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題名 職務適配與企業品牌關聯性之研究 — 以自我概念為中介變項
Mediating role of self-concept on the relationship between person-job fit and corporate branding
作者 高羽彤
Kao, Yu-Tung
貢獻者 林月雲
Lin, Carol
高羽彤
Kao, Yu-Tung
關鍵詞 個人-工作適配
自我概念
公司品牌化
工作知能
雇主品牌化
person-job fit
self-concept
corporate branding
KSAs
employer branding
日期 2020
上傳時間 3-Aug-2020 17:46:00 (UTC+8)
摘要 In the information explosion era, branding strategy not only influences the product and service market, branding can also be extended to the domain of human resource management. That is, corporate branding has great impact in the labor market. A strong corporate brand would help the company to attract prospective employees as well as retain existing ones to ensure they are engaged in brand culture and commitment. Some researchers use the terms employer branding and internal branding synonymously, however, they focus on different domains. This research will elaborate the difference of these two terms from human resource aspect while incorporating marketing theory simultaneously.
Human capital is the collective of an employee’s knowledge, skills, abilities, and attitudes, which are linked closely with the organizational performance. The match between individual capabilities and the job requirements, i.e. person-job fit, are critical in the recruitment and selection process. In other words, an employee with high level of knowledge, skills and abilities will allow him or her to perform high value-added task more efficiently and effectively. However, employee’s capabilities match the job requirements is necessary but not sufficient. Self-concept, the hidden characteristic, is outlined as how individuals describe themselves. It plays a cognitive role mediating how people behave and perceive in an interactive social manner. It is importance to match the individual’s self-concept with job tasks in order to raise individual’s motivation and job performance. This research will elaborate the cognitive role of self-concept on identity theory, social identity theory, and further discuss the brand engagement manifested in self-concept. It will also address possible mediating effects between person-job fit and employer branding.
參考文獻 Aggerholm, H. K., Andersen, S. E. & Thomsen, C. (2011). Conceptualising employer branding in sustainable organisations. Corporate Communications: An International Journal, 16 (2), 105-123.
Ambler, T. & Barrow, S. (1996). The employer brand. Journal of Brand Management, 4 (3), 185-206.
Anaza, N. A. (2015). Relations of fit and organizational identification to employee-customer identification. Journal of Managerial Psychology, 30 (8), 925-939.
Andreassen, T. W. & Lanseng, E. J. (2010). Service differentiation A self-image congruency perspective on brand building in the labor market. Journal of Service Management, 21 (2), 212-236.
App, S. & Büttgen, M. (2016). Lasting footprints of the employer brand: can sustainable HRM lead to brand commitment? Employee Relations, 38 (5), 703-723.
Backhaus, K. & Tikoo, S. (2004). Conceptualizing and researching employer branding. Career Development International, 9 (5), 501-507.
Bui, H. T. M., Zeng, Y., & Higgs, M. (2017). The role of person-job fit in the relationship between transformational leadership and job engagement. Journal of Managerial Psychology, 32 (5), 373-386.
Carless, S. A. (2005). Person-job fit versus person-organization fit as predictors of organizational attraction and job acceptance intentions: A longitudinal study. Journal of Occupational and Organizational Psychology, 78, 411-429.
Chen, H. M. & Chang, W. Y. (2010). The essence of the competence concept: Adopting an organization’s sustained competitive advantage viewpoint. Journal of Management & Organization, 16 (5), 677-699.
Chhabra, N. L. & Sharma, S. (2014). Employer branding: strategy for improving employer attractiveness. International Journal of Organizational Analysis, 22 (1), 48-60.
Creswell, J.W. (2014). Research design: Qualitative, quantitative, and mixed methods approaches. (4th edn.). Thousand Oaks, CA: Sage.
Dechawatanapaisal, D. (2018). Employee retention: the effects of internal branding and brand attitudes in sales organizations. Personnel Review, 47 (3), 675-693.
Earnhardt, M. P. (2011). The Correlation between Person-Job Fit, Job Performance, Job Satisfaction, and Motivational Gifts in the Military Context (Doctoral dissertation, Regent University). Retrieved from ProQuest Dissertation and theses database (UMI No. 3515416).
Edwards, J. R. 1991. Person-job fit: A conceptual integration, literature review, and methodological critique. In C. L. Cooper and I. T. Robertson (Eds), International review of industrial and organizational psychology, 283-357. New York: John Wiley and Sons.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500–507.
Flynn, L. R., Goldsmith, R. E. & Korzenny, F. (2011). Brand Engagement in Self-Concept: A Psychometric and Demographic Analysis. Journal of Multidisciplinary Research, 3 (2), 5-18.
Foster, C., Punjaisri, K., & Cheng, R. (2010). Exploring the relationship between corporate, internal and employer branding. Journal of Product & Brand Management, 19 (6), 401-409.
Hamilton, K. & Hassan, L. (2010). Self-concept, emotions and consumer coping Smoking across Europe. European Journal of Marketing, 44 (7), 1101-1120.
Hoppe, D. (2018). Linking employer branding and internal branding: establishing perceived employer brand image as an antecedent of favourable employee brand attitudes and behaviours. Journal of Product & Brand Management, 27 (4), 452-467.
Hytti, U., Kuoppakangas, P., Suomi, K., Chapleo, C. and Giovanardi, M. (2015). Challenges in delivering brand promise – focusing on municipal healthcare organisations. International Journal of Public Sector Management, 28 (3), 254-272.
Iplik, F. N., Kilic, K. C., & Yalcin, A. (2011). The simultaneous effects of person-organization and person-job fit on Turkish hotel managers. International Journal of Contemporary Hospitality Management, 23 (5), 644-661.
Kaufmann, H. R., Vrontis, D., Czinkota, M. & Hadiono, A. (2012). Corporate branding and transformational leadership in turbulent times. Journal of Product & Brand Management, 21 (3), 192–204.
Kim, S., Kim, H. & Lee, J. (2015). Employee self-concepts, voluntary learning behavior, and perceived employability. Journal of Managerial Psychology, 30 (3), 264-279.
Kotler and Keller (2015) The Branding Journal. [Online] Retrieved from: https://www.thebrandingjournal.com/2015/10/what-is-branding-definition/
Kristof, A. L. 1996. Person-organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49, 1-49.
Lee, D.H. (1990), Symbolic interactionism: some implications for consumer self-concept and product symbolism research. Advances in Consumer Research, 17, 386-393.
Li, C. K. & Hung, C. H. (2010). An examination of the mediating role of person-job fit in relations between information literacy and work outcomes. Journal of Workplace Learning, 22 (5), 306-318.
Lin, Y. C., Yu, C. & Yi, C. C. (2014). The effects of positive affect, person-job fit, and well-being on job performance. Social Behavior and Personality, 42 (9), 1537-1548.
Makkonen, P. (2015). Employer perceptions of self-initiated expatriate employability in China. A person-environment fit perspective. Journal of Global Mobility, 3 (3), 303-330.
Marion (2015). The Branding Journal. [Online] Retrieved from: https://www.thebrandingjournal.com/2015/10/what-is-branding-definition/
Maurya, K. K. and Agarwal, M. (2018). Organisational talent management and perceived employer branding. International Journal of Organizational Analysis, 26 (2), 312-330.
Saks, A. M. & Gruman, J. A. (2014). Making organizations more effective through organizational socialization. Journal of Organizational Effectiveness: People and Performance, 1 (3), 261-280.
Saks, A. M., & Ashforth, B. E., 1997. A longitudinal investigation of the relationships between job information sources, applicant perceptions of fit, and work outcomes. Personnel Psychology, 50, 395-426.
Saleem, F. Z. & Iglesias, O. (2016). Mapping the domain of the fragmented field of internal branding. Journal of Product & Brand Management 25 (1), 43–57.
Saurombe, M., Barkhuizen, E. N. and Schutte, N. E. (2017). Management perceptions of a higher educational brand for the attraction of talented academic staff. SA Journal of Human Resource Management, 150 (0), a831.
Scroggins, W. A. (2008). The Relationship Between Employee Fit Perceptions, Job Performance, and Retention: Implications of Perceived Fit. Employee Responsibilities and Rights Journal, 20, 57-71.
Sekiguchi, T. (2003). The Role of Person-Organization Fit and Person-Job Fit in Managers’ Hiring Decisions: The Effects of Work Status and Occupational Characteristics of Job Openings (Doctoral dissertation, University of Washington). Retrieved from ProQuest Dissertation and theses database (UMI No. 3102714).
Sekiguchi, T., (2007). A contingency perspective of the importance of PJ fit and PO fit in employee selection. Journal of Managerial Psychology, 22 (2), 118-131.
Spencer, L. M., & Spencer, S. M. (1993). Competence at work: Models for superior performance. New York: John Wiley & Sons.
Tajfel, H. (1978), Differentiation between Social Groups: Studies in the Social Psychology of Intergroup Relations, Academic Press, Oxford.
Tsai, Y. C., Chang, H. C. & Ho, K. C. (2015). A Study of the Relationship among Brand Experiences, Self-Concept Congruence, Customer Satisfaction, and Brand Preference. Contemporary Management Research, 11 (2), 97-116.
Uen, J. F., Wu, T., Teng, H. C. & Liu Y. S. (2012). Transformational leadership and branding behavior in Taiwanese hotels. International Journal of Contemporary Hospitality Management, 24 (1), 26-43.
Xie, C., Bagozzi, R. P. & Meland, K. V. (2015). The impact of reputation and identity congruence on employer brand attractiveness. Marketing Intelligence & Planning, 33 (2), 124-146.
描述 碩士
國立政治大學
國際經營管理英語碩士學位學程(IMBA)
107933006
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0107933006
資料類型 thesis
dc.contributor.advisor 林月雲zh_TW
dc.contributor.advisor Lin, Carolen_US
dc.contributor.author (Authors) 高羽彤zh_TW
dc.contributor.author (Authors) Kao, Yu-Tungen_US
dc.creator (作者) 高羽彤zh_TW
dc.creator (作者) Kao, Yu-Tungen_US
dc.date (日期) 2020en_US
dc.date.accessioned 3-Aug-2020 17:46:00 (UTC+8)-
dc.date.available 3-Aug-2020 17:46:00 (UTC+8)-
dc.date.issued (上傳時間) 3-Aug-2020 17:46:00 (UTC+8)-
dc.identifier (Other Identifiers) G0107933006en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/131039-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 國際經營管理英語碩士學位學程(IMBA)zh_TW
dc.description (描述) 107933006zh_TW
dc.description.abstract (摘要) In the information explosion era, branding strategy not only influences the product and service market, branding can also be extended to the domain of human resource management. That is, corporate branding has great impact in the labor market. A strong corporate brand would help the company to attract prospective employees as well as retain existing ones to ensure they are engaged in brand culture and commitment. Some researchers use the terms employer branding and internal branding synonymously, however, they focus on different domains. This research will elaborate the difference of these two terms from human resource aspect while incorporating marketing theory simultaneously.
Human capital is the collective of an employee’s knowledge, skills, abilities, and attitudes, which are linked closely with the organizational performance. The match between individual capabilities and the job requirements, i.e. person-job fit, are critical in the recruitment and selection process. In other words, an employee with high level of knowledge, skills and abilities will allow him or her to perform high value-added task more efficiently and effectively. However, employee’s capabilities match the job requirements is necessary but not sufficient. Self-concept, the hidden characteristic, is outlined as how individuals describe themselves. It plays a cognitive role mediating how people behave and perceive in an interactive social manner. It is importance to match the individual’s self-concept with job tasks in order to raise individual’s motivation and job performance. This research will elaborate the cognitive role of self-concept on identity theory, social identity theory, and further discuss the brand engagement manifested in self-concept. It will also address possible mediating effects between person-job fit and employer branding.
en_US
dc.description.tableofcontents 1. Introduction 1
2. Literature Review 5
2.1. Corporate Branding 5
2.1.1. Employer Branding 8
2.1.2. Internal Branding 12
2.2. Fit Theory 14
2.2.1. Person-Environment Fit 15
2.2.2. KSAs 16
2.2.3. Person-Organization Fit 19
2.2.4. Person-Job Fit 21
2.3. Self-concept 24
2.3.1. PJ fit, Self-concept and Corporate Branding 26
3. Methodology 30
3.1. Hypothesis 30
3.2. Research design 31
3.3. Sampling procedure 32
3.4. Survey Instruments 33
3.4.1. Person-job fit 34
3.4.2. Self-concept 34
3.4.3. Corporate Branding 36
3.5. Data analysis 37
4. Results 40
5. Discussion and limitations 42
6. Conclusion 46
7. Reference 48
8. Appendix 55
zh_TW
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0107933006en_US
dc.subject (關鍵詞) 個人-工作適配zh_TW
dc.subject (關鍵詞) 自我概念zh_TW
dc.subject (關鍵詞) 公司品牌化zh_TW
dc.subject (關鍵詞) 工作知能zh_TW
dc.subject (關鍵詞) 雇主品牌化zh_TW
dc.subject (關鍵詞) person-job fiten_US
dc.subject (關鍵詞) self-concepten_US
dc.subject (關鍵詞) corporate brandingen_US
dc.subject (關鍵詞) KSAsen_US
dc.subject (關鍵詞) employer brandingen_US
dc.title (題名) 職務適配與企業品牌關聯性之研究 — 以自我概念為中介變項zh_TW
dc.title (題名) Mediating role of self-concept on the relationship between person-job fit and corporate brandingen_US
dc.type (資料類型) thesisen_US
dc.relation.reference (參考文獻) Aggerholm, H. K., Andersen, S. E. & Thomsen, C. (2011). Conceptualising employer branding in sustainable organisations. Corporate Communications: An International Journal, 16 (2), 105-123.
Ambler, T. & Barrow, S. (1996). The employer brand. Journal of Brand Management, 4 (3), 185-206.
Anaza, N. A. (2015). Relations of fit and organizational identification to employee-customer identification. Journal of Managerial Psychology, 30 (8), 925-939.
Andreassen, T. W. & Lanseng, E. J. (2010). Service differentiation A self-image congruency perspective on brand building in the labor market. Journal of Service Management, 21 (2), 212-236.
App, S. & Büttgen, M. (2016). Lasting footprints of the employer brand: can sustainable HRM lead to brand commitment? Employee Relations, 38 (5), 703-723.
Backhaus, K. & Tikoo, S. (2004). Conceptualizing and researching employer branding. Career Development International, 9 (5), 501-507.
Bui, H. T. M., Zeng, Y., & Higgs, M. (2017). The role of person-job fit in the relationship between transformational leadership and job engagement. Journal of Managerial Psychology, 32 (5), 373-386.
Carless, S. A. (2005). Person-job fit versus person-organization fit as predictors of organizational attraction and job acceptance intentions: A longitudinal study. Journal of Occupational and Organizational Psychology, 78, 411-429.
Chen, H. M. & Chang, W. Y. (2010). The essence of the competence concept: Adopting an organization’s sustained competitive advantage viewpoint. Journal of Management & Organization, 16 (5), 677-699.
Chhabra, N. L. & Sharma, S. (2014). Employer branding: strategy for improving employer attractiveness. International Journal of Organizational Analysis, 22 (1), 48-60.
Creswell, J.W. (2014). Research design: Qualitative, quantitative, and mixed methods approaches. (4th edn.). Thousand Oaks, CA: Sage.
Dechawatanapaisal, D. (2018). Employee retention: the effects of internal branding and brand attitudes in sales organizations. Personnel Review, 47 (3), 675-693.
Earnhardt, M. P. (2011). The Correlation between Person-Job Fit, Job Performance, Job Satisfaction, and Motivational Gifts in the Military Context (Doctoral dissertation, Regent University). Retrieved from ProQuest Dissertation and theses database (UMI No. 3515416).
Edwards, J. R. 1991. Person-job fit: A conceptual integration, literature review, and methodological critique. In C. L. Cooper and I. T. Robertson (Eds), International review of industrial and organizational psychology, 283-357. New York: John Wiley and Sons.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500–507.
Flynn, L. R., Goldsmith, R. E. & Korzenny, F. (2011). Brand Engagement in Self-Concept: A Psychometric and Demographic Analysis. Journal of Multidisciplinary Research, 3 (2), 5-18.
Foster, C., Punjaisri, K., & Cheng, R. (2010). Exploring the relationship between corporate, internal and employer branding. Journal of Product & Brand Management, 19 (6), 401-409.
Hamilton, K. & Hassan, L. (2010). Self-concept, emotions and consumer coping Smoking across Europe. European Journal of Marketing, 44 (7), 1101-1120.
Hoppe, D. (2018). Linking employer branding and internal branding: establishing perceived employer brand image as an antecedent of favourable employee brand attitudes and behaviours. Journal of Product & Brand Management, 27 (4), 452-467.
Hytti, U., Kuoppakangas, P., Suomi, K., Chapleo, C. and Giovanardi, M. (2015). Challenges in delivering brand promise – focusing on municipal healthcare organisations. International Journal of Public Sector Management, 28 (3), 254-272.
