| dc.contributor.advisor | 陳彰儀 | zh_TW |
| dc.contributor.author (作者) | 鄭筑家 | zh_TW |
| dc.creator (作者) | 鄭筑家 | zh_TW |
| dc.date (日期) | 2007 | en_US |
| dc.date.accessioned | 17-九月-2009 13:14:23 (UTC+8) | - |
| dc.date.available | 17-九月-2009 13:14:23 (UTC+8) | - |
| dc.date.issued (上傳時間) | 17-九月-2009 13:14:23 (UTC+8) | - |
| dc.identifier (其他 識別碼) | G0093752013 | en_US |
| dc.identifier.uri (URI) | https://nccur.lib.nccu.edu.tw/handle/140.119/32488 | - |
| dc.description (描述) | 碩士 | zh_TW |
| dc.description (描述) | 國立政治大學 | zh_TW |
| dc.description (描述) | 心理學研究所 | zh_TW |
| dc.description (描述) | 93752013 | zh_TW |
| dc.description (描述) | 96 | zh_TW |
| dc.description.abstract (摘要) | 為了讓求職者對工作或公司產生好印象，招募廣告中往往只呈現正向訊息，過去有關真實工作預告 (Realistic Job Preview) 的研究顯示，在廣告中呈現負向訊息其實可讓求職者對工作產生正確的期望，進而降低離職率。先前探討負向訊息的研究大多只探討其與離職率等的關連，因此本研究希望瞭解，在企業網站的招募廣告中呈現負向訊息對求職者的組織吸引力的影響。另外，國內求才網頁多以「官方說法」的形式呈現招募廣告，只有少數網頁會以「在職同仁經驗分享」的形式呈現，本研究亦欲驗證招募廣告呈現形式是否對組織吸引力有所影響。 簡而言之，本研究採實驗法，採2×2雙因子受試者間實驗設計，所操弄的獨變項為「負向訊息呈現與否」及「招募訊息呈現形式」，依變項為組織吸引力，「知覺工作挑戰性」及「知覺訊息來源相似性」則分別為上述兩獨變項對依變項之中介變項，此外，本研究也希望探討性格在其中扮演的調節角色。透過模擬網路求職的情境，研究者在虛擬的企業求才網頁上操弄兩個獨變項，受試者共825人，其中男性346人，女性479人，受試來源主要為學生（佔59.8%），在職者則佔28.4%，本研究以共變數分析和迴歸分析檢定兩獨變項之主要效果及交互作用。研究結果顯示，「負向訊息呈現與否」及「訊息呈現形式」對組織吸引力之影響在全體受試未達顯著，但在女性受試則有顯著影響，兩者之交互作用則皆未達顯著，本研究預期之「知覺工作挑戰性」及「知覺訊息來源相似性」並無顯著中介效果。性格部分，成就動機對「知覺工作挑戰性」和組織吸引力間有顯著調節效果。 | zh_TW |
| dc.description.tableofcontents | 第一章 緒論 1第一節 研究動機與目的 1第二節 文獻探討 6第三節 研究架構與研究假設 20第二章 研究方法 23第一節 研究樣本 23第二節 網站設計與實施程序 24第三節 前測 26第四節 實驗設計 29第五節 測量變項 31第三章 研究結果 35第一節 信度與相關分析 35第二節 研究問題驗證 37第四章 討論與建議 47第一節 研究結果討論 47第二節 其他變項分析與結果 51第三節 研究限制 57第四節 後續研究建議 60第五節 研究貢獻 63參考文獻 66中文部分 66英文部分 66附錄 71附錄一：實驗宣傳說明 72附錄二：網頁呈現內容 73附錄三：工作特徵重要性問卷 84附錄四：組織吸引力各向度題項 86附錄五：MBTI 87附錄六：成就動機各向度題項 89 | zh_TW |
| dc.format.extent | 49095 bytes | - |
| dc.format.extent | 191127 bytes | - |
| dc.format.extent | 69189 bytes | - |
| dc.format.extent | 232018 bytes | - |
| dc.format.extent | 282337 bytes | - |
| dc.format.extent | 207728 bytes | - |
| dc.format.extent | 221255 bytes | - |
| dc.format.extent | 239742 bytes | - |
| dc.format.extent | 81437 bytes | - |
| dc.format.extent | 1787128 bytes | - |
| dc.format.mimetype | application/pdf | - |
| dc.format.mimetype | application/pdf | - |
| dc.format.mimetype | application/pdf | - |
| dc.format.mimetype | application/pdf | - |
| dc.format.mimetype | application/pdf | - |
| dc.format.mimetype | application/pdf | - |
| dc.format.mimetype | application/pdf | - |
| dc.format.mimetype | application/pdf | - |
| dc.format.mimetype | application/pdf | - |
| dc.format.mimetype | application/pdf | - |
| dc.language.iso | en_US | - |
| dc.source.uri (資料來源) | http://thesis.lib.nccu.edu.tw/record/#G0093752013 | en_US |
| dc.subject (關鍵詞) | 網路招募 | zh_TW |
| dc.subject (關鍵詞) | 真實工作預告 | zh_TW |
| dc.subject (關鍵詞) | 組織吸引力 | zh_TW |
| dc.subject (關鍵詞) | 招募訊息呈現形式 | zh_TW |
| dc.subject (關鍵詞) | 知覺工作挑戰性 | zh_TW |
