博碩士論文 104421026 詳細資訊




以作者查詢圖書館館藏 以作者查詢臺灣博碩士 以作者查詢全國書目 勘誤回報 、線上人數:72 、訪客IP:3.149.248.100
姓名 謝翔宇(Hsiang-YU Hsieh)  查詢紙本館藏   畢業系所 企業管理學系
論文名稱 企業社會責任對應聘意願的影響-探討求職者與面試官適配度與面試正義知覺之中介
(Corporation Social Responsibility on Job Offer Acceptance-Mediated by Person-Recrutier Fit and Perceptions of Interview Justice)
相關論文
★ 創造力與創業精神-探索創業動機 與創業環境之調節★ 工作壓力源、人格特質與工作滿意度之關係—以在職進修者為例
★ Shopping Motivation on Purchase intention: Can Loyalty Program and Corporate Image Enhance Such Relationship?★ 企業社會責任對求職者應徵意圖之影響: 以組織人才吸引力與企業聲望為中介
★ 人力資源彈性策略和組織創新相關性之研究:論適應型文化調節適應能力及知識整合之中介效果★ 個人靈性與人生滿意度-探討人格特質之中介
★ 購買動機與便利商店集點行為之研究★ 五大與九型人格對工作績效、組織公民行為及工作滿意度的影響
★ 體育賽事觀賽體驗與球隊吉祥物品牌個性 對職業球隊品牌權益之關聯-以MLB為例★ 學習成效、組織承諾對留職意願之影響:
★ 消費者特徵與購物意願: 探討網站與商品特性之中介★ 資訊來源之信任與品質對於購買傾向之影響
★ 享樂購物動機與衝動購買: 探討購後後悔之影響與因應行為★ 產品包裝設計與化妝品之購買意圖: 探討生活型態與消費者認知之中介
★ 信任與價值觀一致性對 轉型領導與適應性績效關係之中介★ 品牌信任受價值知覺與服務品質之影響: 以旅館顧客滿意度為中介
檔案 [Endnote RIS 格式]    [Bibtex 格式]    [相關文章]   [文章引用]   [完整記錄]   [館藏目錄]   [檢視]  [下載]
  1. 本電子論文使用權限為同意立即開放。
  2. 已達開放權限電子全文僅授權使用者為學術研究之目的,進行個人非營利性質之檢索、閱讀、列印。
  3. 請遵守中華民國著作權法之相關規定,切勿任意重製、散佈、改作、轉貼、播送,以免觸法。

摘要(中) 企業的競爭力來自於優秀的人力,當企業在選擇優秀的人才的同時,優秀的人才同樣也在選擇心中理想且適合自己的企業。本研究著重在招募較後期的階段,當企業給於求職者聘書,求職者是否會接受此聘書,進而進入此企業服務。近年來,企業社會責任已為全世界廣泛討論的議題,相關研究證明企業社會責任會影響企業形象,讓求職者更有意願想進入此類型的企業,但當求職者來此類型企業面試時,其面試過程又有可能會改變其對於此企業的看法,故本研究根據求職者對於企業社會責任的重視程度,探討企業社會責任對於應聘意願的影響,以及求職者與面試官的適配度及面試正義知覺的中介效果。本研究採取問卷法,以大部分的樣本為學生及社會新鮮人,共收集376筆資料進行分析。通過實證研究發現求職者與面試官的適配度在企業社會責任與應聘意願間扮演著中介的角色;同時面試正義知覺也中介了企業社會責任與應聘意願間的關係。最後,根據研究結果提出討論、管理意涵、研究限制與未來研究建議供後續研究參考。

關鍵字:企業社會責任、求職者與面試官適配度、面試正義知覺、應聘意願
摘要(英)
Organizational competitiveness may come from excellent human capital, and excellent talent may also choose the organization that is ideal and suitable. The study focused on the last stage of recruitment, when the job seeker needs to make a decision after receiving the letter of appointment from the the organzization. In recent years, corporate social responsibility (CSR) has become an important issue, as CSR may influence corporate image and the job seeker’s intention to work for the organization. Furthermore, the interview process may also change their mind about whether to accept the offer or not. According, this study investigates the influenc of CSR on offer acceptance, with person-recruiter fit and justice perception during the interview as mediators. Three hundred and seventy-six valid questionnaires were collected from students and fresh graduates using survey research technique. The result shows that person-recruiter fit and justice perception in the interview mediated the relationship between corporation social responsibility to job offer acceptance. The implications of the findings, limitations, future research directions, and managerial implications are discussed.

