| dc.contributor.advisor | 蔡維奇 | zh_TW |
| dc.contributor.advisor | Tsai, Wei Chi | en_US |
| dc.contributor.author (作者) | 康嘉玲 | zh_TW |
| dc.contributor.author (作者) | Kang, Chia Lin | en_US |
| dc.creator (作者) | 康嘉玲 | zh_TW |
| dc.creator (作者) | Kang, Chia Lin | en_US |
| dc.date (日期) | 2007 | en_US |
| dc.date.accessioned | 19-九月-2009 11:55:03 (UTC+8) | - |
| dc.date.available | 19-九月-2009 11:55:03 (UTC+8) | - |
| dc.date.issued (上傳時間) | 19-九月-2009 11:55:03 (UTC+8) | - |
| dc.identifier (其他 識別碼) | G0094752014 | en_US |
| dc.identifier.uri (URI) | https://nccur.lib.nccu.edu.tw/handle/140.119/37073 | - |
| 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) | 94752014 | zh_TW |
| dc.description (描述) | 96 | zh_TW |
| dc.description.abstract (摘要) | 薪資是影響求職者職缺選擇的重要因素之一，但是根據期望理論的觀點，職缺屬性彼此會產生互補效果，這對於資源有限的企業而言，意味著凸顯其他非金錢性之職缺屬性，應該能夠削弱低薪對於求職者職缺選擇的負面影響；此外，根據期望理論的論述，求職者個人特性亦會影響他 (她) 對職缺屬性的解讀，而影響求職者的職缺選擇。本研究以Barber、Daly、Giannantonio與Phillips (1994) 根據ERG理論為基礎所做的屬性分類，試圖探討關係類和成長類職缺屬性能否補償低薪對於求職者職缺選擇的影響，以提升求職者選取低薪職缺的可能性，同時亦探討求職者親和需求與成長需求於此間扮演的調節角色。<br>本研究以2 (關係類職缺屬性差距) ×2 (成長類職缺屬性差距) 受試者間實驗設計，依變項為低薪職缺「工作選擇決策」與「職缺接受意圖」，同時亦請受試自陳個人之親和需求與成長需求，共邀請151名某國立大學的應屆畢業生參與研究，並以階層迴歸分析與羅吉斯迴歸分析進行假設驗證，且輔以質化訪談佐證實證結果。研究結果發現，關係類職缺屬性差距或成長類職缺屬性差距，對於薪資水準皆產生顯著補償效果，亦即低薪職缺之關係類或成長類職缺屬性，愈優於高薪職缺的情況下，求職者愈會接受低薪職缺；此外，求職者之成長需求，也會調節成長類屬性與低薪職缺接受意圖和工作選擇決策間之關係；有別於期望理論的預測，本研究發現職缺屬性間並非為加成效果(Additive effect)，僅一類職缺屬性差距大時，即可補償薪資帶來的負面影響，而兩個職缺屬性皆差距大時，補償效果並未更強。最後，根據實證結果與訪談資料，本研究提出未來研究與管理建議。 | zh_TW |
| dc.description.abstract (摘要) | Pay-level has long been recognized as one of the most important job attributes that influence applicants` job acceptance intentions and choices. According to the expectancy theory, job attributes would compensate each other; in addition, applicants` individual differences would influence how they value job attributes. In terms of ERG theory`s job attribute classification (Barber, Daly, Giannantonio & Phillips, 1994), the present study attempts to examine whether low-pay jobs with better relatedness and growth job attributes would foster applicants to choose them; as well as to investigate the moderating effects of the corresponding individual differences, need for affiliation and growth need strength, on the compensatory effects.<br>A 2×2 between-subject experimental design using low-pay job acceptance intentions and job choices as the dependent variables, were conducted with 151 undergraduate students who were pursuing jobs at the time of the data collection. Results of hierarchical regression, logistic regression and qualitative interviews showed that applicants were more willing to accept low-pay jobs than high-pay ones when low-pay jobs had better relatedness or growth job attributes; besides, applicants` growth need strength moderated the relationship between growth job attributes and the dependent variables. However, inconsistent with the expectance theory, addition analysis showed that job attributes did not affect applicants’ acceptance intentions and choices additively. That is, one better job attribute could have compensated low-pay`s negative effect as effectively as two better job attribute had. Finally, based on the empirical results and qualitative data, suggestions for future research and managerial implications are discussed. | en_US |
| dc.description.tableofcontents | 第一章 緒論..............................1第一節 研究動機與目的......................1第二章 文獻探討...........................5第一節 薪資水準對求職者職缺選擇之影響........6第二節 職缺屬性之補償效果..................8第三節 職缺屬性之分類.....................11第四節 職缺屬性差距對低薪職缺選擇之影響......13第五節 求職者個人特性的調節效果.............15第六節 本研究主要架構......................18第三章 研究方法...........................19第一節 研究對象...........................20第二節 施測流程...........................22第三節 測量工具...........................25第四節 預試結果...........................34第四章 研究結果...........................36第一節 隨機分派之檢驗......................37第二節 操弄檢核...........................39第三節 相關分析...........................41第四節 研究假設的檢驗......................42第五節 補充分析...........................47第六節 質化訪談結果........................50第七節 研究結果摘述........................57第五章 討論與建議..........................58第一節 研究結果討論........................59第二節 管理意涵...........................64第三節 研究限制...........................69第四節 未來研究建議........................70第五節 結語...............................72參考文獻.................................73附錄一 研究問卷...........................77附錄二 訪談問題...........................81附錄三 實驗腳本...........................82 | 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/#G0094752014 | en_US |
| dc.subject (關鍵詞) | 職缺屬性互補效果 | zh_TW |
| dc.subject (關鍵詞) | 期望理論 | zh_TW |
| dc.subject (關鍵詞) | 職缺接受意圖 | zh_TW |
| dc.subject (關鍵詞) | 工作選擇決策 | zh_TW |
| dc.subject (關鍵詞) | 親和需求 | zh_TW |
| dc.subject (關鍵詞) | 成長需求 | zh_TW |
| dc.subject (關鍵詞) | Compensatory effect | en_US |
| dc.subject (關鍵詞) | expectance theory | en_US |
| dc.subject (關鍵詞) | low-pay job choice | en_US |
| dc.subject (關鍵詞) | job acceptance intention | en_US |
| dc.subject (關鍵詞) | need for affiliation | en_US |
| dc.subject (關鍵詞) | growth need strength | en_US |
| dc.title (題名) | 職缺屬性差距對求職者低薪職缺選擇之影響：以求職者個人特性為調節變項 | zh_TW |
| dc.title (題名) | Compensatory Effects of Job Attributes on Applicants` Low-pay Job Choices and Acceptance Intentions: Examining the Moderating Effects of Applicants` Individual Differences | en_US |
| dc.type (資料類型) | thesis | en |
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