| dc.subject (關鍵詞) | 知覺訊息來源相似性 | zh_TW |
| dc.subject (關鍵詞) | 成就動機 | zh_TW |
| dc.title (題名) | 網路招募廣告中負向訊息呈現與否及訊息呈現形式對組織吸引力之影響及其相關中介效果 | zh_TW |
| dc.type (資料類型) | thesis | en |
| dc.relation.reference (參考文獻) | 中文部分 | zh_TW |
| dc.relation.reference (參考文獻) | 黃金旭 (2003) 。室內設計業者個人屬性、職業成熟、成就動機與工作滿足之關係研究。中原大學室內設計研究所碩士論文。 | zh_TW |
| dc.relation.reference (參考文獻) | 黃錦淑 (2002) 。研發人員工作設計與工作績效之關係研究：兩種工作特性模式之應用。國立中山大學人力資源管理研究所在職專班碩士論文。 | zh_TW |
| dc.relation.reference (參考文獻) | 彭金燕 (1999) 。代言人可信度對廣告效果與購買意願影響之研究。大葉大學事業經營研究所碩士論文。 | zh_TW |
| dc.relation.reference (參考文獻) | 資策會FIND（2006）。2006年9月底止台灣上網人口。經濟部技術處「創新資訊應用研究計畫」。 | zh_TW |
| dc.relation.reference (參考文獻) | 練乃華 (1990) 。推薦式廣告之溝通效果研究。國立台灣大學商學研究所碩士論文。 | zh_TW |
| dc.relation.reference (參考文獻) | 蔡志明 (2006) 。網路招募廣告的負向訊息比例與重要性對組織吸引力之影響及其相關中介效果。國立政治大學心理系碩士論文。 | zh_TW |
| dc.relation.reference (參考文獻) | 蘇倍儀 (2005) 。在招募情境中變動薪資比例、加薪型態對組織吸引力之影響—風險知覺之中介效果。國立政治大學心理系碩士論文。 | zh_TW |
| dc.relation.reference (參考文獻) | 英文部分 | zh_TW |
| dc.relation.reference (參考文獻) | Baron, R.M. & Kenny, D.A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical consideration. Journal of Personality and Social Psychology, 51, 1173-1182. | zh_TW |
| dc.relation.reference (參考文獻) | Bess, T. L., Harvey, R. J., & Swartz, D. (2003). Hierarchical confirmatory factor analysis of the Myers-Briggs Type Indicator. Annual conference of the society for industrial and organizational psychology, Orlando. | zh_TW |
| dc.relation.reference (參考文獻) | Bretz, R. D. Jr., & Judge, T. A. (1998). Realistic job previews: A test of the adverse self-selection hypothesis. Journal of Applied Psychology, 83(2), 330-337. | zh_TW |
| dc.relation.reference (參考文獻) | Brandon, C. (2005). Truth in recruitment branding. HR Magazine, 50(11), 89-96. | zh_TW |
| dc.relation.reference (參考文獻) | Buckley, M. R., Fedor, D. B., Carraher, S. M., Frink D. D., & Marvin D. (1997). The ethical imperative to provide recruits realistic job previews. Journal of Managerial Issues, 9(4), 468-484. | zh_TW |
| dc.relation.reference (參考文獻) | Byrne, D. (1971). The Attraction Paradigm. New York: Academic Press. | zh_TW |
| dc.relation.reference (參考文獻) | Chapman, D. S. & Webster, J. (2003). The use of technologies in the recruiting, screening, and selection processes for job candidates. International Journal of Selection and Assessment, 11, 113-120. | zh_TW |
| dc.relation.reference (參考文獻) | Cober, R. T., Brown, D. J., & Levy, P. E. (2004). Form, content, and function: An evaluative methodology for corporate employment web sites. Human Resource Management, 43, 201-218. | zh_TW |
| dc.relation.reference (參考文獻) | Cober, R. T., Brown, D. J., Levy, P. E., & Cober, A. B. (2003). Organizational Web Sites: Web site content and style as determinants of organizational attraction. International Journal of Selection and Assessment, 11, 158-169. | zh_TW |
