Publications-Theses

題名 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
The effects of proportion and importance of negative information of webpage recruitment advertisements on organizational attractiveness
作者 蔡志明
貢獻者 陳彰儀
蔡志明
關鍵詞 網路招募
預告真實工作情境
組織吸引力
對工作的期望
對組織的信任
求職者知覺的市場競爭力
web recruitment
realistic job preview
organizational attractiveness
job expectation
trustworthy
perceived job competitiveness
日期 2005
上傳時間 17-Sep-2009 13:19:52 (UTC+8)
摘要 本研究之目的在瞭解網路招募情境中,具預告真實工作情境(Realistic Job Preview,簡稱RJP)效果的廣告,其負向訊息比例與重要性對組織吸引力之影響,並探討求職者「對工作的期望」與「對組織的信任」在此關係的中介效果以及「求職者知覺的市場競爭力」在此關係的調節效果。本研究採用二因子受試者間實驗設計,所操弄的獨變項為招募廣告負向訊息佔總訊息量的比例,分為10%、20%、30%、40%、50%五種程度;以及負向訊息的重要性程度(高、低),依變項為組織吸引力。
本研究透過網際網路建置虛擬組織的招募網頁,吸引正欲求職的大學四年級及研究所學生經由網路進行實驗,得到466筆有效的實驗資料。研究結果顯示不同負向訊息比例對整體組織吸引力與各分量表的影響有顯著差異,而其在整體組織吸引力、組織正向情感、與工作吸引力有非線性的影響效果,即負向訊息的比例為20%者,其效果最高;負向訊息的高、低重要性程度會對整體組織吸引力與各分量表有不同的影響效果,越重要的負向訊息導致越高的組織吸引力。研究者並以ANCOVA檢驗工作期望的中介效果,結果顯示整體工作期望、工作內容期望、與一般性期望在負向訊息比例與組織吸引力之間有中介效果,組織信任的中介效果則沒有獲得驗證;負向訊息重要性會透過工作內容期望的中介效果影響組織吸引力,但無法確認組織信任有無中介效果。研究者以二因子變異數分析求職者知覺的市場競爭力的調節效果,結果顯示求職競爭力僅在公司期望與組織吸引力之間的關係有顯著的調節效果。研究者分別就結果加以討論,提出可能的解釋,並說明本研究之限制與貢獻。
The purpose of this study is to empirically examine the effects of proportion and importance of negative information (having the function of realistic job preview with respect to web recruitment advertisements) on organizational attractiveness. The mediation effects of job expectation and trust toward organization on the previous relationships and the moderation effects of perceived job competitiveness on the previous relationships were examined. The independent variables of this study are proportion of the negative information (10%, 20%, 30%, 40%, or 50%) and importance of the negative information (low vs. high). The dependent variable is organizational attractiveness.
Totally 466 seniors and graduate students who were hunting for a job joined in the experiment through the fictitious organization recruiting webpage. The result reveals that proportion of negative information has non-linear effect on organizational attractiveness. Recruitment ads with 20% of negative information had the strongest effect on organizational attractiveness. Negative information of higher importance induced more organizational attractiveness than that of lower importance.
ANCOVA was used to examine the mediation effects. It shows that the job expectation mediates the relationship between proportion of negative information and organizational attractiveness. However, the mediation effect of trust toward organization on the relationship between proportion of negative information and organizational attractiveness hasn’t been confirmed. Via the mediation effect of job content expectation and trust toward organization, importance of negative information can affect organizational attractiveness.
參考文獻 中文部份
周順平(2003)。網際網路招募管道與招募成效。國立交通大學管理科學學程碩士班。
李雅萍(2003)。2003年我國家庭資訊通信技術應用概況。資策會ACI-IDEA-FIND/經濟部技術處創新資訊應用研究計畫。
李雅萍(2005)。2005年6月底止台灣上網人口。資策會ACI-IDEA-FIND/經濟部技術處創新資訊應用研究計畫。
林千甯(2004)。框架效應、個人與工作適配度、認知需求對工作預期與求職吸引力之影響。國立政治大學心理系碩士論文。
林芬柔(1999)。企業線上徵才蔚為趨勢,投入經費逐年升高。資策會推廣處網際網路資訊情報中心。
林清山(1992)。心理與教育統計學。台北:東華書局。
鄧美玉(2000)。網路招募內容與招募成效關係之研究。國立台灣科技大學企業管理系碩士論文。
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 。
英文部份
Allen, D. G., Scotter, J. R. V., & Otondo, R. F.(2004). Recruitment communication media: Impact on prehire outcomes. Personnel Psychology, 57, 143-171.
Barber, A. E.(1998). Recruiting employees: Individual and organizational perspectives. SAGE Publications, Inc.