Iplik, F. N., Kilic, K. C., & Yalcin, A. (2011). The simultaneous effects of person-organization and person-job fit on Turkish hotel managers. International Journal of Contemporary Hospitality Management, 23 (5), 644-661.
Kaufmann, H. R., Vrontis, D., Czinkota, M. & Hadiono, A. (2012). Corporate branding and transformational leadership in turbulent times. Journal of Product & Brand Management, 21 (3), 192–204.
Kim, S., Kim, H. & Lee, J. (2015). Employee self-concepts, voluntary learning behavior, and perceived employability. Journal of Managerial Psychology, 30 (3), 264-279.
Kotler and Keller (2015) The Branding Journal. [Online] Retrieved from: https://www.thebrandingjournal.com/2015/10/what-is-branding-definition/
Kristof, A. L. 1996. Person-organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49, 1-49.
Lee, D.H. (1990), Symbolic interactionism: some implications for consumer self-concept and product symbolism research. Advances in Consumer Research, 17, 386-393.
Li, C. K. & Hung, C. H. (2010). An examination of the mediating role of person-job fit in relations between information literacy and work outcomes. Journal of Workplace Learning, 22 (5), 306-318.
Lin, Y. C., Yu, C. & Yi, C. C. (2014). The effects of positive affect, person-job fit, and well-being on job performance. Social Behavior and Personality, 42 (9), 1537-1548.
Makkonen, P. (2015). Employer perceptions of self-initiated expatriate employability in China. A person-environment fit perspective. Journal of Global Mobility, 3 (3), 303-330.
Marion (2015). The Branding Journal. [Online] Retrieved from: https://www.thebrandingjournal.com/2015/10/what-is-branding-definition/
Maurya, K. K. and Agarwal, M. (2018). Organisational talent management and perceived employer branding. International Journal of Organizational Analysis, 26 (2), 312-330.
Saks, A. M. & Gruman, J. A. (2014). Making organizations more effective through organizational socialization. Journal of Organizational Effectiveness: People and Performance, 1 (3), 261-280.
Saks, A. M., & Ashforth, B. E., 1997. A longitudinal investigation of the relationships between job information sources, applicant perceptions of fit, and work outcomes. Personnel Psychology, 50, 395-426.
Saleem, F. Z. & Iglesias, O. (2016). Mapping the domain of the fragmented field of internal branding. Journal of Product & Brand Management 25 (1), 43–57.
Saurombe, M., Barkhuizen, E. N. and Schutte, N. E. (2017). Management perceptions of a higher educational brand for the attraction of talented academic staff. SA Journal of Human Resource Management, 150 (0), a831.
Scroggins, W. A. (2008). The Relationship Between Employee Fit Perceptions, Job Performance, and Retention: Implications of Perceived Fit. Employee Responsibilities and Rights Journal, 20, 57-71.
Sekiguchi, T. (2003). The Role of Person-Organization Fit and Person-Job Fit in Managers’ Hiring Decisions: The Effects of Work Status and Occupational Characteristics of Job Openings (Doctoral dissertation, University of Washington). Retrieved from ProQuest Dissertation and theses database (UMI No. 3102714).
Sekiguchi, T., (2007). A contingency perspective of the importance of PJ fit and PO fit in employee selection. Journal of Managerial Psychology, 22 (2), 118-131.
Spencer, L. M., & Spencer, S. M. (1993). Competence at work: Models for superior performance. New York: John Wiley & Sons.
Tajfel, H. (1978), Differentiation between Social Groups: Studies in the Social Psychology of Intergroup Relations, Academic Press, Oxford.
Tsai, Y. C., Chang, H. C. & Ho, K. C. (2015). A Study of the Relationship among Brand Experiences, Self-Concept Congruence, Customer Satisfaction, and Brand Preference. Contemporary Management Research, 11 (2), 97-116.
Uen, J. F., Wu, T., Teng, H. C. & Liu Y. S. (2012). Transformational leadership and branding behavior in Taiwanese hotels. International Journal of Contemporary Hospitality Management, 24 (1), 26-43.
Xie, C., Bagozzi, R. P. & Meland, K. V. (2015). The impact of reputation and identity congruence on employer brand attractiveness. Marketing Intelligence & Planning, 33 (2), 124-146.
zh_TW
dc.identifier.doi (DOI) 10.6814/NCCU202001130en_US