| 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) | 2005 | en_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) | G0917520071 | en_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) | 91752007 | zh_TW |
| dc.description (描述) | 94 | zh_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/#G0917520071 | en_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 recruitment | en_US |
| dc.subject (關鍵詞) | realistic job preview | en_US |
| dc.subject (關鍵詞) | organizational attractiveness | en_US |
| dc.subject (關鍵詞) | job expectation | en_US |
| dc.subject (關鍵詞) | trustworthy | en_US |
| dc.subject (關鍵詞) | perceived job competitiveness | en_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 attractiveness | en_US |
| dc.type (資料類型) | thesis | en |
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