臺灣博碩士論文加值系統

The purpose of this study is to explore the intentions and considerations of female managers for using executive search firm services. Using person-organization fit and person-job fit as a theoretical framework, I interviewed 8 female managers who had used executive search firm services. The findings in this study generally suggested that female managers do not perceive salary satisfaction as the first priority of career change when using an executive search firm. Furthermore, the major concern of married female managers using executive search firms for career change reflects on issues of work-family conflicts and job locations. This indicates that person-job fit and needs-supply fit have the higher weighting in female managers’ career change decisions. The practical and theoretical associations in this study are discussed.

Acknowledgements i
Abstract ii
Contents iii
Tables v
Figures vi
Chapter 1 Introduction 1
1.1 Research Motives 1
1.2 Research Objectives 2
Chapter 2 Literature Review 3
2.1 History of Search Firms in Taiwan 3
2.2 Contingency and Retained Search in Taiwan 5
2.3 Search Process of Search Firm in Taiwan 7
2.4 Fee Ranges of Search Firm in Taiwan 9
Chapter 3 Research Methodology 12
3.1 Theoretical Framework 12
3.1.1 P-O and P-J Fit 12
3.1.2 D-A and N-S Fit 12
3.2 Semi-Structured Interviews 13
Participants and Methods 13
3.2.1 Respondent Characteristics 14
Chapter 4 Results 16
4.1 Effective Establishment of Contact 16
4.2 Effective Considerate Points 17
4.2.1 Opportunities to Excel 18
4.2.2 Work-Family Conflicts 19
4.2.3 Job Locations 21
4.2.4 Salary Satisfaction 21
4.2.5 Work Time 23
4.2.6 Work Flexibility 24
4.2.7 Corporate Culture 25
4.2.8 Organizational Structure 26
Chapter 5 Discussion 27
5.1 Conclusion 27
5.2 Limitations 27
5.2.1 Threat to internal validity 27
5.2.2 Sample Application Restriction 28
5.3 Future Study 28
References 29
Appendices 35
Interview Guide 35

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