| Summary: | 碩士 === 國立臺灣科技大學 === 企業管理系 === 90 === Due to the needs of qualified workers, organizations are facing difficulties in attracting qualified applicants. Therefore, organizations spend more attentions in attracting qualified individuals. Poter (1985) suggested that organizations may attract better applicants through HR practices. Thus, the present study examined how HR practices would increase organizations’ attractiveness to prospective employees.
The present study adopted a 2 x 2 x 2 x 2 between-subject factorial design. Participants were 306 business sutdents from universities in Taipei. Written descriptions concerning organizational HR practices were randomly distributed to the students. Then they were asked to indicate the extent to which they are attracted to that particular organization. The results indicated that extensive training, ability-based promotion, and decentralized organizations were positively related to organizational attractiveness; however, individual-based incentive plan was not significantly related to organizational attractiveness.
In addition, results showed that organizations can use the HR acticities bundles to increase organizational attraction. For example, the combination of decentralized and groug-based incentive plan can enhance the firm’s attractiveness as employers. The combination of extensive training and individual-based incentive plan was good for attractions. When organizations can’t provide extensive training, it appears that decentralized policy offsets the negative effects of no training on organiztional attractiveness.
Finally, this study adopted Strategy Human resource management approach to examine the relationships between HR configuration and organizational attractiveness. The results indicated that prospective applicants are more attracted to the human- capital-enchcing organizations.
Practically, enterprises can employ insigts from this study for designing HR practices and recruitment activities.
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