臺灣博碩士論文加值系統

21世紀以來，隨著全球化進程的不斷推進，以及互聯網等科技產業的發展，人才越來越成為企業存活並發展的關鍵資源之一。為了招攬人才，大多數企業運用行銷式招募方法。該招募方法片面地向求職者傳達與工作、組織相關的正面資訊，雖達宣傳行銷之效果，卻不利於員工入職後工作滿意度的提升以及員工保留。與此相對的，真實工作預覽（RJP）則會將與工作或組織相關的資訊全面、客觀地傳達給應徵者。研究表明招募過程中顯示真實客觀的訊息會正面影響求職者進入組織後的工作滿意度，有利於組織長期人力資本持有；組織信任感作為RJP作用機制中的重要變數，對工作滿意度有顯著影響。但是學者們對RJP與員工工作滿意度之間關係的看法存在不同意見，相關研究結果並不一致，且中國對真實工作預覽的實證研究並不多。因此，本研究想要想進一步探究這三個變數之間的關係，以供求職者與組織人資部門參考與決策之用。
本研究以中國的在職員工為調查對象，研究結果顯示：真實工作預覽對組織信任感與工作滿意度具有顯著正向影響，因此建議企業在招募過程中採用真實工作預覽的方法，以提升應徵者對組織的信任程度以及入職後的工作滿意度。本研究的另一個重要研究結果為：組織信任感對真實工作預覽與工作滿意度之間的關係具有部分中介效果，這表明真實工作預覽會透過組織信任感影響員工工作滿意度，因此組織應合理設計招募資訊以提升組織信任感。

關鍵字：真實工作預覽、組織信任感、工作滿意度

With the era of globalization coming, as well as the development of Internet and other technology industry, talent has become the key for enterprises to survive and develop. Most companies attract high qualified workforce by using traditional recruiting, which only delivers positive information related to work and organization to job seekers. It is not conducive to the improvement of employee’s job satisfaction and retention. On the contrary, the realistic job preview（RJP）conveys comprehensive and objective information related to the work and organization to the candidates.
According to research results, RJP positively affects employee’s job satisfaction. Organizational trust as an important variable in the mechanism of RJP has a significant effect on job satisfaction. However, scholars’ opinions about the relationship between RJP and employee's job satisfaction are not consistent. In addition, there are not many empirical studies on RJP in China. Therefore, this study will take organizational trust as mediator, to explore the intermediary influence on RJP and job satisfaction.
The findings of this study are as follows. Firstly, RJP has a significant positive impact on both organizational trust and job satisfaction. Secondly, organizational trust has a partial intermediary effect on the relationship between RJP and job satisfaction, which indicates that RJP affects the employee’s job satisfaction through organizational trust. According to research results, we conclude that enterprises should adopt RJP to enhance the degree of employee’s organizational trust and job satisfaction, and recruitment information should be reasonably designed to enhance organizational trust.

Key words：Realistic Job Preview (RJP), Organizational Trust, Job Satisfaction

第一章 緒論 1
第一節 研究背景 1
第二節 研究動機與目的 2
第三節 研究問題 4
第四節 重要性 4
第五節 研究限制 5
第六節 名詞解釋 5
第七節 研究流程 6
第二章 文獻探討 7
第一節 真實工作預覽 7
第二節 組織信任感 13
第三節 工作滿意度 16
第四節 變數之間關係 22
第三章 研究方法 23
第一節 研究設計 23
第二節 研究對象 23
第三節 研究工具 24
第四節 資料收集方式 27
第五節 資料分析 28
第六節 研究架構與假說 30
第四章 研究結果 31
第一節 樣本結構分析 31
第二節 因素分析與修正後研究架構 34
第三節 問題一之統計分析結果 41
第四節 問題二、三、四之統計分析結果 47
第五節 問題五之統計分析結果 51
第六節 研究假設檢定總結 52
第五章 結論與建議 53
第一節 結論 53
第二節 討論 54
第三節 建議 56
參考文獻 58
附錄 63

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