Keywords: corporation social responsibility, person-recruiter fit, perception of justice, job offer acceptance
關鍵字(中) ★ 企業社會責任
★ 求職者與面試官適配度
★ 面試正義知覺
★ 應聘意願
關鍵字(英) ★ corporation social responsibility
★ person-recruiter fit
★ perception of justice
★ job offer acceptance
論文目次

目錄
摘 要 I
ABSTRACT II
目錄 III
圖目錄 V
表目錄 VI
第一章 緒論 1
1-1 研究背景與動機 1
1-2 研究目的 3
1-3 研究流程 3
第二章 文獻探討 5
2-1 應聘意願 5
2-1-1 應聘意願的定義 5
2-1-2 影響求職者應聘意願因素過去的研究 6
2-2 企業社會責任 7
2-2-1 企業社會責任的發展與定義 7
2-2-2 企業社會責任過去相關研究 10
2-2-3 社會企業責任與應聘意願之影響 13
2-3 求職者與面試官之適配度 14
2-3-1 求職者與面試官之適配度定義 14
2-3-2 求職者與面試官的適配度過去相關研究 16
2-3-3 面試官與面試者的適配度與應聘意願之關係 17
2-3-4 企業社會責任與求職者與面試者的適配度之關係 19
2-3-5 企業社會責任、面試官與面試者的適配度、應聘意願之關係 20
2-4 面試的正義知覺 20
2-4-1 面試的正義知覺定義 21
2-4-2 面試的正義知覺重要研究 22
2-4-3 面試的正義知覺與應聘意願之關係 24
2-4-4 企業社會責任與面試正義知覺之關係 25
2-4-5 面試的正義知覺、企業社會責任、應聘意願之關係 26
第三章 研究方法 28
3-1 研究架構 28
3-2 研究樣本 29
3-3 研究工具 29
3-4 研究步驟 30
第四章 研究結果 33
4-1 樣本敘述性統計 33
4-2 信度分析 34
4-3 效度分析及模型配適度檢定 35
4-4 變項間之相關分析 37
4-5 階層迴歸分析 37
第五章 結論與建議 45
5-1 研究結果與討論 45
5-2 研究貢獻與管理意涵 49
5-3 研究限制與未來研究建議 51
5-4 結論 53
參 考 文 獻 54
附錄:研究問卷 70
參考文獻

一、 網路部分
104求職網
https://www.104.com.tw/area/media/article/detail/id/167121573302988336/category/1
證券櫃檯買賣中心
http://www.tpex.org.tw/web/csr/content/introduction.php
台灣證券交易所
http://cgc.twse.com.tw/front/responsibility
二、 中文部份
林玫玫(2011)。面試官正向情緒表達與組織人才吸引力之關係:中介機制與限制情境之探討。臺北科技大學工商管理研究所,碩士論文。
徐宜瑩(2008)。影響組織吸引力因素之探討:以應徵者適配知覺為中介變數。台北科技大學商業自動化與管理研究所,碩士論文。
莫冬立(2009)。企業社會責任守則全球發展現況與未來趨勢。證券櫃檯月刊,141,27-32。
張適年(2005)。面談結構及面談者行為對求職者之影響:程序正義及人與組織契合知覺之中介角色。中原大學心理學研究所,碩士論文。
蔡維奇、楊文芬、林正偉(2009)。面試官行爲及企業雇用形象對應徵者工作選擇意圖的影響:以國防役男甄試爲例。臺大管理論叢,19(2),295-320。
鄭伯壎(1995)。家長權威與領導行為之關係:一個台灣民營企業主持人的個案研究。 中央研究院民族學研究所集刊(79),105-159。
三、 英文部分
Aguinis, H., & Glavas, A. (2012). What we know and don’t know about corporate social responsibility a review and research agenda. Journal of Management, 38(4), 932-968.
Albinger, H. S. & Freeman, S. J. (2000). Corporate social performance and attractiveness as an employer to different job seeking populations. Journal of Business Ethics, 28(3), 243-253.
Alderfer, C. P. & McCord, C. G. (1970). Personal and situational factors in the recruitment interview. Journal of Applied Psychology, 54(4), 337-385.
