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題名 雇主品牌與實習前後組織吸引力─五大人格特質與實習計畫之影響
Organizational attractiveness of employer brand for interns: the impacts of big-five personality traits and internship program
作者 侯瀞雯
Hou, Ching-Wen
貢獻者 黃家齊
侯瀞雯
Hou, Ching-Wen
關鍵詞 雇主品牌
五大人格特質
組織吸引力
實習
導師制度
學習機會
Employer brand
Big-five personality traits
Organizational attractiveness
Internship
Mentoring
Learning opportunity
日期 2019
上傳時間 7-八月-2019 17:13:14 (UTC+8)
摘要 人才競爭已成為各企業面臨的挑戰之一，亦即如何有效搜尋到符合企業文化及具備一定知識技能的員工是所有企業重視的，近年則越來越多企業利用實習計畫的方式以找尋潛在人才。過去許多研究皆指出，雇主品牌（employer brand）在內外部人才招募上有著重要的影響力，並且能有效提升組織的吸引力。本研究以實習為招募人才之工具，並以Ambler & Barrow（1996）所提出之雇主品牌三構面（功能性利益、經濟性利益及心理性利益）為核心，分為兩階段探討雇主品牌對組織內、外部吸引力之影響。階段一為針對實習前，探討學生在選擇實習企業時對雇主品牌利益之偏好，同時了解五大人格特質與特定雇主品牌之偏好的關係；階段二為針對實習後，探討實習計畫如何透過學生對特定雇主品牌認知的中介效果，影響組織吸引力認知。另外，比較學生在選擇實習企業時對雇主品牌的偏好和實習期間是否有留任意願及視該企業為未來雇主之關鍵雇主品牌因素。

本研究共蒐集到168個曾經或正在實習的學生樣本，得出之研究結果顯示，實習前，五大人格特質中的外向性與經濟性利益、經驗開放性與心理性利益、勤勉審慎性與功能性及經濟性利益有顯著正向關係；實習後，功能性、經濟性及心理性利益皆與組織吸引力有顯著正向關係，工作完整性與功能性利益、回饋性與心理性利益、導師制度與心理性利益、學習機會與功能性利益皆具顯著正向關係。另外，實習前後學生最重視皆為功能性利益，次之，實習前為重視心理性利益大於經濟性利益，實習期間則為經濟性利益大於心理利益。
Talent competition has become one of the challenges faced by enterprises. That is, how to effectively search for employees who are in line with corporate culture and have certain knowledge and skills is what really matters. In recent years, more and more companies have used internship programs in order to find potential talents. Many studies in the past have pointed out that the employer brand has an important influence on both internal and external recruitment, and can effectively enhance the organizational attractiveness. In this study, it will use internship as a recruitment tool, and focus on three aspects of employer brand (functional benefits, economic benefits, and psychological benefits) proposed by Ambler & Barrow (1996). It will be divided into two stages to explore organizational attractiveness including internal and external affected by employer brand. First stage is before internship, to explore students’ preference of the employer brand when choosing internship company. Simultaneously, to understand the relationship between the big-five personality traits and the preferences of specific employer brand. Second stage is after internship, to explore how the internship program affects the organization`s attractive perception through the mediating effect of students` perceptions toward specific employer brand. Furthermore, to compare students` preference for employer brand when choosing internship company and the key factor of employer brand whether there is any willingness to stay in the company and regard the company as future employers.

