博碩士論文 107457020 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:14 、訪客IP:18.232.127.73
姓名 陳怡文(Yi-Wen Chen)  查詢紙本館藏   畢業系所 人力資源管理研究所在職專班
論文名稱 探討面試官資訊揭露完整性與面談結構性對新進員工符合期望意圖及離職意圖之影響
相關論文
★ 探討影響高科技製造業中高齡專業工作者知識分享之因素:以A公司專業技術人員為例★ 探討轉換型領導對員工工作鑲嵌及離職傾向之影響—以多元職涯態度做為干擾變數
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) 本研究主要探討面試官資訊揭露完整性對新進員工離職意圖的影響,以及新進員工符合預期程度對面試官資訊揭露完整性與新進員工離職意圖之間關係的中介效果,並探索面談結構性對於面試官資訊揭露完整性與新進員工符合期望認知可能存在之影響。本研究以問卷法收集台灣地區不同產業公司的正職員工資料,共計回收有效主管問卷52份、員工問卷237份。統計分析結果顯示,面試官在甄選面談中的資訊揭露完整性和新進員工離職意圖間具有負向關係,面試官在甄選面談中的資訊揭露完整性與新進員工符合期望認知間具有正向關係,新進員工符合期望認知會中介面試官資訊揭露完整性與新進員工離職意圖之間的關係。此外,本研究也經由事後分析發現面談結構性會干擾面試官在甄選面談中資訊揭露完整性與新進員工符合期望認知之間的負向關係。
摘要(英) The main purpose of this study is to explore the influence of interviewer information disclosure on newcomers’ intention to quit as well as the mediation effect of newcomers’ met expectation on the aforementioned relationship. In the meantime, the present study also proposes that a moderating effect of interview structure should exist to alter the relationship between interviewer information disclosure and newcomer met expectation.
Data were collected from full-time employees in different organizations and industries using online survey. Finally, 52 questionnaires collected from line managers and 237 questionnaires from newcomers were used for further statistical analyses. The results show that interviewer information disclosure is negatively related to newcomers’ intention of quit. Interviewer information disclosure is positively related to newcomers’ met expectation. Newcomers’ met expectation mediates the relationship between interviewer information disclosure and newcomers’ intention of quit. On the other hand, the results of post-hoc analyses also show that interview structure can moderate the relationship between interviewer information disclosure and newcomer’ met expectation.
關鍵字(中) ★ 面試官資訊揭露完整性
★ 新進員工符合期望認知
★ 離職意圖
★ 結構式面談
關鍵字(英) ★ Interviewer information disclosure
★ Newcomers’ met expectation
★ Intention to quit
★ Interview structure
論文目次 中文摘要 v
Abstract vi
目錄 vii
圖目錄 viii
表目錄 ix
第一章緒論 1
1-1研究背景 1
1-2研究目的 2
第二章文獻探討 3
2-1 面試官資訊揭露完整性 3
第三章研究方法 9
3-1研究架構與假說 9
3-2前測 10
3-3前測結果與實測問卷調整 13
3-4正式施測 14
第四章研究分析與結果 16
4-1 敘述統計 16
4-2相關係數分析與信度分析 18
4-3效度分析 22
4-4 研究假設驗證 24
4-5事後分析 30
4-5-1 面談結構性對於面試官資訊給予行為的影響 30
4-5-2 研究變數測量工具 32
4-5-3 統計分析結果 34
第五章結論與建議 39
5-1 研究結果 39
5-2 討論 40
5-3 實務意涵 42
5-4 研究限制 44
參考文獻 45
參考文獻 參考文獻
郭彦良 (1990). "高科技研究人员离职意愿之研究."
陳乃維. (2015). <結構化面試中應徵者順序效果對面試官評分之影響.pdf>.
黃姵嫙. (2019). <綠色招募活動對組織人才吸引力之影響:以個人組織配適知覺為中介變數與個人環保態度為干擾變數.pdf>.
楊文芬. (2019). <需求與知行的落差?初探招募資訊揭露對應徵者及新進員工組織工作認知之影響>. 管理學報.
謝宏杰. (2018). <從招募觀點探討組織勞動力多元化之訊號效果.pdf>.
Allen, D. G. (2016). Do Organizational Socialization Tactics Influence Newcomer Embeddedness and Turnover? Journal of Management, 32(2), 237-256. doi:10.1177/0149206305280103
Bergiel, E. B., Nguyen, V. Q., Clenney, B. F., & Taylor, G. S. J. M. R. N. (2009). Human resource practices, job embeddedness and intention to quit.
Campion, M. A., Palmer, D. K., & Campion, J. E. J. P. p. (1997). A review of structure in the selection interview. 50(3), 655-702.
