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題名 求職者在網路社群的自我呈現與媒合
How Do Job Seekers‘ Self-presentations Influence Hiring Recommendation in Online Community?
作者 孫弘岳
Suen, Hung Yue
貢獻者 姜國輝
Chiang, Johannes Kuo Huie
孫弘岳
Suen, Hung Yue
關鍵詞 網路社群
領英
自我呈現
推敲可能性模型
個人與環境適配性
人才招募
online community
LinkedIn
self-presentation
elaboration likelihood model (ELM)
person–environment (P–E) fit
recruitment
日期 2014
上傳時間 1-Jun-2015 12:16:34 (UTC+8)
摘要 隨著各式網路社群平台的興起,愈來愈多僱主運用網路社群來尋找潛在的 人才;也有愈來愈多求職者運用這些平台來行銷自我,以吸引潛在僱主的目光。 本研究探討經由網路社群,求職者如何透過自我呈現來增加職缺推薦機會。此 外,本研究也分析求職者在網路社群上各種不同自我呈現內容對招募人員的遴 選判斷,繼而推薦予雇主。本研究邀請網路招募人員,評估真實求職者在「領 英」社群網站上各式自我呈現內容的論點品質及來源可靠度,求職者與徵才職 缺的媒合性、及推薦職缺面試的傾向。本研究發現,求職者自我呈現內容的論 點品質會直接影響招募人員判斷求職者是否符合工作與組織適配性,繼而反應 在職缺推薦的傾向上;而求職者某些自我呈現內容的來源可靠度雖然與招募人 員的個人喜好呈顯著正相關,但最終並不會因此而影響職缺推薦。
As increasing numbers of employers utilise these platforms to screen job candidates, job candidates are increasingly presenting themselves in online communities to impress employers. This study investigated how a job seeker self-presentation affects recruiter‘s hiring recommendations in an online communities and what categories of self–presentation contribute to fit perceptions for obtaining hiring recommendations. The study participants viewed potential candidates‘ LinkedIn profiles and responded to questions regarding the argument quality and source credibility of their self– presentations, fit perceptions, and hiring recommendations. The results show that recruiters make inferences about job seekers‘ person–job fit and person-organisation fit on the basis of argument quality in specific self–presentation categories, which in turn predict recruiters‘ intentions to recommend job seekers for hiring. Although certain specific categories of self–presentation offering source credibility have positive associations with person-person (P–P) fit perception, there is a non- significant relationship between perceived P–P fit and hiring recommendations.
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描述 博士
國立政治大學
資訊管理研究所
99356503
103
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0099356503
資料類型 thesis
dc.contributor.advisor 姜國輝zh_TW
dc.contributor.advisor Chiang, Johannes Kuo Huieen_US
dc.contributor.author (Authors) 孫弘岳zh_TW
dc.contributor.author (Authors) Suen, Hung Yueen_US
dc.creator (作者) 孫弘岳zh_TW
dc.creator (作者) Suen, Hung Yueen_US
dc.date (日期) 2014en_US
dc.date.accessioned 1-Jun-2015 12:16:34 (UTC+8)-
dc.date.available 1-Jun-2015 12:16:34 (UTC+8)-
dc.date.issued (上傳時間) 1-Jun-2015 12:16:34 (UTC+8)-
dc.identifier (Other Identifiers) G0099356503en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/75452-
dc.description (描述) 博士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 資訊管理研究所zh_TW
dc.description (描述) 99356503zh_TW
dc.description (描述) 103zh_TW
dc.description.abstract (摘要) 隨著各式網路社群平台的興起,愈來愈多僱主運用網路社群來尋找潛在的 人才;也有愈來愈多求職者運用這些平台來行銷自我,以吸引潛在僱主的目光。 本研究探討經由網路社群,求職者如何透過自我呈現來增加職缺推薦機會。此 外,本研究也分析求職者在網路社群上各種不同自我呈現內容對招募人員的遴 選判斷,繼而推薦予雇主。本研究邀請網路招募人員,評估真實求職者在「領 英」社群網站上各式自我呈現內容的論點品質及來源可靠度,求職者與徵才職 缺的媒合性、及推薦職缺面試的傾向。本研究發現,求職者自我呈現內容的論 點品質會直接影響招募人員判斷求職者是否符合工作與組織適配性,繼而反應 在職缺推薦的傾向上;而求職者某些自我呈現內容的來源可靠度雖然與招募人 員的個人喜好呈顯著正相關,但最終並不會因此而影響職缺推薦。zh_TW
dc.description.abstract (摘要) As increasing numbers of employers utilise these platforms to screen job candidates, job candidates are increasingly presenting themselves in online communities to impress employers. This study investigated how a job seeker self-presentation affects recruiter‘s hiring recommendations in an online communities and what categories of self–presentation contribute to fit perceptions for obtaining hiring recommendations. The study participants viewed potential candidates‘ LinkedIn profiles and responded to questions regarding the argument quality and source credibility of their self– presentations, fit perceptions, and hiring recommendations. The results show that recruiters make inferences about job seekers‘ person–job fit and person-organisation fit on the basis of argument quality in specific self–presentation categories, which in turn predict recruiters‘ intentions to recommend job seekers for hiring. Although certain specific categories of self–presentation offering source credibility have positive associations with person-person (P–P) fit perception, there is a non- significant relationship between perceived P–P fit and hiring recommendations.en_US