A total of 168 student samples who had internship experiences were collected at last. After doing data analysis, the results indicate that before internship, extraversion with economic benefits, openness to experience with psychological benefits, conscientiousness with functional and economic benefits have significant positive relationship. As for after internship, functional, economic, and psychological benefits have significant positive relationship with organizational attractiveness. Additionally, task identity with functional benefits, feedback with psychological benefits, mentoring with psychological benefits, learning opportunity with functional benefits have significant positive relationship. Last, before and after the internship, students pay the most attention to functional benefits. Secondly, before the internship, the emphasis on psychological benefits is greater than the economic benefits, while during internship period, the economic benefits are greater than psychological benefits.
參考文獻 黃天豪（2013），企業實習計畫之運行與組織吸引力之研究─以雇主品牌為中介變項，國立中山大學人力資源管理研究所未出版碩士論文。

鄧景宜、曾旭民、李怡禛、游朝舜（2011），International English Big-Five Mini-Markers之繁體中文版量表發展，管理學報，第28卷第6期，頁570-600。

張軍成（2010），我國企業雇主品牌的要素與結構研究─基於廣州地區五所高校生的實證應屆畢業生分析，茂民學院學報，第20卷第2期，頁63-66。


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描述 碩士
國立政治大學
企業管理研究所(MBA學位學程)
106363098
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0106363098
資料類型 thesis
dc.contributor.advisor 黃家齊zh_TW
dc.contributor.author (作者) 侯瀞雯zh_TW
dc.contributor.author (作者) Hou, Ching-Wenen_US
dc.creator (作者) 侯瀞雯zh_TW
dc.creator (作者) Hou, Ching-Wenen_US
dc.date (日期) 2019en_US
dc.date.accessioned 7-八月-2019 17:13:14 (UTC+8)-
dc.date.available 7-八月-2019 17:13:14 (UTC+8)-
dc.date.issued (上傳時間) 7-八月-2019 17:13:14 (UTC+8)-
dc.identifier (其他 識別碼) G0106363098en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/125066-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 企業管理研究所(MBA學位學程)zh_TW
dc.description (描述) 106363098zh_TW
dc.description.abstract (摘要) 人才競爭已成為各企業面臨的挑戰之一，亦即如何有效搜尋到符合企業文化及具備一定知識技能的員工是所有企業重視的，近年則越來越多企業利用實習計畫的方式以找尋潛在人才。過去許多研究皆指出，雇主品牌（employer brand）在內外部人才招募上有著重要的影響力，並且能有效提升組織的吸引力。本研究以實習為招募人才之工具，並以Ambler & Barrow（1996）所提出之雇主品牌三構面（功能性利益、經濟性利益及心理性利益）為核心，分為兩階段探討雇主品牌對組織內、外部吸引力之影響。階段一為針對實習前，探討學生在選擇實習企業時對雇主品牌利益之偏好，同時了解五大人格特質與特定雇主品牌之偏好的關係；階段二為針對實習後，探討實習計畫如何透過學生對特定雇主品牌認知的中介效果，影響組織吸引力認知。另外，比較學生在選擇實習企業時對雇主品牌的偏好和實習期間是否有留任意願及視該企業為未來雇主之關鍵雇主品牌因素。

本研究共蒐集到168個曾經或正在實習的學生樣本，得出之研究結果顯示，實習前，五大人格特質中的外向性與經濟性利益、經驗開放性與心理性利益、勤勉審慎性與功能性及經濟性利益有顯著正向關係；實習後，功能性、經濟性及心理性利益皆與組織吸引力有顯著正向關係，工作完整性與功能性利益、回饋性與心理性利益、導師制度與心理性利益、學習機會與功能性利益皆具顯著正向關係。另外，實習前後學生最重視皆為功能性利益，次之，實習前為重視心理性利益大於經濟性利益，實習期間則為經濟性利益大於心理利益。		zh_TW
dc.description.abstract (摘要) Talent competition has become one of the challenges faced by enterprises. That is, how to effectively search for employees who are in line with corporate culture and have certain knowledge and skills is what really matters. In recent years, more and more companies have used internship programs in order to find potential talents. Many studies in the past have pointed out that the employer brand has an important influence on both internal and external recruitment, and can effectively enhance the organizational attractiveness. In this study, it will use internship as a recruitment tool, and focus on three aspects of employer brand (functional benefits, economic benefits, and psychological benefits) proposed by Ambler & Barrow (1996). It will be divided into two stages to explore organizational attractiveness including internal and external affected by employer brand. First stage is before internship, to explore students’ preference of the employer brand when choosing internship company. Simultaneously, to understand the relationship between the big-five personality traits and the preferences of specific employer brand. Second stage is after internship, to explore how the internship program affects the organization`s attractive perception through the mediating effect of students` perceptions toward specific employer brand. Furthermore, to compare students` preference for employer brand when choosing internship company and the key factor of employer brand whether there is any willingness to stay in the company and regard the company as future employers.

A total of 168 student samples who had internship experiences were collected at last. After doing data analysis, the results indicate that before internship, extraversion with economic benefits, openness to experience with psychological benefits, conscientiousness with functional and economic benefits have significant positive relationship. As for after internship, functional, economic, and psychological benefits have significant positive relationship with organizational attractiveness. Additionally, task identity with functional benefits, feedback with psychological benefits, mentoring with psychological benefits, learning opportunity with functional benefits have significant positive relationship. Last, before and after the internship, students pay the most attention to functional benefits. Secondly, before the internship, the emphasis on psychological benefits is greater than the economic benefits, while during internship period, the economic benefits are greater than psychological benefits.		en_US
dc.description.tableofcontents 第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第二章 文獻探討與假設推演 5
第一節 雇主品牌 5
第二節 實習前企業選擇的雇主品牌偏好 10
第三節 實習後企業選擇的雇主品牌偏好 15
第四節 實習前後雇主品牌偏好 23
第五節 研究架構與假設整理 24
第三章 研究方法 26
第一節 研究設計 26
第二節 研究變項衡量 28
第三節 資料分析方法 34
第四章 資料分析與結果 36
第一節 相關分析 36
第二節 實習前雇主品牌偏好比較 40
第三節 五大人格特質與雇主品牌之關係 41
第四節 實習計畫與雇主品牌認知和組織吸引力之關係 42
第五節 實習前、後雇主品牌利益重視度比較 46
第六節 研究假設之驗證 47
第五章 結論與建議 48
第一節 研究結論與討論 48
第二節 理論與實務意涵 52
第三節 研究限制與未來研究建議 54
參考文獻 56
附錄一 網路調查問卷 66		zh_TW
dc.format.extent 1668198 bytes-
dc.format.mimetype application/pdf-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0106363098en_US
dc.subject (關鍵詞) 雇主品牌zh_TW
dc.subject (關鍵詞) 五大人格特質zh_TW
dc.subject (關鍵詞) 組織吸引力zh_TW
dc.subject (關鍵詞) 實習zh_TW
dc.subject (關鍵詞) 導師制度zh_TW
dc.subject (關鍵詞) 學習機會zh_TW
dc.subject (關鍵詞) Employer branden_US
dc.subject (關鍵詞) Big-five personality traitsen_US
dc.subject (關鍵詞) Organizational attractivenessen_US
dc.subject (關鍵詞) Internshipen_US
dc.subject (關鍵詞) Mentoringen_US
dc.subject (關鍵詞) Learning opportunityen_US
dc.title (題名) 雇主品牌與實習前後組織吸引力─五大人格特質與實習計畫之影響zh_TW
dc.title (題名) Organizational attractiveness of employer brand for interns: the impacts of big-five personality traits and internship programen_US
dc.type (資料類型) thesisen_US
dc.relation.reference (參考文獻) 黃天豪（2013），企業實習計畫之運行與組織吸引力之研究─以雇主品牌為中介變項，國立中山大學人力資源管理研究所未出版碩士論文。

鄧景宜、曾旭民、李怡禛、游朝舜（2011），International English Big-Five Mini-Markers之繁體中文版量表發展，管理學報，第28卷第6期，頁570-600。

張軍成（2010），我國企業雇主品牌的要素與結構研究─基於廣州地區五所高校生的實證應屆畢業生分析，茂民學院學報，第20卷第2期，頁63-66。


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dc.identifier.doi (DOI) 10.6814/NCCU201900354en_US