Ambrose, M., & Arnaud, A. (2005). Are procedural justice and distributive justice conceptually distinct? In J. Greenberg & J. A. Colquitt (Eds.), The handbook of organizational justice (pp. 59–84). Mahwah, NJ: Erlbaum.
Appel, L. (2014). CSR as a factor in the war for talents (unpublished master thesis). University of Twente, Enschede, Netherlands.
Aupperle, K. E., Carroll, A. B., & Hatfield, J. D. (1985). An empirical examination of the relationship between corporate social responsibility and profitability. Academy of Management Journal, 28(2), 446-463.
Backhaus, K. B., Stone, B. A., & Heiner, K. A. (2002). Exploring the relationship between corporate social performance and employer attractiveness, Business & Society, 41, 292-318.
Balmer, J. M., Maignan, I., & Ferrell, O. (2001). Corporate citizenship as a marketing instrument-concepts, evidence and research directions. European Journal of Marketing, 35, 457-484.
Barber, A. E. (1998). Recruiting employees: Individual and organizational perspectives. Thousand Oaks, CA: Sage.
Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
Bartel, C. A. (2003). Social comparisons in boundary-spanning work: effects of community outreach on members′ organizational identity and identification. Sage Urban Studies Abstracts, 31(1), 3-133.
Bauer, T. N., Maertz, Jr, C. P., Dolen, M. R., & Campion, M. A. (1998). Longitudinal assessment of applicant reactions to employment testing and test outcome feedback. Journal of Applied Psychology, 83(6), 892-925.
Bauer, T. N., Truxillo, D. M., Sanchez, R. J., Craig, J. M., Ferrara, P., & Campion, M. A. (2001). Applicant reactions to selection: Development of the selection procedural justice scale (SPJS). Personnel psychology, 54(2), 387-419.
Bauman, C. W. & Skitka, L. J. (2012). Corporate social responsibility as a source of employee satisfaction. Research in Organizational Behavior, 32, 63-86.
Behrend, T. S., Baker, B. A., & Thompson, L. F. (2009). Effects of pro-environmental recruiting messages: The role of organizational reputation. Journal of Business and Psychology, 24(3), 341-350.
Bhattacharya, C. B., Sen, S., & Korschun, D. (2008). Using corporate social responsibility to win the war for talent. MIT Sloan Management Review, 49(2), 37-44.
Bies, R. J., & Moag, J. S. (1986). Interactional justice communication criteria of fairness. In R. Lewicki, B. H. Sheppard, & M. H. Bazerman (Eds.), Research on negotiation in organizations (pp. 43-55). Greenwich, CT: JAI Press.
Bowen, H. R. (1953). Social responsibility ofthe businessman. New York: Harpers and Brothers.
Brammer, S., Millington, A., & Rayton, B. (2007). The contribution of corporate social responsibility to organizational commitment. The International Journal of Human Resource Management, 18(10), 1701-1719.
Browne, M. W., & Cudeck, R. (1993). Alternative ways of assessing model fit. In K. A. Bollen & J. S. Long (Eds.), Testing Structural Equations Models (pp. 136-162). Newbury Park, CA: Sage.
Byrne, D. E. (1971). The attraction paradigm. New York, NY: Academic Press.
Cable, D. M. & Judge, T. A. (1994). Pay preferences and job search decisions: A person-organization fit perspective. Personnel Psychology, 47(2), 317-348.
Cable, D. M., & Judge, T. A. (1996). Person–organization fit, job choice decisions, and organizational entry. Organizational Behavior and Human Decision Processes, 67(3), 294-311.
Cable, D. M. & Judge, T. A. (1997). Interviewers′ perceptions of person-organization fit and organizational selection decisions. Journal of Applied Psychology, 82(4), 546-561.
Cable, D. M. & Turban, D. B. (2003). The value of organizational reputation in the recruitment context: A brand-equity perspective. Journal of Applied Psychology, 33(11), 2244-2266.
Carless, S. A. (2003). A longitudinal study of applicant reactions to multiple selection procedures and job and organizational characteristics. International Journal of Selection and Assessment, 11(4), 345-351.
Carless, S. A. (2005). Person–job fit versus person–organization fit as predictors of organizational attraction and job acceptance intentions: A longitudinal study. Journal of Occupational and Organizational Psychology, 78(3), 411-429.
Carless, S. A. & Imber, A. (2007). Job and organizational characteristics: A construct evaluation of applicant perceptions. Educational and Psychological Measurement, 67(2), 328-341.
Carroll, A. B. (1979). A three-dimensional conceptual model of corporate performance. Academy of Management Review, 4(4), 497-505.
Carroll, A. B. (1991). The pyramid of corporate social responsibility: Toward the moral management of organizational stakeholders. Business Horizons, 34(4), 39-48.
Chapman, D. & J. Webster (2007). Toward an integrated model of applicant reactions and job choice. Human Resources Abstracts, 42(4), 1032-1057.
Chapman, D. S., Uggerslev, K. L., Carroll, S. A., Piasentin, K. A., & Jones, D. A. (2005). Applicant attraction to organizations and job choice: a meta-analytic review of the correlates of recruiting outcomes. Journal of Applied Psychology, 90(5), 928-944.
Clarkson, M. E. (1995). A stakeholder framework for analyzing and evaluating corporate social performance. Academy of Management Review, 20(1), 92-117.
Cochran, P. L., & Wood, R. A. (1984). Corporate social responsibility and financial performance. Academy of Management Journal, 27(1), 42-56.
Collier, J. & R. Esteban (2007). Corporate social responsibility and employee commitment. Business Ethics: A European Review, 16(1), 19-33.
Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86(3), 386-400.
Colquitt, J. A. (2004). Does the justice of the one interact with the justice of the many? Reactions to procedural justice in teams. Journal of Applied Psychology, 89(4), 633-646.
Colquitt, J. A., & Shaw, J. C. (2005). How should organizational justice be measured. Handbook of Organizational Justice, 1, 113-152.
Crocker, J. & Luhtanen, R. (1990). Collective self-esteem and ingroup bias. Journal of Personality and Social Psychology, 58(1), 60-67.
Davis, K. (1960). Can business afford to ignore social responsibilities? California Management Review, 2(3), 70-76.
DeBell, C. S., Montgomery, M. J., McCarthy, P. R., & Lanthier, R. P. (1998). The critical contact: A study of recruiter verbal behavior during campus interviews. Journal of Business Communication, 35(2), 202-223.
DeRue, D. S. & Morgeson, F. P. (2007). Stability and change in person-team and person-role fit over time: The effects of growth satisfaction, performance, and general self-efficacy. Journal of Applied Psychology, 92(5), 1242-1253.
Doll, W. J., Xia, W., & Torkzadeh, G. (1994). A confirmatory factor analysis of the end-user computing satisfaction instrument. MIS Quarterly, 18(4), 453-461.
Dougherty, T. W., Turban, D. B., & Callender, J. C. (1994). Confirming first impressions in the employment interview: A field study of interviewer behavior. Journal of Applied Psychology, 79(5), 659-665.
Dutton, J. E., Dukerich, J. M., & Harquail, C. V. (1994). Organizational images and member identification. Administrative Science Quarterly, 39(2), 239-263.
Edwards, J. R., & Cable, D. M. (2009). The value of value congruence. Journal of Applied Psychology, 94(3), 654-677.
Ely, R. J., & Thomas, D. A. (2001). Cultural diversity at work: The effects of diversity perspectives on work group processes and outcomes. Administrative Science Quarterly, 46(2), 229-273.
Farooq, O., Payaud, M., Merunka, D., & Valette-Florence, P. (2014). The impact of corporate social responsibility on organizational commitment: Exploring multiple mediation mechanisms. Journal of Business Ethics, 125(4), 563-580.
Festinger, L. (1954). A theory of social comparison processes. Human Relations, 7(2), 117-140.
Finegan, J., & Theriault, C. (1997). The relationship between personal values and the perception of the corporation′s code of ethics. Journal of Applied Social Psychology, 27(8), 708-724.
Folger, R., Cropanzano, R., & Goldman, B. (2005). What is the relationship between justice and morality? In J. Greenberg & J. A. Colquitt (Eds.), Handbook of organizational justice, 215-246. Mahwah, NJ: Lawrence Erlbaum Associates.
Fombrun, C. & M. Shanley (1990). What′s in a name? Reputation building and corporate strategy. Academy of Management Journal, 33(2), 233-258.
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50.
Friedman, M. (2007). The social responsibility of business is to increase its profits. In W. C. Zimmerli, M. Holzinger & K. Richter (Eds.), Corporate ethics and corporate governance (pp. 173-178). New York, NY: Springer-Verlag Berlin Heidelberg.
Galbreath, J. (2010). How does corporate social responsibility benefit firms? Evidence from Australia. European Business Review, 22(4), 411-431.
Gilliland, S. W. (1993). The perceived fairness of selection systems: An organizational justice perspective. Academy of Management Review, 18(4), 694-734.
Gilliland, S. W. (1994). Effects of procedural and distributive justice on reactions to a selection system. Journal of Applied Psychology, 79(5), 691-701.
Goltz, S. M., & Giannantonio, C. M. (1995). Recruiter friendliness and attraction to the job: The mediating role of inferences about the organization. Journal of Vocational Behavior, 46(1), 109-118.
Graves, L. M., & Powell, G. N. (1988). An investigation of sex discrimination in recruiters′ evaluations of actual applicants. Journal of Applied Psychology, 73(1), 20-29.
Greenberg, J. (1986). Determinants of perceived fairness of performance evaluations. Journal of Applied Psychology, 71(2), 340-342
Greenberg, J. (1987). A taxonomy of organizational justice theories. Academy of Management Review, 12(1), 9-22.
Greenberg, J. (1990). Organizational justice: Yesterday, today, and tomorrow. Journal of Management, 16(2), 399-432.
Greening, D. W., & Turban, D. B. (1996). Corporate Social Performance and Organizational Attractiveness to Prospective Employees. Proceedings of the International Association for Business and Society, 7, 489-500.
Greening, D. W., & Turban, D. B. (2000). Corporate social performance as a competitive advantage in attracting a quality workforce. Business & Society, 39(3), 254-280.
Gully, S. M., Phillips, J. M., Castellano, W. G., Han, K., & Kim, A. (2013). A mediated moderation model of recruiting socially and environmentally responsible job applicants. Personnel Psychology, 66(4), 935-973.
Hair, J. F., Anderson R. E., Tatham R. L., Black W. C. (1998). Multivariate Data Analysis (5th ed.). Upper Saddle River, NJ: Pearson Prentice Hall.
Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham, R. L. (2006). Multivariate Data Analysis (6th ed.). Upper Saddle River, NJ: Pearson Prentice Hall.
Hansen, S. D., Dunford, B. B., Boss, A. D., Boss, R. W., & Angermeier, I. (2011). Corporate social responsibility and the benefits of employee trust: A cross-disciplinary perspective. Journal of Business Ethics, 102(1), 29-45.
Harold, C. M., Holtz, B. C., Griepentrog, B. K., Brewer, L. M., & Marsh, S. M. (2016). Investigating the effects of applicant justice perceptions on job offer acceptance. Personnel Psychology, 69(1), 199-227.
Harris, M. M., & Fink, L. S. (1987). A field study of applicant reactions to employment opportunities: Does the recruiter make a difference? Personnel Psychology, 40(4), 765-784.
Hatfield, E., Cacioppo, J. T., & Rapson, R. L. (1994). Emotional contagion. Cambridge, United Kingdom: Cambridge University Press.
Hausknecht, J. P., Day, D. V., & Thomas, S. C. (2004). Applicant reactions to selection procedures: An updated model and meta‐analysis. Personnel Psychology, 57(3), 639-683.
Hayduk, L. A. (1987). Structural Equation Modeling with LISREL: Essentials and Advances. Baltimore, MD: Johns Hopkins University Press.
Hayes, A. F. (2012). PROCESS: A versatile computational tool for observed variable mediation, moderation, and conditional process modeling.
Highhouse, S., Lievens, F., & Sinar, E. F. (2003). Measuring attraction to organizations. Educational and Psychological Measurement, 63(6), 986-1001.
Howard, J. L., & Ferris, G. R. (1996). The employment interview context: Social and situational influences on interviewer decisions. Journal of Applied Social Psychology, 26(2), 112-136.
Hu, L. T., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1-55.
Jansen, K. J., & Kristof-Brown, A. (2006). Toward a multidimensional theory of person-environment fit. Journal of Managerial Issues, 18(2), 193-212.
Johnson, J. W., & Lebreton, J. M. (2005). History and use of relative importance indices in organizational research. Organizational Research Methods, 7(3), 238-257.
Jones, D. A., Willness, C. R., & MacNeil, S. (2009). Corporate social responsibility and recruitment: Testing person-organization fit and signaling mechanisms. Academy of Management Annual Meeting Proceedings, 8(1), 1-6.
Jones, M. T. (2009). Disrobing the emperor: mainstream CSR research and corporate hegemony. Management of Environmental Quality: An International Journal, 20(3), 335-346.
Kenny, D. A. (2011). Measuring model fit. Retrieved from: http://davidakenny.net/cm/fit.htm.
Kim, H. R., Lee, M., Lee, H. T., & Kim, N. M. (2010). Corporate social responsibility and employee–company identification. Journal of Business Ethics, 95(4), 557-569.
Kim, S. Y., & Park, H. (2011). Corporate social responsibility as an organizational attractiveness for prospective public relations practitioners. Journal of Business Ethics, 103(4), 639-653.
Kristof-Brown, A., Barrick, M. R., & Franke, M. (2002). Applicant impression management: Dispositional influences and consequences for recruiter perceptions of fit and similarity. Journal of Management, 28(1), 27-46.
Kristof‐Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2006). Consequences of individuals′fit at work: A meta‐analysis of person–job, person–organization, person–group, and person–supervisor fit. Personnel psychology, 58(2), 281-342.
Kristof-Brown, A. L. (2000). Perceived applicant fit: Distinguishing between recruiters′ perceptions of person-job and person-organization fit. Personnel Psychology, 53, 643-672.
LeBreton, J. M., Hargis, M. B., Griepentrog, B., Oswald, F. L., & Ployhart, R. E. (2007). A multidimensional approach for evaluating variables in organizational research and practice. Personnel Psychology, 60(2), 475-498.
Leventhal, G. S. (1980). What should be done with equity theory? New approaches to the study of fairness in social relationships. In K. Gergen, M. Greenberg & R. Willis (Eds.), Social exchange: Advances in theory and research: 27-55. New York: Plenum Press.
Li, A., Cropanzano, R. S., & Molina, A. (2015). Fairness at the unit level: Justice climate, justice climate strength, and peer justice. In R. Cropanzano & M. Ambrose (Eds.), The Oxford handbook of justice in the workplace (pp. 137–164). Oxford: Oxford University Press.
Lin, C. P. (2010). Modeling corporate citizenship, organizational trust, and work engagement based on attachment theory. Journal of Business Ethics, 94(4), 517-531.
Lind, E. A. (2001). Fairness heuristics theory: Justice judgments as pivotal cognitions in organizational relations. In J. Greenberg & R. Cropanzano (Eds.), Advances in Organizational Justice (pp. 56–88). Stanford, CA: Stanford University Press.
Lind, E. A., & Van den Bos, K. (2002). When fairness works: Toward a general theory of uncertainty management. Research in Organizational Behavior, 24, 181-223.
Macan, T. H., Shahani, C., Dipboye, R. L., & Phillips, A. P. (1990). College students′ time management: Correlations with academic performance and stress. Journal of Educational Psychology, 82(4), 760-768.
Maignan, I., & Ferrell, O. C. (2000). Measuring corporate citizenship in two countries: The case of the United States and France. Journal of Business Ethics, 23(3), 283-297.
McWilliams, A., & Siegel, D. (2000). Corporate social responsibility and financial performance: Correlation or misspecification? Strategic Management Journal, 21(5), 603-609.
Meglino, B. M., Ravlin, E. C., & Adkins, C. L. (1989). A work values approach to corporate culture: A field test of the value congruence process and its relationship to individual outcomes. Journal of Applied Psychology, 74(3), 424-432.
Montgomery, D. B., & Ramus, C. A. (2003). Corporate Social Responsibility Reputation Effects on MBA Job Choice. Stanford: Graduate school of business, Research Paper Series No.1805.
Marin, L., & Ruiz, S. (2007). “I need you too!” Corporate identity attractiveness for consumers and the role of social responsibility. Journal of Business Ethics, 71(3), 245-260.
Nunnally, J.C., (1978). Psychometric Theory. New York: McGraw-Hill.
Naumann, S. E., & Bennett, N. (2000). A case for procedural justice climate: Development and test of a multilevel model. Academy of Management Journal, 43(5), 881-889.
Orlitzky, M., Schmidt, F. L., & Rynes, S. L. (2003). Corporate social and financial performance: A meta-analysis. Organization studies, 24(3), 403-441.