dc.description.tableofcontents List of Tables ...................................................................................................................... ii List of Figures .................................................................................................................... iii Chapter 1: Introduction to the Study....................................................................................1 Chapter 2: Literature Review...............................................................................................4
Job seekers and self-presentation...................................................................................4 Self-presentation and online communities.....................................................................6 Self-presentation in online communities for job seekers...............................................8 Job seekers‘ self-presentation and hiring recommendations .......................................11
Chapter 3: Research Method..............................................................................................19 Procedure and participants...........................................................................................19 Measurements ..............................................................................................................27 Data analysis ................................................................................................................30
Chapter 4: Results ..............................................................................................................32 Argument quality and perceptions of P–J fit ...............................................................35 Argument quality and perceptions of P–O fit ..............................................................36 Source credibility and perceptions of P–P fit ..............................................................37 P–J/P–O/ P–P fits and hiring recommendations ..........................................................38
Chapter 5: Discussion, Recommendations, and Conclusion .............................................39 Discussion ....................................................................................................................39 Recommendations ........................................................................................................42 Conclusion ...................................................................................................................45
References ..........................................................................................................................47

List of Tables
Table 1. Demographic of the job seekers.....................................................................22 Table 2. Correlations between variables......................................................................32 Table 3. Hypothesised path coefficients ......................................................................33

List of Figures
Figure 1. The conceptual model of job seeker‘s self-presentation and recruiter hiring recommendation in online communities......................................................18		zh_TW
dc.format.extent 761970 bytes-
dc.format.mimetype application/pdf-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0099356503en_US
dc.subject (關鍵詞) 網路社群zh_TW
dc.subject (關鍵詞) 領英zh_TW
dc.subject (關鍵詞) 自我呈現zh_TW
dc.subject (關鍵詞) 推敲可能性模型zh_TW
dc.subject (關鍵詞) 個人與環境適配性zh_TW
dc.subject (關鍵詞) 人才招募zh_TW
dc.subject (關鍵詞) online communityen_US
dc.subject (關鍵詞) LinkedInen_US
dc.subject (關鍵詞) self-presentationen_US
dc.subject (關鍵詞) elaboration likelihood model (ELM)en_US
dc.subject (關鍵詞) person–environment (P–E) fiten_US
dc.subject (關鍵詞) recruitmenten_US
dc.title (題名) 求職者在網路社群的自我呈現與媒合zh_TW
dc.title (題名) How Do Job Seekers‘ Self-presentations Influence Hiring Recommendation in Online Community?en_US
dc.type (資料類型) thesisen
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