| 摘要(英) |
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
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