| DC 欄位 |
值 |
語言 |
| DC.contributor | 人力資源管理研究所 | zh_TW |
| DC.creator | 莊程皓 | zh_TW |
| DC.creator | Cheng-Hao Chuang | en_US |
| dc.date.accessioned | 2024-6-17T07:39:07Z | |
| dc.date.available | 2024-6-17T07:39:07Z | |
| dc.date.issued | 2024 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:444/thesis/view_etd.asp?URN=111427002 | |
| 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 | 隨著世代變遷遞進，Z 世代族群即將成為未來的勞動主力，而企業為了因應這群思想、價值觀、態度不同的族群，以經營雇主品牌的形式嘗試吸引志同道合的新血加入，與此同時也希望雇主品牌的效益不單只是招募員工，而時能夠同時鞏固內部員工的向心力，甚至提升員工績效，也因此成為一項現今企業重視之管理議題。因此，本研究以Z世代族群的員工作為研究對象，探討雇主品牌、工作意義感、工作投入的關係，並同時探討知覺支持型組織氣候在雇主品牌與工作意義感間的調節效果。
本研究透過 SurveyCake 線上問卷，進行結構性之問卷調查，共回收367份 有效問卷，並以回收之問卷進行研究分析。
研究結果顯示:(1)雇主品牌對工作投入具有正向影響。(2)雇主品牌對工作意義感具有?向影響。(3)工作意義感對工作投入具有正向影響。(4)工作意義感會中介影響雇主品牌與工作投入之間的關係。(5)知覺支持型組織氣候會正向調節雇主品牌與工作意義感之間的關係。 | zh_TW |
| dc.description.abstract | With the advancement of generational change, the Generation Z group will soon become the main force of labor in the future. To cope with this group of people with different thoughts, values, and attitudes, enterprises try to attract like-minded new blood to join in the form of employer branding, and at the same time hope that the benefits of employer branding are not only recruiting employees, but also consolidate the centripetal force of the internal staff, and even enhance employee performance, which has become an important management issue for today′s enterprises. Therefore, this study focuses on Generation Z as an important management issue for enterprises. Therefore, this study focuses on the employees of Generation Z to investigate the relationship between employer branding, meaningful work, and job involvement, and to explore the moderating effect of perceived organizational support between employer branding and meaningful work.
This study conducted a structured questionnaire survey through SurveyCake online, and a total of 367 valid questionnaires were collected and analyzed.
The results of this study show that: (1) Employer branding has a positive effect on job involvement. (2) Employer branding has a positive effect on meaningful work. (3) Employer brand has a positive effect on job involvement. (4) Meaningful work mediates the relationship between employer branding and job involvement. (5)Perceived organizational support positively moderates the relationship between employer branding and meaningful work. | en_US |
| DC.subject | Z世代族群員工 | zh_TW |
| DC.subject | 雇主品牌 | zh_TW |
| DC.subject | 工作意義感 | zh_TW |
| DC.subject | 工作投入 | zh_TW |
| DC.subject | 知覺支持型組織氣候 | zh_TW |
| DC.subject | Generation Z employees | en_US |
| DC.subject | Employer branding | en_US |
| DC.subject | Meaningful work | en_US |
| DC.subject | Job involvement | en_US |
| DC.subject | Perceived organizational support | en_US |
| DC.title | Z世代員工雇主品牌與工作投入之影響：以工作意義感為中介效果及知覺支持型組織氣候為調節效果 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.title | The effects of employer branding and job involvement on Generation Z Employees: The mediating effect of meaningful work and the moderating effect of perceived organizational support. | en_US |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |