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研究生:陳冠吟
研究生(外文):Guan Yin Chen
論文名稱:雇主品牌與幽默風格對組織吸引力影響之研究
論文名稱(外文):The impact of employer brand and humor styles on organizational attractiveness
指導教授:李怡禛李怡禛引用關係
指導教授(外文):I. C. Lee
口試委員:鄧景宜廖耕億李怡禛
口試委員(外文):C. I. TengG. Y. LiaoI. C. Lee
口試日期:2023-06-27
學位類別:碩士
校院名稱:長庚大學
系所名稱:工商管理學系
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:2023
畢業學年度:111
語文別:中文
論文頁數:91
中文關鍵詞:雇主品牌幽默風格組織吸引力幽默感招募
外文關鍵詞:employer brandhumorous styleorganizational attractivenesssense of humorrecruitment
相關次數:
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  • 下載下載:35
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人才為企業組織能順利營運並增強競爭力的重要因素之一,因此如何有效
提升組織吸引力,吸引人才選擇並為其效力即為企業的重要課題,因此本研究
旨在探討雇主品牌感知差異與面試官幽默風格展現之差異對組織吸引力所造成
的影響。
本研究採用問卷調查法,共發放六組不同情境背景之問卷,分別為:
一、低雇主品牌與面試官展現親和型幽默風格
二、低雇主品牌與面試官展現攻擊型幽默風格
三、低雇主品牌與面試官無展現幽默風格
四、高雇主品牌與面試官展現親和型幽默風格
五、高雇主品牌與面試官展現攻擊型幽默風格
六、高雇主品牌與面試官無展現幽默風格
獲得之有效樣本共有480 份,各組皆為80 份,經由KMO 檢定和Bartlett 球型
檢定進行因素負荷量分析,探討效度,以敘述性分析、T 檢定進行樣本分析並
透過假說檢定得到結論如下:
一、雇主品牌高低與組織吸引力強弱呈現正相關
二、當雇主品牌感知的高低程度相同時,面試官展現親和型幽默的組織吸引力
優於無展現幽默風格,且無展現幽默風格優於展現攻擊型幽默
三、使用攻擊型幽默會削減原先因為雇主品牌而帶來的組織吸引力優勢
四、幽默風格展現之差異對組織吸引力有顯著影響,應了解並妥善運用。
Talent is one of the most important factors for an organization to operate
smoothly and enhance its competitiveness. Therefore, how to effectively enhance the attractiveness of the organization to attract talent person to choose and work for them is an important topic for enterprises. Therefore, this study aims to explore the differences in employer brand perception and the impact of differences in interviewer humor styles on organizational attractiveness.
This study adopts the questionnaire survey method and distributes six groups of questionnaires with different backgrounds, namely:
1. Low Employer Brand and Interviewer used Affiliative Humor Style.
2. Low Employer Brand and Interviewer used Aggressive Humor Style.
3. Low Employer Brand and No Humorous Style be used by the Interviewer.
4. High Employer Brand and Interviewer used Affiliative Humor style.
5. High Employer Brand and Interviewer used Aggressive Humor Style.
6. High Employer Brand and No Humorous Style be used by the Interviewer.
A total of 480 effective samples were obtained, 80 in each group. The factor loading analysis was carried out through the KMO test and the Bartlett spherical test to explore the validity. The sample analysis was carried out with descriptive analysis and T test, and the conclusion was drawn through the hypothesis test. As following:
1. Employer brand is positively correlated with organizational attractiveness.
2. When the level of employer brand perception is the same, the organizational attractiveness of interviewers showing affiliative humor style is better than that no humor used, and no humor used is better than aggressive humor.
3. The use of aggressive humor will reduce the organizational attractiveness
advantage which originally brought by the employer brand.
4. Differences in humorous styles have a significant impact on organizational
attractiveness, and should be understood and properly used.
中文摘要 i
英文摘要 ii
目錄 iii
圖目錄 v
表目錄 vi
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第二章 文獻回顧 4
第一節 雇主品牌 4
第二節 幽默風格 9
第三節 組織吸引力 13
第三章 研究方法 15
第一節 研究設計 15
第二節 問卷信效度分析 20
第三節 資料分析方法 25
第四章 研究結果 26
第一節 樣本特性分析 26
第二節 統計變項分析 29
第五章 結論與建議 43
第一節 結論 43
第二節 研究限制與未來研究建議 45
參考文獻 46
附錄 54
附件一 高雇主品牌徵才廣告設計 54
附件二 低雇主品牌徵才廣告設計 55
附件三 面試官展現親和型幽默風格分享文章設計 56
附件四 面試官展現攻擊型幽默風格分享文章設計 57
附件五 面試官無展現幽默風格分享文章設計 58
附件六 低雇主品牌與面試官展現親和型幽默風格問卷 59
附件七 低雇主品牌與面試官展現攻擊型幽默風格問卷 63
附件八 低雇主品牌與面試官無展現幽默風格問卷 67
附件九 高雇主品牌與面試官展現親和型幽默風格問卷 71
附件十 高雇主品牌與面試官展現攻擊型幽默風格問卷 75
附件十一 高雇主品牌與面試官無展現幽默風格問卷 79

圖目錄
圖2-1雇主品牌架構圖 8

表目錄
表 2-1 雇主品牌的定義彙總表 6
表 2-2 四大幽默風格 11
表 3-1 雇主品牌吸引力量表之因素分析結果 20
表 3-2 組織吸引力量表之因素分析結果 22
表 4-1 樣本描述分析 27
表 4-2 T1:低雇主品牌與親和型幽默風格 & T3:低雇主品牌與無展現幽默風格獨立樣本T檢定 (n=80) 31
表 4-3 T3:低雇主品牌與無展現幽默風格 & T2:低雇主品牌與攻擊型幽默風格獨立樣本T檢定 (n=80) 32
表 4-4 T1:低雇主品牌與親和型幽默風格 & T2:低雇主品牌與攻擊型幽默風格獨立樣本T檢定 (n=80) 33
表 4-5 T4:高雇主品牌與親和型幽默風格 & T6:高雇主品牌與無展現幽默風格獨立樣本T檢定 (n=80) 34
表 4-6 T6:高雇主品牌與無展現幽默風格 & T5:高雇主品牌與攻擊型幽默風格獨立樣本T檢定 (n=80) 35
表 4-7 T4:高雇主品牌與親和型幽默風格 & T5:高雇主品牌與攻擊型幽默風格獨立樣本T檢定 (n=80) 36
表 4-8 T4:高雇主品牌與親和型幽默風格 & T1:低雇主品牌與親和型幽默風格獨立樣本T檢定 (n=80) 37
表 4-9 T5:高雇主品牌與攻擊型幽默風格 & T2:低雇主品牌與攻擊型幽默風格獨立樣本T檢定 (n=80) 38
表 4-10 T6:高雇主品牌與無展現幽默風格 & T3:低雇主品牌與無展現幽默風格獨立樣本T檢定 (n=80) 39
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陸洛、林惠彥、楊士倫 (2015)。經濟誘因之外─雇主品牌吸引力與員工工作後果之關聯。商略學報, 7(2), 113-128.
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三、網路文章
Linkedin: The Ultimate List of Employer Brand Statistics. For Hiring Managers, HR Professionals, and Recruiters. Small to Mid-sized Business Edition
https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/ultimate-list-of-employer-brand-stats.pdf
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