| dc.contributor.advisor | 胡昌亞 | zh_TW |
| dc.contributor.author (Authors) | 蘇筱喬 | zh_TW |
| dc.creator (作者) | 蘇筱喬 | zh_TW |
| dc.date (日期) | 2004 | en_US |
| dc.date.accessioned | 17-Sep-2009 13:22:43 (UTC+8) | - |
| dc.date.available | 17-Sep-2009 13:22:43 (UTC+8) | - |
| dc.date.issued (上傳時間) | 17-Sep-2009 13:22:43 (UTC+8) | - |
| dc.identifier (Other Identifiers) | G0927520121 | en_US |
| dc.identifier.uri (URI) | https://nccur.lib.nccu.edu.tw/handle/140.119/32543 | - |
| 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) | 92752012 | zh_TW |
| dc.description (描述) | 93 | zh_TW |
| dc.description.abstract (摘要) | 本研究探討個人主觀適配與個人與組織適配回饋契合程度的組合（兩者一致或不一致），對網路求職者其主觀組織吸引力知覺的影響。此外，並探討個人對回饋同意程度是否調節前述之關係。本研究以137位大學生為對象，透過紙筆問卷與網路問卷兩階段收集資料。事前單尾獨立樣本t考驗的結果顯示，在個人與組織適配回饋和主觀適配的契合狀況一致時，接收到高適配回饋的受試者其主觀之組織吸引力較高；反之，低適配回饋使受試者的主觀之組織吸引力較低。在個人與組織適配回饋和與主觀適配的契合狀況不一致時，高適配回饋未能提高受試者的主觀組織吸引力知覺，但低適配回饋則使受試者的主觀組織吸引力知覺較低。在個人與組織適配回饋和主觀適配的契合狀況不一致時，個人對適配回饋的同意程度調節個人主觀適配度對組織吸引力的影響，因而造成高適配回饋的效果不顯著；反之，接收到低適配回饋的受試者，其組織吸引力則未因對回饋同意程度的高低而產生差異。此外，在個人與組織適配回饋和主觀適配契合狀況一致時，受試者對回饋的同意程度亦調節個人主觀適配度對組織吸引力的影響。根據本研究之結果，建議企業可在公司網頁中，提供簡單的適配指標，將可協助求職者自我選擇，以減少不適任履歷，並且提高適任者履歷之目的。 | zh_TW |
| dc.description.tableofcontents | 表目錄....................................................III圖目錄.....................................................IV第一章 研究動機與目的......................................01第二章 文獻探討第一節 網路招募..........................................06第二節 個人與組織適配....................................10第三節 主觀適配與適配回饋................................15第四節 對回饋同意程度....................................25第五節 研究架構..........................................27第三章 研究方法第一節 研究對象..........................................29第二節 實驗設計..........................................30第三節 變項與測量工具....................................32第四節 研究步驟與實驗程序................................34第五節 資料分析方法......................................36第四章□研究結果..........................................37第五章□研究結論與建議第一節 個人與組織適配回饋對求職者組織吸引力之影響........41第二節 研究限制與未來建議................................43第三節 實務管理意涵......................................46參考文獻...................................................48附錄一 適配程度感受問卷...................................57附錄二 主觀適配度問卷.....................................58附錄三 個人價值觀問卷.....................................59附錄四 組織價值觀問卷.....................................61附錄五 組織吸引力問卷.....................................62附錄六 自尊傾向問卷.......................................63附錄七□膝q網頁內容.......................................64表目錄表2-1 網路招募之優缺點....................................09表2-2 主觀適配與適配回饋契合狀況一致不一致之四種情況......15表3-1 回收樣本人口統計表..................................30表3-2 受試者各組人數一覽表................................31表4-1 各變數之平均數、標準差與相關係數表..................37表4-2 各組組織吸引力比較表................................38表4-3 同意程度、一致不一致組與主觀適配來預測組織吸引力回歸 分析表..............................................39表4-4 高低回饋同意程度各組人數與回饋同意程度平均數、標準表 ....................................................39圖目錄圖2-1 變項間之關係圖......................................14圖2-2 測試對先前信念之承諾、證實、以及回饋對人們判斷與抗拒改變 之效果..............................................17圖2-3 本研究之架構圖......................................28圖3-1 受試者經歷之實驗流程圖..............................36圖4-1 一致組中，回饋同意程度與主觀適配之交互作用..........40圖4-2 不一致組中，回饋同意程度與主觀適配之交互作用........40 | 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/#G0927520121 | en_US |
| dc.subject (關鍵詞) | 網路招募 | zh_TW |
| dc.subject (關鍵詞) | 個人與組織適配(p-o fit) | zh_TW |
| dc.subject (關鍵詞) | 對回饋同意程度 | zh_TW |
| dc.subject (關鍵詞) | 組織吸引力 | zh_TW |
| dc.title (題名) | 個人與組織適配之客觀回饋與主觀知覺對網路求職者組織吸引力之影響 | zh_TW |
| dc.type (資料類型) | thesis | en |
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