高離職率職位招募甄選工具之應用與研究－以台灣人壽公司為例; A Study of Selection Tools for High-turnover Positions: A Case Study of Taiwan Life Insurance Company

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题名:	高離職率職位招募甄選工具之應用與研究－以台灣人壽公司為例;A Study of Selection Tools for High-turnover Positions: A Case Study of Taiwan Life Insurance Company
作者:	陳琤騏;Cheng-ci Chen
贡献者:	人力資源管理研究所
关键词:	招募甄選;高離職率職位;組織文化契合度;智能測驗;工作績效;離職率;staffing;selection;turnover rate;person – organization fit;intelligence test;job performance
日期:	2008-09-23
上传时间:	2009-09-22 14:10:04 (UTC+8)
出版者:	國立中央大學圖書館
摘要:	雖然組織文化契合度量表是一種常用於企業衡量組織文化的工具，但卻鮮少被當作甄選工具來使用。本研究為解決高離職率職位問題，以台灣人壽保險業務人員做為研究對象，使用組織文化契合度為新興的甄選工具並與一般常用的智能測驗作為搭配組合，期望能為高離職率職位問題找到解決辦法。整篇文章可分成四個階段：第一個階段為智能測驗版本的選擇。第二階段以價值觀為契合度的核心指標建構組織文化契合度量表，並以團結力和社交力來劃分組織文化。第三階段則採用效標關連效度的概念，將智能測驗與組織文化契合度量表的得分與相關的人口統計變數作為預測高離職率職位未來工作績效與離職率的變項。最後本研究以例子來說明如何以建立組織文化契合度常模表、未來工作績效與離職率預測方程式來協助人才甄選。 Although the person -organization fit is a common tool to build organizational culture, it is scarcely used for the selection of employees. In order to reduce the turnover rate of certain position and thus to keep good employees, person – organization fit can be used as a selection tool in recruiting processes. It is the purpose of this study to investigate the feasibility of using person-organization fit as a tool in selecting potential employee for certain positions. In this study we use Taiwan Life Insurance Company as a case study. In this case we divided the selection process of job applicants into four phases. In the first phase we use intelligence test to find out the learning and adjustment ability of the applicants. In the second phase we use some measurement tools to find out the personal value of the applicants and see if they match the value of the organization. In this process we also find out the applicants’ sociability and willingness to work with others and especially to work as a team. In the third phase we created a projection model in which to predict the future performance of the job applicants, by using the scores of intelligence test, person – organization fit and other related information as predicators. Our findings are that these predicators are reliable variables in predicting the turnover tendency of the applicants.
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