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

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陳怡文(Yi-Wen Chen) 查詢紙本館藏

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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

★ 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

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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

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指導教授

楊文芬劉念琪

審核日期

2020-7-22

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