負面甄選流程口碑與面試官行為如何影響應徵者之組織人才吸引力認知;How Negative Word-Of-Mouth in Selection Process and Interviewer Behavior affect Organizational Attraction

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Title:	負面甄選流程口碑與面試官行為如何影響應徵者之組織人才吸引力認知;How Negative Word-Of-Mouth in Selection Process and Interviewer Behavior affect Organizational Attraction
Authors:	張淑珍;Chang, Shu-Chen
Contributors:	人力資源管理研究所在職專班
Keywords:	負面口碑;組織人才吸引力;面試官行為;negative word of mouth;organizational attractiveness;interviewer behavior
Date:	2022-08-09
Issue Date:	2022-10-04 15:03:41 (UTC+8)
Publisher:	國立中央大學
Abstract:	現今的應徵者對組織工作的資訊蒐集，會經由身邊的朋友或透過網路社群平台來取得與企業相關之訊息。這種口碑訊息的資訊傳遞可隨時、隨地透過網路在多種管道取得，因為人人皆能於網路平台上發表資訊，也因此口碑有正面或負面的資訊，過去研究指出好的口碑對組織人才吸引力有正向影響，但負面口碑在應徵者求職過程中會在不同階段對應徵者選擇產生何種影響，目前研究尚仍不多。本研究以實驗法探討應徵者在面試前於網路上搜尋與甄選流程相關的資訊時，對於負面口碑認知的反應為何？另外亦探索面試過程中面試官展現好的行為可否改變應徵者先前對負面口碑的認知進而影響其組織人才吸引力的認知。研究結果顯示，與甄選流程相關的負面口碑雖然會造成應徵者的組織人才吸引力認知差異，但並未對此認知產生顯著的負面影響，但面試官於面試過程中展現好的行為確實可影響先前所形成較為負面之組織人才吸引力認知的結果。關鍵詞：負面口碑、組織人才吸引力、面試官行為 ;Nowadays, Candidates collect information about the organization or company by friends or online social media before interview. This kind of information transmission called word-of-mouth information, that can be easily searched at anytime and anywhere on the Internet. Since everyone can post and share information on the social media, word-of-mouth consist of positive or negative information. Past literature has indicated that positive word-of-mouth has positive impact on organizational attractiveness. However, there is still a lack of research exploring how negative word-of-mouth can affect applicant’ job search behavior and choice during different job search phases. The present study tries to explore how negative word-of-mouth regarding selection process affects applicants’ reaction while they are searching for further information in order to prepare for the selection process. Moreover, the present study also explores whether positive interviewer behaviors can alter applicants’ prior perceptions regarding the negative word-of-mouth and organizational attractiveness or not. The results indicated that negative selection process word-of-mouth indeed lower organizational attractiveness but doesn’t have a significant impact on it. Positive interviewer behaviors can change and enhance applicants’ organizational attractiveness.
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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