The Influences of Recruitment Sources Information Disclosure on Applicant Post-hire Perceptions

• Main Authors: Yeh, Yau Ming, 葉曜明
• Other Authors: Yang, Wen Fen
• Format: Others
• Language: zh-TW
• Published: 2014
• Online Access: http://ndltd.ncl.edu.tw/handle/63805751316142852242

碩士 === 國立中正大學 === 企業管理研究所 === 102 === Nowadays, high turnover rate of new employees has become a more serious problem and greater challenges to corporate personnel recruitment and talent management. According to previous studies, one possible cause for such phenomenon may result from the problematic disclosure of information during the recruitment process. The present study recognizes this issue and tries to explore the effects of recruitment source information completeness and credibility on applicant’s post-hire perceptions (i.e., intention to quit). Moreover, applicant’s post-hire unmet expectation perception toward job and organization is included as a possible mediator to the aforementioned relationship. To clarify what types of information are used in actual recruitment activities, study 1 collected data from 213 companies participating campus fairs in Taiwan and found 19 types of recruitment information, which are commonly disclosed via different recruitment sources. Study 2 then tested the relationships among recruitment information completeness, credibility, unmet expectation, and applicant’s post-hire intention to quit. With a paired sample of 15 organizations and 66 newcomers, the results showed that the relationship between recruitment information completeness, credibility, and intention to quit is fully mediated by applicant’s post-hire unmet expectation perception.