Festinger, L. (1957). A Theory of Cognitive Dissonance. In: Stanford University Press Stanford, CA.
Farber, H. S. J. J. o. L. E. (1994). The analysis of interfirm worker mobility. 12(4), 554-593.
Griffeth, R. W., Hom, P. W., & Gaertner, S. J. J. o. m. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. 26(3), 463-488.
Griffeth, R. W., Tenbrink, A., & Robinson, S. J. T. O. h. o. r. (2013). Recruitment sources: A review. 2, 215-218.
Hom, & Griffeth. (1995). Employee Turnover (Cincinnati, OH: South. In: Western College Publishing.
Hom, Lee, Shaw, J. D., & Hausknecht, J. P. (2017). One hundred years of employee turnover theory and research. Journal of Applied Psychology, 102(3), 530-545. doi:10.1037/apl0000103
Huffcutt, A. I., & Arthur, W. (1994). Hunter and Hunter (1984) revisited: Interview validity for entry-level jobs.
Lawong, D., Ferris, G. R., Hochwarter, W., & Maher, L. (2019). Recruiter political skill and organization reputation effects on job applicant attraction in the recruitment process. Career Development International, 24(4), 278-296. doi:10.1108/cdi-01-2019-0007
Lee, T. W., & Mitchell, T. R. J. A. o. m. r. (1994). An alternative approach: The unfolding model of voluntary employee turnover. 19(1), 51-89.
Levashina, J., Hartwell, C. J., Morgeson, F. P., & Campion, M. A. (2014). The Structured Employment Interview: Narrative and Quantitative Review of the Research Literature. Personnel Psychology, 67(1), 241-293. doi:10.1111/peps.12052
Liu. (2018). <Maximising the credibility of realistic job preview messages- the effect of jobseekers’ decision-making style on recruitment information credibility.pdf>.
Liu, Keeling, K. A., & Papamichail, K. N. (2015). Should retail trade companies avoid recruiting maximisers? Management Decision, 53(3), 730-750. doi:10.1108/md-06-2014-0402
Maden, C., Ozcelik, H., & Karacay, G. J. P. R. (2016). Exploring employees’ responses to unmet job expectations.
Miller, H. E., Katerberg, R., & Hulin, C. L. J. J. o. A. P. (1979). Evaluation of the Mobley, Horner, and Hollingsworth model of employee turnover. 64(5), 509.
Mobley, W. H. J. J. o. a. p. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. 62(2), 237.
Moser, K. (2005). <The Mediating Role of Unmet Expectations.pdf>.
Phillips, J. M., & Gully, S. M. J. J. o. M. (2015). Multilevel and strategic recruiting: Where have we been, where can we go from here? , 41(5), 1416-1445.
Porter, L. W., & Steers, R. M. J. P. b. (1973). Organizational, work, and personal factors in employee turnover and absenteeism. 80(2), 151.
Premack, S. L., & Wanous, J. P. J. J. o. a. p. (1985). A meta-analysis of realistic job preview experiments. 70(4), 706.
Santhanam, N., Kamalanabhan, T., Dyaram, L., & Ziegler, H. J. G. J. o. B. R. (2015). Examining the moderating effects of organizational identification between human resource practices and employee turnover intentions in Indian hospitality industry. 4(1).
Schneider, B. J. P. p. (1987). The people make the place. 40(3), 437-453.
Spence, M. (1978). Job market signaling. In Uncertainty in economics (pp. 281-306): Elsevier.
Sweller. (1990). Cognitive load as a factor in the structuring of technical material.
Vandenberg, R. J., & Nelson, J. B. J. H. r. (1999). Disaggregating the motives underlying turnover intentions: When do intentions predict turnover behavior? , 52(10), 1313-1336.
Walker, H. J., Bauer, T. N., Cole, M. S., Bernerth, J. B., Feild, H. S., & Short, J. C. J. A. o. M. J. (2013). Is this how I will be treated? Reducing uncertainty through recruitment interactions. 56(5), 1325-1347.
Weller, I., Hymer, C. B., Nyberg, A. J., & Ebert, J. (2019). How Matching Creates Value: Cogs and Wheels for Human Capital Resources Research. Academy of Management Annals, 13(1), 188-214. doi:10.5465/annals.2016.0117
Williamson, L. G., Campion, J. E., Malos, S. B., Roehling, M. V., & Campion, M. A. J. J. o. A. P. (1997). Employment interview on trial: Linking interview structure with litigation outcomes. 82(6), 900.  
指導教授 楊文芬 劉念琪 審核日期 2020-7-22
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