| dc.relation.reference (參考文獻) | Collins, C. J., Hanges, P. J., & Locke E. A. (2004). The relationship of achievement motivation to entrepreneurial behavior. Human Performance, 17(1), 95-117. | zh_TW |
| dc.relation.reference (參考文獻) | Donald, G. (2006). What students want. Canadian HR Reporter, 19(17), 15-16. | zh_TW |
| dc.relation.reference (參考文獻) | Feick, L. & Higie, R. A. (1992). The effects of preference heterogeneity and source characteristics on ad processing and judgments about endorsers. Journal of Advertising, 21(2), 9-24. | zh_TW |
| dc.relation.reference (參考文獻) | Freiden, J. B. (1984). Advertising spokesperson effects: Examination of endorser type and gender on two audiences. Journal of Advertising Research, 24(5), 33-41. | zh_TW |
| dc.relation.reference (參考文獻) | Helmreich, R. L. & Spence, J. T. (1978). Achievement motivation and scientific attainment. Personality and Social Psychology Bulletin, 4, 222-226. | zh_TW |
| dc.relation.reference (參考文獻) | Highhouse, S., Lievens, F., & Sinar, E. L. (2003). Measuring attraction to organizations. Educational and Psychological Measurement, 63, 986-1001. | zh_TW |
| dc.relation.reference (參考文獻) | Hough, L. M. & Schneider, R. J. (1996). Personality traits, taxonomies, and applicants in organization. In K. R. Murphy (Ed.), Individual differences and behavior in organizations. San Francisco: Jossey-Bass, 31-88. | zh_TW |
| dc.relation.reference (參考文獻) | Larsen, D. A. & Phillips, J. I. (2002). Effects of recruiter on attraction to the firm: Implication of the elaboration likelihood model. Journal of Business and Psychology, 16(3), 347-364. | zh_TW |
| dc.relation.reference (參考文獻) | Lin, G. P. (2006). Recruiting front-line staff. Credit Union Management, 29(7), 26-30. | zh_TW |
| dc.relation.reference (參考文獻) | McClelland, D. C., Atkinson, J. W., Clark, R. A., & Lowell, E. L. (1953). The achievement motive. New York: Appleton Centurycrofts. | zh_TW |
| dc.relation.reference (參考文獻) | Meglino, B. M. & DeNisi, A. S. (1987). Realistic job previews: Some thoughts on their more effective use in managing the flow of human resources. Human Resource Planning, 10(3), 157-167. | zh_TW |
| dc.relation.reference (參考文獻) | Meglino, B.M., Ravlin, E.C., & DeNisi, A.S. (2000). A meta-analytic examination of realistic job preview effectiveness: A test of three counterintuitive propositions. Human Resource Management Review, 10(4), 407-434. | zh_TW |
| dc.relation.reference (參考文獻) | Murphy, K. R. (1996). Individual differences and behavior in organizations. San Francisco, CA: Jossey-Bass. | zh_TW |
| dc.relation.reference (參考文獻) | Murry, H. A. (1938). Explorations in personality. New York: Oxford University Press. | zh_TW |
| dc.relation.reference (參考文獻) | Myers, I. B., McCaulley, M. H., Quenk, N. L., & Hammer, A. L. (1998). MBTI Manual (A guide to the development and use of the Myers Briggs type indicator). Consulting Psychologists Press; 3rd ed edition. | zh_TW |