Ostberg, D. E., Truxillo, D. M., & Bauer, T. N. (2001). Effects of pre-test information on applicants’ perceptions of selection fairness. In RE Ployhart and DM Truxillo (Chairs), Presenting Selection Information to Applicants: Theoretical and Practical Implications. Symposium presented at the 16th annual meeting of the Society for Industrial and Organizational Psychology, San Diego, CA.
Pattie, M. W. (2007). The effects of supervisor-subordinate goal congruence on performance and turnover intentions (unpublished doctoral thesis). University of Texas, Arlington, America.
Ployhart, R. E., & Harold, C. M. (2004). The applicant attribution‐reaction theory (AART): An integrative theory of applicant attributional processing. International Journal of Selection and Assessment, 12(1‐2), 84-98.
Rafaeli, A. (1999). Pre-employment screening and applicants′ attitudes toward an employment opportunity. The Journal of Social Psychology, 139(6), 700-712.
Evans, W. R., & Davis, W. D. (2011). An examination of perceived corporate citizenship, job applicant attraction, and CSR work role definition. Business & Society, 50(3), 456-480.
Rau, B. L., & Hyland, M. M. (2003). Corporate teamwork and diversity statements in college recruitment brochures: Effects on attraction. Journal of Applied Social Psychology, 33(12), 2465-2492.
Robertson, I. T., & Smith, M. (1989). Personnel selection methods. In M. Smith & I. Robertson (Eds.), Advances in selection and assessment (pp. 89-112). Chichester, England: Wiley.
Rupp, D. E., Shao, R., Thornton, M. A., & Skarlicki, D. P. (2013). Applicants′ and employees′ reactions to corporate social responsibility: The moderating effects of first‐party justice perceptions and moral identity. Personnel Psychology, 66(4), 895-933.
Ryan, A., Ployhart, R. E., Greguras, G. J., & Schmit, M. J. (1998). Test preparation programs in selection contexts: Self‐selection and program effectiveness. Personnel Psychology, 51(3), 599-621.
Rynes, S. L. (1989). Recruitment, job choice, and post-hire consequences: A call for new research directions. CAHRS Working Paper Series, Cornell University.
Rynes, S., & Gerhart, B. (1989). Interviewer assessments of applicant “fit”: An exploratory investigation. Personnel psychology, 43(1), 13-35.
Rynes, S. L., & Miller, H. E. (1983). Recruiter and job influences on candidates for employment. Journal of Applied Psychology, 68(1), 147-154.
Schaubroeck, J., & Lam, S. S. (2002). How similarity to peers and supervisor influences organizational advancement in different cultures. Academy of Management Journal, 45(6), 1120-1136.
Schermerhorn, J. R. (1986). Management for productivity. New York: Wiley.
Schneider, B. (1987). The people make the place. Personnel psychology, 40(3), 437-453.
Schuler, R. S., & Jackson, S. E. (2005). A quarter-century review of human resource management in the US: The growth in importance of the international perspective. Management Revue, 16(1), 11-35.
Sethi, S. P. (1975). Dimensions of corporate social performance: An analytical framework. California Management Review, 17(3), 58-64.
Sheldon, O. (2003). The Philosophy of Management (Vol. 2). Psychology Press.
Skarlicki, D. P., & Kulik, C. T. (2004). Third-party reactions to employee (mis) treatment: A justice perspective. Research in Organizational Behavior, 26, 183-229.
Smith, D. E., Zuber, M. T., Frey, H. V., Garvin, J. B., Head, J. W., Muhleman, D. O., & Banerdt, W. B. (2001). Mars Orbiter Laser Altimeter: Experiment summary after the first year of global mapping of Mars. Journal of Geophysical Research: Planets, 106(E10), 23689-23722.
Spence, A. M. (1974). Market signaling: Informational transfer in hiring and related screening processes. Cambridge, MA: Harvard University Press.
Sweeney, P. D., & McFarlin, D. B. (1993). Workers’ Evaluations of the. Organizational Behavior and Human Decision Processes, 55(1), 23-40.
Tajfel, H. (1982). Social identity and intergroup relations. Cambridge, UK: Cambridge University Press
Tajfel, H., & Turner, J. C. (2004). The social identity theory of intergroup behavior. In J. T. J. J. Sidanius (Ed.), Political Psychology: Key readings (pp. 276-293). New York, NY: Psychology Press.
