| DC 欄位 |
值 |
語言 |
| DC.contributor | 人力資源管理研究所 | zh_TW |
| DC.creator | 廖亭羽 | zh_TW |
| DC.creator | Liao, Ting-Yu | en_US |
| dc.date.accessioned | 2024-3-6T07:39:07Z | |
| dc.date.available | 2024-3-6T07:39:07Z | |
| dc.date.issued | 2024 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:444/thesis/view_etd.asp?URN=110427015 | |
| dc.contributor.department | 人力資源管理研究所 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 隨著國際化的加速，近年人才供應短缺的嚴重程度加劇，企業必須深入瞭解有效招募人才之重要性。過往研究指出，員工推薦制度為效果極佳的招募方式之一，且經由員工推薦入職的員工不僅與工作及組織適配性高，工作表現也相對優異。鑒於當代員工對於良好的員工體驗之追求，以及企業對於雇主品牌之重視，本研究希望能夠瞭解員工體驗與雇主品牌認同、員工推薦意願之間的關係，同時探討雇主品牌認同的中介效果與直屬主管經驗開放性人格特質在雇主品牌認同與員工推薦意願之間的調節效果。
本研究以任職於臺灣地區且擁有直屬主管之工作者為研究對象，剔除無效之樣本，總計回收之有效問卷為420份。
研究結果發現：
1. 員工體驗對員工推薦意願具有正向影響。
2. 員工體驗對雇主品牌認同具有正向影響。
3. 雇主品牌認同對員工推薦意願具有正向影響。
4. 雇主品牌認同會中介影響員工體驗與員工推薦意願之關係。
5. 直屬主管經驗開放性人格特質會調節影響雇主品牌認同與員工推薦意願之關係。 | zh_TW |
| dc.description.abstract | With the acceleration of globalization, the severity of talent shortage in recent years has forced companies to deeply understand the importance of effective talent recruitment. Past research has indicated that the employee referral is one of the most effective recruitment methods, and employees who are referred by their peers not only have a high job and organizational fit, but also perform relatively better. Considering the pursuit of contemporary employees for a good employee experience and the importance of employer brand identity to companies, this study aims to understand the relationship between employee experience and employer brand identity, employee referral, as well as the mediating effect of employer brand identity and the moderating effect of direct supervisor′s openness to experience on the relationship between employer brand identity and employee referral.
This study focuses on workers in Taiwan who have a direct supervisor, and a total of 420 valid questionnaires were collected.
The research findings are as follows:
1. Employee experience has a positive impact on employee referral.
2. Employee experience has a positive impact on employer brand identity.
3. Employer brand identity has a positive impact on employee referral intention.
4. Employer brand identity mediates the relationship between employee experience and employee referral.
5. Direct supervisor′s openness to experience moderates the relationship between employer brand identity and employee referral. | en_US |
| DC.subject | 員工體驗 | zh_TW |
| DC.subject | 雇主品牌認同 | zh_TW |
| DC.subject | 員工推薦意願 | zh_TW |
| DC.subject | 直屬主管經驗開放性人格特質 | zh_TW |
| DC.subject | Employee experience | en_US |
| DC.subject | Employer brand identity | en_US |
| DC.subject | Employee referral | en_US |
| DC.subject | Direct supervisor′s openness to experience | en_US |
| DC.title | 獨樂樂不如眾樂樂！員工體驗對雇主品牌認同、員工推薦意願之影響–以直屬主管經驗開放性人格特質為調節變項 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.title | Happiness is best shared! The Effects of Employee Experience on Employer Brand Identity and Employee Referral: The Mediation Effect of Direct Supervisor′s Openness to Experience | en_US |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |