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研究生:王珊珊
研究生(外文):Shan-Shan Wang
論文名稱:人格特質、人力資本與社會網絡對獵人頭顧問工作績效的影響
論文名稱(外文):The effect ofpersonality, human capital and social network on head hunter''s job performance
指導教授:辛炳隆辛炳隆引用關係陳世哲陳世哲引用關係
指導教授(外文):Ping-Lung HsinShyh-Jer Chen
學位類別:碩士
校院名稱:國立中山大學
系所名稱:人力資源管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2009
畢業學年度:97
語文別:中文
論文頁數:73
中文關鍵詞:獵人頭人力資本社會網絡工作績效人格特質
外文關鍵詞:job performancesocial networkhuman capitalpersonalityHead hunter
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透過獵才服務尋找高階人才早已成為大多數企業的主要人資策略,而國內探討獵才服務的文獻並不多見並且皆是探討獵人頭顧問之產業或職能。
本研究以獵人頭顧問為研究對象,探討獵人頭顧問之人格特質、人力資本與社會網絡對工作績效之影響情形。本研究在人格特質上採用 Big Five 的架構(親和性、勤勉正直性、外向性、情緒穩定性、開放學習性);而社會網絡的衡量採用BarNir and Smith(2002)所定義的四個構面: 網絡傾向、網絡範疇、連結強度和網絡聲望。本研究採用問卷調查法,以全台獵才顧問為為試測對象,其中有的顧問公司於中部及南部有其分公司,因此全台總計共發放67份問卷,有效問卷為65 份,利用階層迴歸分析方法,研究結果發現:
一、獵才顧問的現職工作年資,以及過去在負責招募之相關產業的工作年資對其工作績效有顯著正向影響
二、獵才顧問是否為碩士,以及從事人力仲介的總工作年資,這二項變數對工作績效則較無顯著影響。
三、獵才顧問的人格特質會影響對其主觀工作績效,但不影響客觀工作績效。
四、獵才顧問的社會網絡對其工作績效並無顯著影響。
Executive search recruiting by head hunters have been the main and important human resources strategy. In the past, there are a few thesis topics on executive search recruiter (head hunter), and all of these studies focus on either executive search industry or the competency of executive search recruiter.
This study surveyed a sample of executive search recruiters island wide, and learn the effects of hunter hunter’s personality trait, human capital and social network on job performance. A brief version of Goldberg’s Unipolar Big-Five Markers was used to evaluate head hunters; as for social networks we focus on four properties of the social network that have been identified as important in the study of executives'' networks: the propensity to network, the scope of the network, the strength of ties with network members, and the prestige of network members. The effective sample is 65 after deleting two ineffective questionnaires. The result after regression analysis is as follows:
1. Head hunter’s current job seniority and the seniority of their past original professional field before being a head hunter have a positive impact on their job performance.
2. Having master degree or not and the total seniority of being a head hunter have no obvious impact on job performance.
3. The personality trait of head hunter has impact on their subjective job performance but has no impact on their objective job performance.
4. Head hunter’s social network has no impact on their job performance.
第一章 緒論……………………………………………………………………..1
第一節 研究背景與動機…………………………………………………..1
第二節 研究目的…………………………………………………………..2
第三節 研究流程…………………………………………………………..3
第二章 獵才服務業之產業概述………………………………………………..5
第一節 獵才服務業的特性與發展現況…………………………………..5
第二節 獵才服務業的商業行為…………………………………………..7
第三章 文獻探討……………………………………………………………….11
第一節 獵才顧問產業概況……………………………………………….11
第二節 人力資本與工作績效…………………………………………….12
第三節 人格特質與工作績效…………………………………………….14
第四節 社會網絡與工作績效…………………………………………….18
第四章 研究方法……………………………………………………………….22
第一節 研究架構與假設………………………………………………….22
第二節 研究對象及抽樣方法…………………………………………….23
第三節 研究變項的操作型定義與衡量方法…………………………….23
第五章 資料分析與研究結果………………………………………………….30
第一節 描述性統計……………………………………………………….30
第二節 各研究變項間之相關性分析…………………………………….32
第三節 迴歸分析………………………………………………………….37
第六章 結論與建議…………………………………………………………….48
第一節 結論……………………………………………………………….48
第二節 管理意涵………………………………………………………….49
第三節 研究限制與後續研究之建議…………………………………….51

參考文獻…………………………………………………………………………..52

附錄: 問卷調查……………………………………………………………………63
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