Trevino, L. K., & Nelson, K. A. (2011). Managing business ethics: Straight talk about how to do it right. (5th ed.). Hoboken, NJ: Wiley.
Truxillo, D. M., Bauer, T. N., Campion, M. A., & Paronto, M. E. (2002). Selection fairness information and applicant reactions: A longitudinal field study. Journal of Applied Psychology, 87(6), 1020-1031.
Tsai, Y. H., Lin, C. P., Hsu, Y. C., Liu, C. M., & Yen, P. H. (2016). Predicting job offer acceptance of professionals in Taiwan: The case of the technology industry. Technological Forecasting and Social Change, 108, 95-101.
Tsui, A. S., Egan, T., & O′Reilly, C. (1991). Being different: relational demography and organization attcchment. Academy of Management Best Papers Proceedings, 8(1), 183-187.
Turban, D. B., & Greening, D. W. (1997). Corporate social performance and organizational attractiveness to prospective employees. Academy of Management Journal, 40(3), 658-672.
Turban, D. B., & Jones, A. P. (1988). Supervisor-subordinate similarity: types, effects, and mechanisms. Journal of Applied Psychology, 73(2), 228-234.
Turker, D. (2009). How corporate social responsibility influences organizational commitment. Journal of Business Ethics, 89(2), 189-204.
Tyler, T. R. (1987). Conditions leading to value-expressive effects in judgments of procedural justice: A test of four models. Journal of Personality and Social Psychology, 52(2), 333-334.
Tziner, A., Fein, E. C., Sharoni, G., Bar-Hen, P., & Nord, T. (2010). Constructive deviance, leader-member exchange, and confidence in appraisal: How do they interrelate, if at all?. Revista de Psicología del Trabajo y de las Organizaciones, 26(2), 95-100.
Waddock, S. A., & Graves, S. B. (1997). The corporate social performance-financial performance link. Strategic Management Journal, 18(4), 303-319.
Walker, H. J., Bauer, T. N., Cole, M. S., Bernerth, J. B., Feild, H. S., & Short, J. C. (2013). Is this how I will be treated? Reducing uncertainty through recruitment interactions. Academy of Management Journal, 56(5), 1325-1347.
Walsh, B. M., Tuller, M. D., Barnes‐Farrell, J. L., & Matthews, R. A. (2010). Investigating the moderating role of cultural practices on the effect of selection fairness perceptions. International Journal of Selection and Assessment, 18(4), 365-379.
Weber, J. (1995). Influences upon organizational ethical subclimates: A multi-departmental analysis of a single firm. Organization Science, 6(5), 509-523.
Weber, M. (2008). The business case for corporate social responsibility: A company-level measurement approach for CSR. European Management Journal, 26(4), 247-261.
Weiss, H. M. (1978). Social learning of work values in organizations. Journal of Applied Psychology, 63(6), 711–718.
Wexley, K. N., Alexander, R. A., Greenawalt, J. P., & Couch, M. A. (1980). Attitudinal congruence and similarity as related to interpersonal evaluations in manager-subordinate dyads. Academy of Management Journal, 23(2), 320-330.
Williams, M. L., & Bauer, T. N. (1994). The effect of a managing diversity policy on organizational attractiveness. Group & Organization Management, 19(3), 295-308.
Zahra, S. A., Oviatt, B. M., & Minyard, K. (1993). Effects of corporate ownership and board structure on corporate social responsibility and financial performance. Academy of Management Best Papers Proceedings, 8(1), 336-340.
Zajonc, R. B. (1968). Attitudinal effects of mere exposure. Journal of Personality and Social Psychology, 9(2), 1-27.
Zhang, L., & Gowan, M. A. (2012). Corporate social responsibility, applicants’ individual traits, and organizational attraction: A person–organization fit perspective. Journal of Business and Psychology, 27(3), 345-362.
指導教授 杜秉叡(Ben-Roy Do) 審核日期 2017-7-3
推文 facebook   plurk   twitter   funp   google   live   udn   HD   myshare   reddit   netvibes   friend   youpush   delicious   baidu   
網路書籤 Google bookmarks   del.icio.us   hemidemi   myshare   

若有論文相關問題,請聯絡國立中央大學圖書館推廣服務組 TEL:(03)422-7151轉57407,或E-mail聯絡  - 隱私權政策聲明