人格特質與企業人力資源品牌偏好之研究

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吳文琦(Wen-chi Wu) 查詢紙本館藏

畢業系所

人力資源管理研究所

論文名稱

人格特質與企業人力資源品牌偏好之研究

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摘要(中)

近年來，許多企業發現越來越難吸引所需人才，如何使企業在招募時能找到與企業需求相符的應徵者，並使招募效率提高，成為企業人力資源部門重要的任務。由此，雇主品牌概念逐漸興起，藉由雇主品牌的建立，協助企業在招募時能提高成效，達成吸引人才進而找出企業真正所需員工之目的。
本研究以填寫問卷方式，以431位大三、大四及研究所等即將求職之社會新鮮人，與已有工作經驗之求職者為對象，分析填答者五大人格特質傾向對於人力資源品牌的偏好，並進行具備工作經驗與否，對於前述偏好關係產生影響之分析。
研究結果發現，五大人格特質「外向性」、「開放性」、「神經質性」、「勤勉正直性」、「親和性」對人力資源品牌之「薪酬制度」與「職涯發展」有顯著正向影響；五大人格特質中「外向性」、「神經質性」、「勤勉正直性」、「親和性」對人力資源品牌之「員工關係管理」有顯著正向影響。「工作經驗」則對於人格特質與人力資源品牌構面間關聯性不具正向干擾效果。

摘要(英)

Presently, enterprises have been frustrated to find the talent they really needed. How to attract candidates to apply for jobs which meet the enterprises’ needs and increase the efficiency of recruitment are important issues for human resource department. Therefore, enterprises have taken the “Employer Brand” thought to help them to attract talent and improve efficiency when recruiting.
This study collects 431questionnaires from college junior, senior undergraduates, Master’s students and job applicants with a few years’ working experience. Responds from questionnaires were analysis to explore how persons with different personal traits will prefer different human resources brands. On the other hand, wondering how work experience moderates the relationship between personal traits and human resource brands.
The result of this research found that Big-Five personality “extraversion, openness to experience, neuroticism, conscientiousness, and agreeableness” are key factors to “compensation” and “career development” in human resource brands. In addition, “extraversion, neuroticism, conscientiousness, and agreeableness” are key factors to “employee relationship management” in human resource brands. However, work experience is not a moderator between personal traits and human resource brands.

關鍵字(中)

★ 雇主品牌
★ 五大人格特質
★ 工作經驗
★ 雇主吸引力

關鍵字(英)

★ employer brand
★ big-five personality
★ work experience
★ employee attraction

論文目次

目錄
第一章緒論 1
第一節研究動機 1
第二節研究目的 3
第二章文獻探討 4
第一節雇主品牌 4
第二節雇主品牌與人力資源管理制度 10
第三節人格特質 15
第四節工作經驗 21
第三章研究方法 23
第一節研究架構與假設 23
第二節研究對象 26
第三節研究工具 26
第四節資料分析與統計方法 29
第四章研究結果與分析 30
第一節樣本回收與特性分析 30
第二節因素與信度分析 32
第三節五大人格特質與人力資源品牌構面迴歸分析 37
第四節工作經驗干擾效果分析 40
第五章研究結論與討論 46
第一節研究結論 46
第二節管理實務意涵與應用 50
第三節研究限制與建議 52
參考文獻 54
附錄一人格特質與人力資源品牌關係問卷 58

參考文獻

中文文獻
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(2) 溫金豐，「新進專業人員的組織社會化戰術與組織認同之關係：工作經驗與成長需求強度的干擾效應」，台大管理論叢，15（2）， 143-164，2005。
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指導教授

鄭晉昌

審核日期

2013-7-15

推文