列為優先處理項目，而要提振求職者自信心作法包括：有效的解除求職者自我設限、調整其職場價值觀、提振其求職積極度、協助確定職場興趣、解決其學與用失調等措施，應可產生效果。

This study is based on passive factors of acquiring job positions. It uses game theory analysis to obtain 7 Perfect Bayesian Equilibriums (PBEs) and draw 6 conclusions: (1) whether job seekers reduce the constraint factors depends on the employers’ faith in the individual types of job seekers and the cost, to the job seeker, of reducing constraint factors; (2) the employers’ faith depends on the level of the salary; (3) that job seekers accept reducing constraint factors based on employers’ faith in their types; (4) when employers find out that job seekers are not willing to reduce the constraint factors, and their faith leans to L type workers, employers will experience negative productivity; (5) when employers find out that job seekers are not willing to reduce their constraint factors, employers’ faith leans to M type workers, and the cost of reducing constraint factors is high, unfavorable effects between labor and capital will result; and (6) when job seekers are willing to reduce constraint factors and employers’ faith leans toward M type employees, employers might experience negative productivity.
This study probes the influences of constraint factors on the difficulty of job seeking, based on the concept of human liability. Additionally, it finds 14 constraint factors have 3 potential classifications, including psychological factors of job seekers, job seeking skills, and external constraints. The difficulty of job seeking has significant correlations with all 3 classifications of the 14 constraint factors. When job seekers have more constraint factors, their difficulty of job seeking will be higher.
The constraint factors of job seekers belonging to the external constraint classification are long-term human liabilities. Reducing the negative impact of these constraint factors will take longer and be very costly. As a result, reducing the impact of these factors requires assistance from the government and society. Thus, a better effect for the job seekers will be generated.
The other 2 classifications of constraint factors belong have characteristics of current human liabilities. As long as job seekers have adjustable cognition and perception toward position requirements or take part in relative, simple, and easy training. Consequently, reducing the negative impact of these constraint factors can be done effectively. In addition, this research also found that in order to reduce the difficulty of job seeking, the main goal is to reduce the negative impact of constraint factors classified as current human liabilities. Among the 14 constraint factors, the factor found to have the highest correlation with difficulty of job seeking was “low self-confidence.” The ways to improve the job seekers’ self-confidence include effectively reducing self-handicapping, adjusting workplace values, enhancing job-seeking enthusiasm, increasing work interest and adjusting imbalances academic knowledge and work experience. Thus, a better effect for seeking jobs should be generated.

內 容 目 錄
中文摘要 ‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧ iii
英文摘要 ‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧ v
致謝辭 ‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧ vii
內容目錄 ‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧ viii
表目錄 ‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧ x
圖目錄 ‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧ xi
第一章 緒論‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧ 1
第一節 研究背景與動機‧‧‧‧‧‧‧‧‧‧‧‧ 1
第二節 研究問題與目的‧‧‧‧‧‧‧‧‧‧‧‧ 3
第三節 名詞解釋‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧ 5
第二章 文獻探討‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧ 8
第一節 人力資本與人力負債‧‧‧‧‧‧‧‧ 8
第二節 賽局理論‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧ 15
第三節 求職者的限制因素‧‧‧‧‧‧‧‧‧ 25
第三章 研究方法‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧ 38
第一節 研究步驟‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧ 38
第二節 賽局設定‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧ 40
第三節 研究設計‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧ 46
第四章 研究結果‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧ 54
第一節 求解「精煉貝斯均衡」‧‧‧‧‧‧‧‧‧ 54
第二節 求職者限制因素‧‧‧‧‧‧‧‧‧‧‧ 66
第三節 求職限制因素之量化分析‧‧‧‧‧‧ 83
第五章 結論與建議‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧ 90
第一節 賽局均衡分析‧‧‧‧‧‧‧‧‧‧‧‧‧‧ 90
第二節 求職者限制因素‧‧‧‧‧‧‧‧‧‧‧‧ 94
第三節 研究建議與限制‧‧‧‧‧‧‧‧‧‧‧ 96
文獻參考 ‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧ 101
中文部分‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧ 101
英文部分‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧ 104
附錄‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧ 116













表 目 錄
表 2-1 非合作賽局的分類‧‧‧‧‧‧‧‧‧‧‧‧‧‧ 19
表 3-1 求職者類型、行動與報償代號表‧‧‧‧‧‧‧ 42
表 3-2 求職者限制因素之項目分析(獨立樣本T檢定)‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧ 53
表 4-1 健康限制訪談摘要表 68
表 4-2 年齡限制訪談摘要表 69
表 4-3 自信心不足訪談摘要表 70
表 4-4 家庭因素訪談摘要表 71
表 4-5 背負經濟壓力訪談摘要表 72
表 4-6 人際能力不足訪談摘要表 73
表 4-7 興趣探索未定訪談摘要表 74
表 4-8 求職技巧不足訪談摘要表 75
表 4-9 目標抉擇的兩難訪談摘要表 76
表 4-10 職場資訊不足訪談摘要表 77
表 4-11 學與用失調訪談摘要表 78
表 4-12 求職積極度低訪談摘要表 79
表 4-13 職業價值觀失調訪談摘要表 80
表 4-14 自我設限訪談摘要表 81
表 4-15 求職人員限制因素影響程度百分比‧‧‧‧ 82
表 4-16 求職者限制因素主成份因素分析表‧‧‧ 84
表 4-17 求職者限制因素Pearson 相關分析表‧‧ 86
表 4-18 求職難度與求職者限制因素構面相關性分析表‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧
87
表 4-19 構面預測求職者求職難度之逐步迴歸分析摘要表‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧‧
88
表 4-20 求職難度之逐步迴歸分析摘要表‧‧‧‧‧ 89
圖 目 錄
圖 3-1 研究步驟流程圖‧‧‧‧‧‧‧‧‧‧‧‧‧ 39
圖 3-2 雇主與求職者賽局‧‧‧‧‧‧‧‧‧‧‧‧‧‧ 45

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