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研究生:蔡惠庄
研究生(外文):Hui-ChuangTsai
論文名稱:雇主品牌、個人組織配適度對工作應徵意圖的影響-以實習經驗為調節變數
論文名稱(外文):The Effects of Employer Brand and Person-Organization Fit on Application Intention-With Internship Experience as a Moderator
指導教授:賴孟寬賴孟寬引用關係
指導教授(外文):Meng-Kuan Lai
學位類別:碩士
校院名稱:國立成功大學
系所名稱:企業管理學系碩博士班
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:2012
畢業學年度:100
語文別:英文
論文頁數:135
中文關鍵詞:雇主品牌個人組織配適度實習經驗應徵意圖
外文關鍵詞:Employer brandingPerson-Organization FitInternship ExperienceApplication Intention
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  • 被引用被引用:1
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  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:1
人力就業市場不管對於公司或者是求職者個人而言都是競爭激烈的。以公司層面來說,為了要吸引人才必須要和其他競爭公司有所差異化。建立雇主品牌就是一種差異化的手段。透過雇主品牌的建立,可以提高公司在求職市場上的能見度,並且進一步增加求職者的應徵意圖。以個人層面來說,由於每位求職者都有著不同的人格特質,他們所意識到的個人組織配適度也會有所不同。除此之外,意識到自己個人組織配適度高的求職者也會有較高的應徵意圖。因此,本研究採用五大人格特質來探討具有何種人格特質的求職者會有較高的配適度。綜合以上,本研究主要目的是探討組織吸引力、雇主品牌、人格特質、個人組織配適度對應徵意圖的影響。並且以實習經驗為調節變數,進一步探討有無實習經驗對於雇主品牌、個人組織配適度是否有增強效果。
本研究結果顯示如下:
1.組織吸引力可以增強企業的雇主品牌。
2.高和善性(Agreeableness)、高嚴謹自律性(Consciousness)、高外向性(Extraversion)、高經驗開放性(Openness to experience)、低情緒敏感性(Neuroticism)的求職者會有較高的個人組織配適度。
3.雇主品牌與個人組織配適度皆會增加求職者的應徵意圖。
4.實習經驗可以增強組織吸引力對雇主品牌的影響效果。

Currently the labor market is competitive, not only for job applicants but also for companies. From the company’s perspective, appealing to talent means that companies have to differentiate themselves from their competitors. Building employer branding is one of the ways for differentiation. It can not only help companies to increase their visibility in the labor market but also increase job applicants’ intention to apply. From the perspective of job applicants, different personalities will perceive different degrees of P-O fit. In addition, job applicants with higher perceived P-O fit will have higher application intentions. Thus, this study adopted the Big five personality to explore the kind of personality that will have higher perceived P-O fit. To sum up, the purpose of this study is to explore the effects of organizational attractiveness, employer branding, personality, and P-O on application intention. Additionally, this study further added internship experience as a moderating variable to investigate whether internship experience will reinforce the effects of organizational attractiveness to employer branding and personality toward P-O fit. There were four findings in this study. First, organizational attractiveness can increase company’s employer branding. Second, job applicants with higher agreeableness, consciousness, extraversion, openness to experience and low neuroticism will have a higher perceived P-O fit. Third, both employer branding and P-O fit can increase job applicants’ application intention. Forth, it was proven that internship experience can help a company to build their employer branding by increasing its organizational attractiveness.
摘要 I
ABSTRACT II
誌謝 III
LIST OF TABLES VIII
LIST OF FIGURES X
CHAPTER I INTRODUCTION 1
Research Background and Motivation 1
Research Objectives 4
CHAPTER II LITERATURE REVIEW 6
Person-Organization Fit 6
Introduction of Person-Organization fit 6
Antecedents of P-O fit 8
Organizational Attractiveness 9
Personality 11
The Five Factor Model 12
Employer branding 18
Development of employer branding 18
Definition of employer branding 19
Application Intention 21
Internships Experience 23
Conceptual Model 25
CHAPTER III Methodology 27
Research Design 27
Operational Definition of Research Variables 28
Independent Variable 28
Dependent Variable 29
Pretest I 37
Modifications 48
Pretest II 54
CHAPTER IV RESULTS AND DISCUSSION 61
Data Handling 61
Data Coding 62
Reliability and Validity 64
Overall Model Fit 74
Hypothesis Testing 76
Structural Equation Modeling 76
Moderating Effect 82
Other Findings 88
CHAPTER V CONCLUSIONS AND SUGGESTIONS 90
Conclusions 90
Academic Contribution 95
Managerial Implications 96
Limitations and Suggestions for Future Research 98
REFERENCES 100
Appendix A: Pretest I for Formal Questionnaire 111
Appendix B: Pretest II for Formal Questionnaire 118
Appendix C: Hard Copy Version of Formal Questionnaire 123
Appendix D: Online Formal Questionnaire 129

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