| Summary: | 碩士 === 中原大學 === 企業管理研究所 === 96 === By using the method of questionnaire survey, this study targeted newly recruited volunteer-service soldiers and analyzed how recruitment effect was influenced by recruitment process management, and how recruiting channels and individual attributes could influence recruitment process management and the effect of recruitment. Apart from that, this study also explored the moderating effect of recruitment channels and individual attributes on recruitment process management and recruitment effect.
In this research, we find among the variables of recruitment effect, job satisfaction is higher, while tendency of retention is lower. Among the variables of recruitment process management, recruiting technique is higher while recruiting propaganda is lower. In our entire regression model, all variables of recruitment process management have remarkable predictive effects on several dimensions of recruitment effect, including organizational commitment, job satisfaction, job involvement, and tendency of retention. Among the variables of recruitment process management, reception-introduction and recruiting propaganda have the most notable explanatory power.
Interviewees recruited through different recruiting channels have remarkably different cognition on reception-introduction and recruiting propaganda. New enlists that were recommended by relatives and friends have higher cognition, compared with lower cognition of those who were recruited by military recruiting channels. Remarkable difference is also found in recruitment process management among interviewees of different genders, education levels, and areas of residency. Females are higher than males. Junior college graduates are higher while masters and doctors are lower. People living in the southern part of Taiwan are higher and those living in the eastern part are lower.
Interviewees recruited through different recruiting channels have remarkable difference in variables of recruitment effect including organizational commitment, job satisfaction, and job involvement. Those who were recommended by relatives and friends are higher, while those recruited through military recruiting channels are lower. Interviewees with different genders, parental occupations, and pre-military job status have different scores of recruitment effect, among which females are higher than males, those living in southern part of Taiwan are higher while those living in eastern part are lower, people having farmer parents are higher while people having parents engaged in business are lower. Interviewees without pre-military job experience have higher job involvement, while those who were being employed before enlistment have lower tendency of retention. Interviewees who were between jobs before enlistment have lower scores in all variables of recruitment effect.
The genders of interviewees have moderating effect on two variables of recruitment process management, which are recruiting propaganda and tendency of retention. The increase of recruiting propaganda magnifies the increase in the tendency of retention for males. Interviewees’ family incomes also have moderating effect on the correlation between recruiting propaganda and the tendency of retention, the same two variables of recruitment process management. The increase of recruiting propaganda magnifies the increase in the tendency of retention for those with higher family incomes.Interviewee’s pre-military job status has moderating effect on the relationship between tendency of retention and variables of recruitment process management such as introduction-reception and event decoration. Improvement in recruitment process management can enhance the tendency of retention of those who were employed before enlistment. Service categories of interviewees have moderating effect on the relationship between recruitment process management and recruitment effect. Improvement of recruitment process management can enhance the recruitment effect of volunteer-service soldiers in the variable of organizational commitment, but will impair the organizational commitment and tendency of retention of professional noncommissioned officers.
Based on the conclusions of our survey, this study will offer pragmatic suggestions to enhance tendency of retention, strengthen recruitment process management, promote the use of recruiting channels, and adopt different recruiting techniques for enlistees of different attributes. This study will also suggest future research to broaden sample obtainment, employ more evaluation indexes in the model, and bring longitudinal method into the research.
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