Baron, R. M. & Kenny, D. A.(1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51, 1173-1182.
Bauer, T. & Aiman-Smith, L. (1996). Green career choices: The influence of ecological stance on recruiting. Journal of Business and Psychology, 10, 445-458.
Breaugh, J. A.(1983). Realistic job previews: A critical appraisal and future research directions. The Academy of Management Review, 8, 612-619.
Brett, K. A., Stephen, J. G., & Morris, A.(1982). The effect of a realistic job preview on expectancy and voluntary versus involuntary turnover. Journal of Psychology, 111, 101-107.
Bretz, R. D., Jr. & Judge, T. A.(1998).Realistic job previews: A test of the adverse self-selection hypothesis. Journal of Applied Psychology, 83 ,330-337.
Buckley, M. R., Fedor, D. B., & Marvin, D. S.(1994). Ethical considerations in the recruiting process: A prelininary investigation and identification of research opportunities. Human Resource Management Review, 4, 35-50.
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, 468-484.
Buckley, M. R., Fedor, D. B., Veres, J. G., Wiese, D. S., & Carraher, S. M.(1998). Investigating newcommer expectations and job-related outcomes. Journal of Applied Psychology, 83, 452-461.
Cable, D. M. & Judge, T. A. (1996). Person-organization fit, job choice decisions, and organizational entry. Organizational Behavior and Human Decision Processes, 67, 294-311.
Cober, R. T., Brown, D. J., Doverspike, D., & Levy, P. (2000). The quest for the qualified job surfer: It’s time the public sector catches the wave. Public Personnel Management, 29, 479-494.
Crowley, A. E. & Hoyer, W. D. (1994). An integrative framework for understanding two-sided persuasion. Journal of Consumer Research, 20(4), 561-574.
Etgar, M. & Goodwin, S. A.(1982). One-sided versus two-sided comparative message appeals for new brand introductions. Journal of Consumer Research, 8, Iss 4, 460-465.
Fedor, D. B., Buckley, M. R., & Davis, W. D.(1997). A model of the effects of realistic job previews. International Journal of Management, 14, 211-221.
Fisher, C. D., Ilgen, D. R., & Hoyer, W. D. (1979). Source credibility, information favorability, and job offer acceptance. Academy of Management Journal, 22, 94-103.
Fiske, S. T., Kenny, D. A., & Taylor, S. E. (1982). Structural models for the mediation of salience effects on attribution. Journal of Experimental Social Psychology, 18, 105-127.
Golden, L. L. & Alpert, M. I.(1987). Comparative analysis of the relative effectiveness of one- and two-sided communication for contrasting products. Journal of Advertising, 16, Iss. 1, 18-28.
Highhouse, S., Lievens, F., & Sinar, E. F. (2003). Measuring attraction to organizations. Educational and Psychological Measurement, 63, 986-1001.
Hom, P. W., Griffeth, R. W., Palich, L. E., & Bracker, J. S.(1998). An exploratory investigation into theoretical mechanisms underlying realistic job previews. Personnel Psychology, 51, 421-451.
Jones, E. E. & Davis, K. E. (1965). From Acts to Dispositions: The Attribution Process in Person Perception. Advances in Experimental Social Psychology, 2, 219-266.
Marcus, A. (2001). Is island too small for HR and headhunters? Electronic Engineering Times, 1152, 129-133.
McGuire W. J. (1961). The effectiveness of supportive and refutational defenses in immunizing and restoring beliefs against persuasion. Sociometry, 24(2), 184-197.
Meglino, B. M., DeNisi, A. S., & Ravlin, E. C.(1993). Effects of previous job exposure and subsequent job status on the functioning of a realistic job preview. Personnel Psychology, 46, 803-822.
Meglino, B. M., DeNisi, A. S., Youngblood S. A., & Williams, K. J.(1988). Effects of realistic job previews: A comparison using an “enhancement” and a “reduction” preview. Journal of Applied Psychology, 73, 259-266.
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.
Pechmann, C. (1992). Predicting When two-sided ads will be more effective than one-sided ads: the role of correlational and correspondent inferences. Journal of Marketing Research. 29, Iss. 4, 441-453.
Phillips ,J. M.(1998). Effects of realistic job previews on multiple organizational outcomes: A meta-analysis. Academy of Management Journal ,41, 673-690.
Popovich, P. & Wanous, J. P.(1982). The realistic job preview as a persuasive communication. The Academy of Management Review, 7, 570-578.
Premack, S. L. & Wanous, J. P.(1985). A meta-analysis of realistic job preview experiments. Journal of applied psychology, 70, 706-719.
Rau, B. L. & Hyland, M. M.(2002). Role conflict and flexible and flexible work arrangements: The effects on applicant attraction. Personnal Psychology ,55 , 111-136.
Reilly, R. R., Tenopry, M. I., & Sperling, S. M.(1979). Effects of job previews on job acceptance and survival of telephone operator candidates. Journal of Applied Psychology, 64, 218-220.
Rynes, S. L.(1991). Recruitment, job choice, and post-hire consequences: a call for new research directions. In Dunnette, M. D. & Hough, L. M. (Eds.), Handbook of Industrial and Organizational Psychology (2nd Ed.), 399-444. Palo Alto, CA: Consulting Psychologists Press.
Suszko, M. K. & Breaugh, J. A.(1986). The effects of realistic job previews on applicant self-selection and employee turnover, satisfaction, and coping ability. Journal of Management, 12(4), 513-523.
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.
Turban, D. B. & Forret, M. L. (1998). Applicant attraction to firms: Influences of organization reputation, job and organizational attributes, and recruiter behaviors. Journal of Vocational Behavior, 52, 24–44.
Turban, D. B. & Greening, D. W. (1997). Corporate social performance and organizational attractiveness to prospective employees. Academy of Management Journal, 40, 658-672.
Turban, D. B. & Keon, T. L. (1993). Organizational attractiveness: an interactionist perspective. Journal of Applied Psychology, 78, 184-193.
Wanous, J .P.(1973). Effect of a realistic job preview on job acceptance , job attitudes , and job survival . Journal of Applied Psychology ,58 , 327-332 .
Wanous, J. P.(1977). Organizational entry: Newcomers moving from outside to inside. Psychological Bulletin, 84, 601-618.
Wanous, J. P.(1989). Installing a realistic job preview: ten tough choices. Personnel Psychology, 42, 117-133.
Wanous, J. P.(1992). Organizational entry: Recruitment, selection, orientation and socialization of newcomers (2nd ed.). MA: Addison-Wesley.
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描述 碩士
國立政治大學
心理學研究所
91752007
94
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0917520071
資料類型 thesis
dc.contributor.advisor 陳彰儀zh_TW
dc.contributor.author (Authors) 蔡志明zh_TW
dc.creator (作者) 蔡志明zh_TW
dc.date (日期) 2005en_US
dc.date.accessioned 17-Sep-2009 13:19:52 (UTC+8)-
dc.date.available 17-Sep-2009 13:19:52 (UTC+8)-
dc.date.issued (上傳時間) 17-Sep-2009 13:19:52 (UTC+8)-
dc.identifier (Other Identifiers) G0917520071en_US
dc.identifier.uri (URI) https://nccur.lib.nccu.edu.tw/handle/140.119/32524-
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) 91752007zh_TW
dc.description (描述) 94zh_TW
dc.description.abstract (摘要) 本研究之目的在瞭解網路招募情境中,具預告真實工作情境(Realistic Job Preview,簡稱RJP)效果的廣告,其負向訊息比例與重要性對組織吸引力之影響,並探討求職者「對工作的期望」與「對組織的信任」在此關係的中介效果以及「求職者知覺的市場競爭力」在此關係的調節效果。本研究採用二因子受試者間實驗設計,所操弄的獨變項為招募廣告負向訊息佔總訊息量的比例,分為10%、20%、30%、40%、50%五種程度;以及負向訊息的重要性程度(高、低),依變項為組織吸引力。
本研究透過網際網路建置虛擬組織的招募網頁,吸引正欲求職的大學四年級及研究所學生經由網路進行實驗,得到466筆有效的實驗資料。研究結果顯示不同負向訊息比例對整體組織吸引力與各分量表的影響有顯著差異,而其在整體組織吸引力、組織正向情感、與工作吸引力有非線性的影響效果,即負向訊息的比例為20%者,其效果最高;負向訊息的高、低重要性程度會對整體組織吸引力與各分量表有不同的影響效果,越重要的負向訊息導致越高的組織吸引力。研究者並以ANCOVA檢驗工作期望的中介效果,結果顯示整體工作期望、工作內容期望、與一般性期望在負向訊息比例與組織吸引力之間有中介效果,組織信任的中介效果則沒有獲得驗證;負向訊息重要性會透過工作內容期望的中介效果影響組織吸引力,但無法確認組織信任有無中介效果。研究者以二因子變異數分析求職者知覺的市場競爭力的調節效果,結果顯示求職競爭力僅在公司期望與組織吸引力之間的關係有顯著的調節效果。研究者分別就結果加以討論,提出可能的解釋,並說明本研究之限制與貢獻。
zh_TW
dc.description.abstract (摘要) The purpose of this study is to empirically examine the effects of proportion and importance of negative information (having the function of realistic job preview with respect to web recruitment advertisements) on organizational attractiveness. The mediation effects of job expectation and trust toward organization on the previous relationships and the moderation effects of perceived job competitiveness on the previous relationships were examined. The independent variables of this study are proportion of the negative information (10%, 20%, 30%, 40%, or 50%) and importance of the negative information (low vs. high). The dependent variable is organizational attractiveness.
