| dc.contributor.advisor | 林邦傑 | zh_TW |
| dc.contributor.author (作者) | 林千甯 | zh_TW |
| dc.contributor.author (作者) | Lin ,Chiien-Ning | en_US |
| dc.creator (作者) | 林千甯 | zh_TW |
| dc.creator (作者) | Lin ,Chiien-Ning | en_US |
| dc.date (日期) | 2004 | en_US |
| dc.date.accessioned | 17-九月-2009 13:22:50 (UTC+8) | - |
| dc.date.available | 17-九月-2009 13:22:50 (UTC+8) | - |
| dc.date.issued (上傳時間) | 17-九月-2009 13:22:50 (UTC+8) | - |
| dc.identifier (其他 識別碼) | G0927520131 | en_US |
| dc.identifier.uri (URI) | https://nccur.lib.nccu.edu.tw/handle/140.119/32544 | - |
| 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) | 92752013 | zh_TW |
| dc.description (描述) | 93 | zh_TW |
| dc.description.abstract (摘要) | 本研究欲探討以個人認知需求為調節變項，考量框架效應和個人與工作適配度，是否對工作預期和求職吸引力產生影響。先前Buda和Charnov (2003)的研究僅闡釋低認知需求較易受框架效應影響，而本研究則欲進一步瞭解，是否高認知需求者在評估求職吸引力時，受個人與工作適配度影響較大。本研究採2x2 x2受試者間之實驗設計，所操弄獨變項為：框架效應（正負相框架訊息）。依變項為「求職吸引力」，「認知需求」為調節變項。本研究之受試者為204位大學生，研究結果顯示個人與工作適配度與求職吸引力有正相關，當個人與工作適配度愈高，求職吸引力愈高。當應徵者為高認知需求者，個人與工作適配度與求職吸引力間的關係高於應徵者為低認知需求者。研究者分別就結果加以討論，提出可能的解釋，並檢討本研究之限制與貢獻。 | 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 重要名詞釋義................................................................................4第二章 文獻探討 6第一節 組織吸引力.....................................................................................6第二節 真實工作告.................................................................................... 7第三節 框架效應.......................................................................................10第四節 個人認知需求...............................................................................14第五節 個人與工作適配.......................................................................... 18第三章 研究方法……………………………………………20第一節 研究架構.......................................................................................20第二節 研究對象………………………………………………………...20第三節 研究程序.......................................................................................20第四節 變項測量.......................................................................................23第五節 資料分析方法...............................................................................26第四章 研究結果……………………………………………27第一節 操弄變項之檢驗..........................................................................27第二節 各變項之描述統計......................................................................29第三節 研究假設之驗證......................................................................... 31第五章 討論與建議 38第一節 討論..............................................................................................38第二節 研究限制......................................................................................43第三節 後續研究建議..............................................................................45第四節 研究貢獻......................................................................................47參考文獻 49附錄一 問卷說明 57附錄二 工作說明 58附錄三 研究問卷 60圖目錄圖1□膍s架構圖..............................................20圖2□q表填寫順序圖..........................................23圖6-1□{知需求和個人與工作適配度對求職吸引力交互作用圖......36圖6-2□茪H與工作適配度和學院別對求職吸引力交互作用圖....... 36表目錄表1 三種框架類型的差異摘要表... ............................... 12表2-1 高、低認知者之t檢定................. ....... ............... 27表2-2 框架訊息在「因為很多人都喜歡這份工作」題目上之t檢定. ....... 28表2-3 個人與工作適配度在「因為我可以勝任這份工作」題目之t檢定..... 28表2-4 個人與工作適配度在「因為我無法勝任這份工作」題目之t檢定..... 28表3 U僆信度及相關分析...................................... 30表4-1 受試者對求職吸引力的整體分析平均值................ ........ 31表4-2 受試者在求職吸引力之三因子變異數分析摘要表... ............. 32表5-1 受試者對工作之預期的整體分析平均值........................ 33表5-2 受試者「在框架效應呈現後之工作預期」之三因子變異數分析摘要表.... 33表6 組織吸牏O之回歸分析...................................... 35表7 研究假設與結果對應表...................................... 37 | 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/#G0927520131 | en_US |
| dc.subject (關鍵詞) | 工作預期 | zh_TW |
| dc.subject (關鍵詞) | 求職吸引力 | zh_TW |
| dc.subject (關鍵詞) | 框架效應 | zh_TW |
| dc.subject (關鍵詞) | 個人認知需求 | zh_TW |
| dc.subject (關鍵詞) | 個人與工作適配度 | zh_TW |
| dc.subject (關鍵詞) | applicant attractiveness | en_US |
| dc.subject (關鍵詞) | need for cognition | en_US |
| dc.subject (關鍵詞) | framing effect | en_US |
| dc.subject (關鍵詞) | P-J fit | en_US |
| dc.title (題名) | 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 | zh_TW |
| dc.type (資料類型) | thesis | en |
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