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研究生:蔡佳伶
研究生(外文):Chia-Ling Tsai
論文名稱:工作動機與組織特徵契合度對求職吸引力之影響-以個人組織契合度理論為基礎
論文名稱(外文):Effect of Work Motivation and Organizational Characteristics Fit on Applicant Attraction based on Person-Organization Fit Theory
指導教授:吳毓麒吳毓麒引用關係
指導教授(外文):Yu-Chi Wu
學位類別:碩士
校院名稱:國立高雄大學
系所名稱:經營管理研究所
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:2010
畢業學年度:98
語文別:英文
論文頁數:75
中文關鍵詞:求職吸引力個人組織契合度工作動機
外文關鍵詞:Applicant AttractionWork MotivationPerson-Organization Fit
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近年來,個人組織契合度的概念已經成為企業招募員工時,需予以重視的管理原則。當企業傳遞出的招募訊息符合求職者的需求時,自然而然能夠引起求職者的注意,增加其對組織的吸引力,因此,招募活動應該謹慎地考量如何傳遞出求職者重視的訊息,吸引合適的人才前往應徵。而過去個人組織契合度的研究,大多探討個人與組織價值觀的一致性之議題,較少討論兩者間供需契合度之關係,因此,本研究採用供需互補的概念,探討個人工作動機(內在動機與外在動機)與組織特徵(個人為導向和團體為導向)間的契合度關係,以及其契合度是否影響求職吸引力的強弱。本文採用受試者間實驗設計,一共獲得422份有效問卷。本研究驗證了工作動機與組織特徵間存在契合度關係,特別是內在動機與以個人為導向的組織特徵二者間呈現顯著的契合度關係。此外,結果顯示個人動機與組織特徵契合度正向影響著求職者吸引力。最後,本研究之結果除了擴展個人組織契合度的理論基礎,對企業招募人才方面亦提出實務意涵和後續研究方向。
The concept of Person-organization fit (P-O fit) has been become an important recruitment issue during recent years. When organizations release the recruitment messages meeting the job seekers’ needs, the messages could attract job seekers’ attention, and promote the attractiveness of the organization. Therefore recruitment activities should consider carefully how to deliver the messages that could get job seeker’s focus, and further, attract appropriate ones to apply. Most P-O fit researches have focused on discussing the congruence between individual and organizational values. Relatively less attention has been paid to the relationship of needs-supplies fit. This study applies the concept of supply and demand to explore the match between individual’s work motivation (intrinsic motivation and extrinsic motivation) and organizational characteristics (individually-based setting and group-based setting). In addition, this study tries to examine whether work motivation-organizational characteristics fit influence applicant attraction. Using a between-subjects experimental design, 422 valid responses were collected. This study confirms the existence of fit relationship between work motivation and organizational characteristics. Especially, fit relationship between intrinsic motivation and individually-based organizational characteristics is significant. The result indicates that work motivation-organizational characteristics fit would positively influence applicant attraction. This study extends the basis of P-O fit theory, and managerial implications and future suggestions are discussed as well.
ACKNOWLEDGMENT I
ABSTRACT IN ENGLISH II
ABSTRACT IN CHINESE III
CONTENTS IV
LIST OF TABLES VII
LIST OF FIGURES VII
CHAPTER ONE 1
1.1 RESEARCH MOTIVATION 1
1.2 RESEARCH PURPOSES AND QUESTIONS 4
1.3 RESEARCH PROCEDURE 5
CHAPTER TWO 6
2.1 ATTRACTION-SELECTION-ATTRITION (ASA) FRAMEWORK 6
2.2 PERSON-ORGANIZATION FIT (P-O FIT) 6
2.3 WORK MOTIVATION 9
2.3.1 The Concept of Work Motivation 9
2.3.2 Theories of Work Motivation 10
2.3.3 Intrinsic and Extrinsic Work Motivation 12
2.4 ORGANIZATIONAL CHARACTERISTICS 13
2.5 APPLICANT ATTRACTION 16
CHAPTER THREE 17
3.1. RESEARCH HYPOTHESES 17
3.1.1 Overview 17
3.1.2 Work motivation-organizational characteristics fit 18
3.1.3 Work motivation-organizational characteristics fit affect applicant attraction 19
3.2. RESEARCH DESIGN 21
3.3 SAMPLE 21
3.4 RESEARCH VARIABLES 22
3.4.1. Manipulation of Organizational Characteristics 22
3.4.2 Measure of Work Motivation 23
3.4.3 Measure of Work Motivation-Organizational Characteristics Fit 23
3.4.4 Measure of Applicant Attraction 24
3.4.5 Control Variable 24
3.5 DATA ANALYSIS METHODS 24
3.5.1 Descriptive Statistics 25
3.5.2 Reliability Analysis 25
3.5.3 Correlation Analysis 25
3.5.4 One-Way ANOVA 25
3.5.5 T-test Analysis 25
3.5.6 Regression Analysis 26
CHAPTER FOUR 27
4.1. DESCRIPTIVE STATISTICS 27
4.1.1 Data Collection 27
4.1.2 Demographic Characteristics 27
4.1.3 Manipulation Check 30
4.1.4 Analysis in Demographics and Variables 31
4.1.5 Work motivation classification 36
4.2 RELIABILITY ANALYSIS 36
4.3 CORRELATION ANALYSIS 39
4.4 T-TEST ANALYSIS (HYPOTHESIS 1A AND 1B) 40
4.5 REGRESSION ANALYSIS (HYPOTHESIS 2) 41
4.6 RESULTS OF HYPOTHESES 42
CHAPTER FIVE 44
5.1 PREAMBLE 44
5.2 RESEARCH FINDINGS 44
5.3 RESEARCH CONTRIBUTIONS 46
5.3.1 Theoretical Implication 46
5.3.2 Managerial Implication 47
5.4 LIMITATIONS AND FUTURE RESEARCH 48
REFERENCES 50
APPENDIX A 56
APPENDIX B 62
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