The Order Effects of Word-of-Mouth Valence and Different Recruitment Sources to Word-of-Mouth Adoption and Organizational Attractiveness －Self-Efficacy as A Moderator

• Main Authors: Ming-Chih Kao, 高明志
• Other Authors: Meng-Yen Lin
• Format: Others
• Language: zh-TW
• Published: 2018
• Online Access: http://ndltd.ncl.edu.tw/handle/z2hxp8

碩士 === 國立臺灣科技大學 === 企業管理系 === 106 === The rapid growth of the Internet has changed the way that job seekers apply for jobs. Job seekers can receive all kinds of information through various sources. However, because of the order effects of the information, it is difficult for job seekers to make judgments by several choices under limited knowledge. Therefore, job seekers may need to make decisions in their own right. It is an important issue that the order effects of word-of-mouth valence and different recruitment sources influence job seekers. The study used experimental situation design to classify situations into eight categories. 300 questionnaires are distributed to participants who have graduated from finance-related departments and have been willing to engage in financial-related industries. According to the results of the analysis, (1) the order effects of word-of-mouth valence and employer word-of-mouth sources were not significant to job seekers. (2) In the positive situation, the analysis showed that there was positive relationship between word-of-mouth adoption and organizational attractiveness. On the other hand, there was no relationship between word-of-mouth adoption and organizational attractiveness in the negative situation. (3) Self-efficacy moderated the relationship between word-of-mouth adoption and organizational attractiveness in negative before positive context. Hence, in financial industry, companies should make good use of positive information to drive job seekers to apply for them. Also, they need to beware of the generation of negative information.