The relationship among realistic job previews, new employees’ person-job fit, organizational committment, job satisfaction, and perceived organizational support.

碩士 === 國立中正大學 === 勞工所 === 96 === This article focuses on the potential value of an infrequently utilized recruiting procedure: to provide applicants with a realistic view of the job during the recruitment process. To explore the relationships among realistic job previews, new employees’ person-job f...

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Main Authors:	Ying-chen Chen, 陳盈臻
Other Authors:	none
Format:	Others
Language:	zh-TW
Published:	2008
Online Access:	http://ndltd.ncl.edu.tw/handle/59806852465900105272

id	ndltd-TW-096CCU05350046
record_format	oai_dc
spelling	ndltd-TW-096CCU053500462016-05-04T04:25:46Z http://ndltd.ncl.edu.tw/handle/59806852465900105272 The relationship among realistic job previews, new employees’ person-job fit, organizational committment, job satisfaction, and perceived organizational support. 真實工作預覽對新進人員工作態度之影響-以個人與工作適配為中介變數 Ying-chen Chen 陳盈臻碩士國立中正大學勞工所 96 This article focuses on the potential value of an infrequently utilized recruiting procedure: to provide applicants with a realistic view of the job during the recruitment process. To explore the relationships among realistic job previews, new employees’ person-job fit, organizational committment, job satisfaction, and perceived organizational support. In order to understand the relationships, the questionnaire is used to collect and analyze data in this study. And then, the conclusions and suggestions are provided to the authorities, companies, and personnel. To achieve the aim mentioned above, first our research confirmed the structures of theories and hypothesis by means of documented materials, and then implemented our designed questionnaires on the interviewees who work in the top 1000 manufacturing industries or in the top 500 service industries according to the statistics released. The collected information was analyzed by SPSS and LISREL to test the hypothesized relationships among variables under study. The results are summarized as follows: （1） Realistic job previews is significantly positive related to new employees’ person-job fit, organizational committment, job satisfaction, and perceived organizational support. （2） New employees’ person-job fit is significantly positive related to organizational committment, job satisfaction, and perceived organizational support. （3） New employees’ person-job fit has a partial mediating effect between Realistic job previews, organizational committmentand job satisfaction. Key words：realistic job previews, person-job fit, organizational committment, job satisfaction, perceived organizational support none 黃良志 2008 學位論文 ; thesis 95 zh-TW
collection	NDLTD
language	zh-TW
format	Others
sources	NDLTD
description	碩士 === 國立中正大學 === 勞工所 === 96 === This article focuses on the potential value of an infrequently utilized recruiting procedure: to provide applicants with a realistic view of the job during the recruitment process. To explore the relationships among realistic job previews, new employees’ person-job fit, organizational committment, job satisfaction, and perceived organizational support. In order to understand the relationships, the questionnaire is used to collect and analyze data in this study. And then, the conclusions and suggestions are provided to the authorities, companies, and personnel. To achieve the aim mentioned above, first our research confirmed the structures of theories and hypothesis by means of documented materials, and then implemented our designed questionnaires on the interviewees who work in the top 1000 manufacturing industries or in the top 500 service industries according to the statistics released. The collected information was analyzed by SPSS and LISREL to test the hypothesized relationships among variables under study. The results are summarized as follows: （1） Realistic job previews is significantly positive related to new employees’ person-job fit, organizational committment, job satisfaction, and perceived organizational support. （2） New employees’ person-job fit is significantly positive related to organizational committment, job satisfaction, and perceived organizational support. （3） New employees’ person-job fit has a partial mediating effect between Realistic job previews, organizational committmentand job satisfaction. Key words：realistic job previews, person-job fit, organizational committment, job satisfaction, perceived organizational support
author2	none
author_facet	none Ying-chen Chen 陳盈臻
author	Ying-chen Chen 陳盈臻
spellingShingle	Ying-chen Chen 陳盈臻 The relationship among realistic job previews, new employees’ person-job fit, organizational committment, job satisfaction, and perceived organizational support.
author_sort	Ying-chen Chen
title	The relationship among realistic job previews, new employees’ person-job fit, organizational committment, job satisfaction, and perceived organizational support.
title_short	The relationship among realistic job previews, new employees’ person-job fit, organizational committment, job satisfaction, and perceived organizational support.
title_full	The relationship among realistic job previews, new employees’ person-job fit, organizational committment, job satisfaction, and perceived organizational support.
title_fullStr	The relationship among realistic job previews, new employees’ person-job fit, organizational committment, job satisfaction, and perceived organizational support.
title_full_unstemmed	The relationship among realistic job previews, new employees’ person-job fit, organizational committment, job satisfaction, and perceived organizational support.
title_sort	relationship among realistic job previews, new employees’ person-job fit, organizational committment, job satisfaction, and perceived organizational support.
publishDate	2008
url	http://ndltd.ncl.edu.tw/handle/59806852465900105272
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The relationship among realistic job previews, new employees’ person-job fit, organizational committment, job satisfaction, and perceived organizational support.

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