Totally 466 seniors and graduate students who were hunting for a job joined in the experiment through the fictitious organization recruiting webpage. The result reveals that proportion of negative information has non-linear effect on organizational attractiveness. Recruitment ads with 20% of negative information had the strongest effect on organizational attractiveness. Negative information of higher importance induced more organizational attractiveness than that of lower importance.
ANCOVA was used to examine the mediation effects. It shows that the job expectation mediates the relationship between proportion of negative information and organizational attractiveness. However, the mediation effect of trust toward organization on the relationship between proportion of negative information and organizational attractiveness hasn’t been confirmed. Via the mediation effect of job content expectation and trust toward organization, importance of negative information can affect organizational attractiveness.
en_US
dc.description.tableofcontents 第一章 導論 1
第二章 文獻探討 5
第一節 網路招募 5
第二節 預告真實工作情境(RJP) 7
第三節 RJP的相關研究 8
第四節 組織吸引力 13
第五節 RJP的訊息特性 15
第六節 RJP與組織吸引力的中介機制 20
第七節 求職者知覺的求職市場競爭力與吸引力的關係 25
第三章 研究方法 27
第一節 研究架構 27
第二節 研究假設 27
第三節 研究樣本 29
第四節 變項測量 30
第五節 實施程序 38
第四章 研究結果 40
第一節 信度與相關分析 40
第二節 研究問題驗證 42
第五章 討論與建議 59
第一節 研究摘述 59
第二節 研究結果討論 59
第三節 研究限制 63
第四節 未來研究建議 65
第五節 研究貢獻 66
參考文獻 69
中文部份 69
英文部份 69
附錄 75
附錄一:實驗宣傳內容 76
附錄二:工作特性重要性評量問卷 77
附錄三:工作特徵分類問卷 78
附錄四:實驗呈現內容 79
zh_TW
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dc.language.iso en_US-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0917520071en_US
dc.subject (關鍵詞) 網路招募zh_TW
dc.subject (關鍵詞) 預告真實工作情境zh_TW
dc.subject (關鍵詞) 組織吸引力zh_TW
dc.subject (關鍵詞) 對工作的期望zh_TW
dc.subject (關鍵詞) 對組織的信任zh_TW
dc.subject (關鍵詞) 求職者知覺的市場競爭力zh_TW
dc.subject (關鍵詞) web recruitmenten_US
dc.subject (關鍵詞) realistic job previewen_US
dc.subject (關鍵詞) organizational attractivenessen_US
dc.subject (關鍵詞) job expectationen_US
dc.subject (關鍵詞) trustworthyen_US
dc.subject (關鍵詞) perceived job competitivenessen_US
dc.title (題名) 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zh_TW
dc.title (題名) The effects of proportion and importance of negative information of webpage recruitment advertisements on organizational attractivenessen_US
dc.type (資料類型) thesisen
dc.relation.reference (參考文獻) 中文部份zh_TW
dc.relation.reference (參考文獻) 周順平(2003)。網際網路招募管道與招募成效。國立交通大學管理科學學程碩士班。zh_TW
dc.relation.reference (參考文獻) 李雅萍(2003)。2003年我國家庭資訊通信技術應用概況。資策會ACI-IDEA-FIND/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) 李雅萍(2005)。2005年6月底止台灣上網人口。資策會ACI-IDEA-FIND/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) 林千甯(2004)。框架效應、個人與工作適配度、認知需求對工作預期與求職吸引力之影響。國立政治大學心理系碩士論文。zh_TW
dc.relation.reference (參考文獻) 林芬柔(1999)。企業線上徵才蔚為趨勢,投入經費逐年升高。資策會推廣處網際網路資訊情報中心。zh_TW
dc.relation.reference (參考文獻) 林清山(1992)。心理與教育統計學。台北:東華書局。zh_TW
dc.relation.reference (參考文獻) 鄧美玉(2000)。網路招募內容與招募成效關係之研究。國立台灣科技大學企業管理系碩士論文。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) 英文部份zh_TW
dc.relation.reference (參考文獻) Allen, D. G., Scotter, J. R. V., & Otondo, R. F.(2004). Recruitment communication media: Impact on prehire outcomes. Personnel Psychology, 57, 143-171.zh_TW
dc.relation.reference (參考文獻) Barber, A. E.(1998). Recruiting employees: Individual and organizational perspectives. SAGE Publications, Inc.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 considerations. Journal of Personality and Social Psychology, 51, 1173-1182.zh_TW
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