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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/83010


    Title: 獵才顧問公司招募顧問之目標管理與工作績效之間的關聯性探討;To explore the correlation between Objective Management and Job Performance of Headhunting consultants
    Authors: 游威慈;Yu, Wei-Tzu
    Contributors: 人力資源管理研究所在職專班
    Keywords: 獵才顧問公司;目標管理;工作滿足;工作績效;目標設定;headhunting;executive search;Management by Objectives;Job Satisfaction;Job Performance;Goal setting
    Date: 2020-07-23
    Issue Date: 2020-09-02 14:23:35 (UTC+8)
    Publisher: 國立中央大學
    Abstract: 組織面對全球經營環境變化快速及全球化的競爭壓力,人才為組織的重要資產也是組織成功的關鍵因素。現今隨著招募市場的需求越來越多元化,競爭也越來越激烈,就獵才公司而言,主要的營收仰賴獵才招募顧問所完成招募需求所收取的服務費,若要創造營收,滿足客戶的需求,達到顧客的滿意度,顧問的招募效率及求職者的優劣將成為關鍵。過往文獻提到目標管理、工作滿足分別對於工作績效具有影響,但隨著環境的變遷,各獵才公司都會制定目標管理制度,來管理獵才招募顧問的招募完成率。

    本研究主要探討獵才顧問公司招募顧問之目標管理與工作績效之間的關聯性,是否具有顯著影響,以獵才顧問公司招募顧問為受測對象,問卷總計發放146份,回收有效問卷62份,根據所得資料進行敍述性統計分析、信度分析及結構方程式模型,驗證本研究各變項間的關係,其研究結果顯示如下:
    (1) 目標管理之參與度對工作本身滿足(自我滿足)及主管滿足具有顯著正向關係。
    (2) 目標管理之目標明確性對工作本身滿足(自我滿足)具有顯著正向關係。
    (3) 目標管理之回饋量對工作滿足之主管滿足具有顯著正向關係。
    (4) 工作滿足之工作自我滿足對工作績效具有顯著正向關係。
    (5) 工作滿足對目標管理及工作績效間具有部份中介效果。

    最後依實證研究結果提出實務建議,並以獵才顧問公司做為參考,提出後續之研究建議。

    關鍵字:獵才顧問公司、目標管理、工作滿足、工作績效、 目標設定;Talents are the crucial assets as well as the key factor to drive the success of an organization, as the organization is facing the rapid changes of global business environment and the competitive pressures of globalization. With today’s increasingly diverse demands of the recruitment market, the competition is getting more and more drastic. As for headhunting firms, the main revenue is relying on the service fee which the consultants carry out the recruiting requests. In order to achieve the goal, meet client’s needs and achieve customer’s satisfaction, the consultant’s recruiting efficiency and candidate’s quality will be the key elements. Past literature mentioned that objective management and job satisfaction respectively have impacts to job performance. However, with the changes in the environment, most headhunting firms will set the system of objective management to supervise the consultant’s performance.
    This study aims to explore the correlation between objective management and job performance of headhunting consultants to see if there is any significant impact. Taking the recruitment consultants as the test object, a total of 146 questionnaires were distributed and 62 valid questionnaires were received. Based on the obtained data, descriptive statistical analysis, reliability analysis and structural equation models were conducted to verify the relationship between the variables. The results of the study are as below:
    1) Participation of objective management has significant positive correlation with self-satisfaction and supervisor’s satisfaction.
    2) The clarity of objective management has significant positive correlation of self-satisfaction.
    3) The response of objective management has significant positive correlation of supervisor’s satisfaction in job satisfaction.
    4) The self-satisfaction of job satisfaction has significant positive correlation of job performance.
    5) The job satisfaction has partial mediation effect to objective management and job performance.
    Last, to propose practical suggestions based on the empirical research results, and take headhunting firm as a reference to make following research suggestions.

    Key Words: headhunting, executive search, Management by Objectives, Job Satisfaction, Job Performance, Goal setting
    Appears in Collections:[人力資源管理研究所碩士在職專班 ] 博碩士論文

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