| dc.relation.reference (參考文獻) | Nicholls, J. G. (1984). Achievement motivation: Conceptions of ability, subjective experience, task choice, and performance. Psychological Review, 91, 328-346. | zh_TW |
| dc.relation.reference (參考文獻) | Petty, R. E. & Cacioppo, J. T. (1986). The elaboration likelihood model of persuasion. Advances in Experimental Social Psychology, 19, 123-205. | zh_TW |
| dc.relation.reference (參考文獻) | Phillips, J. M. (1998). Effects of realistic job previews on multiple organizational outcomes: A meta-analysis. Academy of Management Journal, 41(6), 673-690. | zh_TW |
| dc.relation.reference (參考文獻) | Popovich, P. & Wanous, J. P. (1982). The realistic job preview as a persuasive communication. Academy of Management Review, 7(4), 570-578. | zh_TW |
| dc.relation.reference (參考文獻) | Premack, S. L. & Wanous, J. P. (1985). A meta-analysis of realistic job preview experiments. Journal of Applied Psychology, 70(4), 706-719. | zh_TW |
| dc.relation.reference (參考文獻) | Rynes, S. L. (1991). Recruitment, job choice, and post-hire consequences: A call for new research directions. In M. D. Dunnette & L. M. Hough (Eds.). Handbook of industrial and organizational psychology (pp. 399-444). Palo Alto, CA: Consulting Psychologists Press. | zh_TW |
| dc.relation.reference (參考文獻) | Thorsteinson, T. J., Palmer E. M., Wulff C., & Anderson A. (2004). Too good to be true: Using realism to enhance applicant attraction. Journal of Business and Psychology, 19(1), 125-137. | zh_TW |
| dc.relation.reference (參考文獻) | Viswesvaran, C. (2003). Introduction to special issue: Role of technology in shaping the future of staffing and assessment. International Journal of Selection and Assessment, 11, 107-112. | zh_TW |
| dc.relation.reference (參考文獻) | Wangenheim, F. V. & Bayon, T. (2004). The effect of word of mouth on services switching: Measurement and moderating variables. European Journal of Marketing, 38(9/10), 1173-1185. | zh_TW |
| dc.relation.reference (參考文獻) | Wanous, J. P. (1973). Effects of a realistic job preview on job acceptance, job attitudes, and job survival. Journal of Applied Psychology, 58(3), 327-332. | zh_TW |
| dc.relation.reference (參考文獻) | Wanous, J. P. (1989). Installing a realistic job preview: Ten tough choices. Personnel Psychology, 42(1), 117-134. | zh_TW |
| dc.relation.reference (參考文獻) | Wanous, J. P., Poland, T. D., Premack, S. L., & Davis, K.S. (1992). The effects of met expectations on newcomer attitudes and behaviors: A review and meta-analysis. Journal of Applied Psychology, 77(3), 288-297. | zh_TW |
| dc.relation.reference (參考文獻) | Weitz, J. (1956). Job expectancy and survival. Journal of Applied Psychology, 40, 245-247. | zh_TW |
| dc.relation.reference (參考文獻) | Williamson, I. O., Lepak, D. P., & King, J. (2003). The effect of company recruitment web site orientation on individuals’ perceptions of organizational attractiveness. Journal of Vocational Behavior, 63, 242-263. | zh_TW |
