企業形象、個人組織適配與求職意圖之關係：招募訊息的干擾效果

• Main Author: 梁仕珍
• Other Authors: 魏郁禎
• Format: Others
• Language: zh-TW
• Published: 2010
• Online Access: http://ndltd.ncl.edu.tw/handle/46497344872122627806

碩士 === 國立彰化師範大學 === 人力資源管理研究所 === 98 === The important of recruitment has been arrived at a consensus by both academics and practices. Many relevant studies addressed that one of the factors job seekers’ concern was corporate image, affecting job seekers’ evaluation of intent to apply because of the fewer information that job seekers gained. However, almost all studies researched the relationship between corporate image and intent to apply used organizational attractive point to connect the relationship. It can’t be predicted clearly that job seekers’ perceived of fit in the organization. As a result, we use the point of person-organization fit to explain the relationship between corporate image and intent to apply. In addition, we also enhance recruitment message of job opening advertisement to explore the relationship between corporate image and person-organization fit. We address the following two purposes: 1. To explore the mediating effect of person-organization fit on the relationship between corporate image and intent to apply; 2. To explore the moderating effect of recruitment message on the relationship between corporate image and person-organization fit. The samples of corporate image we selected from a well-known database on corporate image rating surveyed were totally 28 of 100 organizations. Moreover, we drew out the job opening advertisements of the 28 organizations about human resource management position representing recruitment message. 56 of 300 graduated students from Taiwan were used to evaluate their intent to apply on the 28 organizations after exploring the recruitment message. We used confirmation factor analysis and hierarchical linear models to testify our hypotheses. We addressed the following findings: 1. Corporate image is positively related to intent to apply; 2. Corporate image is positively related to person-organization fit; 3. Person-organization fit mediated the relationship between corporate image and intent to apply; 4. Recruitment message moderated the relationship between corporate image and person-organization fit. Last, based on the findings we addressed the managerial implications: 1. Enterprises should use corporate image to present values and personality. 2. It should show more detail messages to job seekers on the job opening advertisements. 3. When organization recruiting, it should more concern about job seekers’ personality to reduce the orientation time.