A Study of the Relationship between Perceived Employer Brand and Job Stress : The Moderating Efficacy of Self-Efficacy

• Main Authors: HSU, CHING-PIAO, 徐清鑣
• Other Authors: HSIEH, YIN-RU
• Format: Others
• Language: zh-TW
• Published: 2019
• Online Access: http://ndltd.ncl.edu.tw/handle/ww4m6g

碩士 === 大葉大學 === 管理學院碩士在職專班 === 107 === The purpose of this study is to explore the influence of perceived employer brand on job stress, and the effect of self-efficacy on the relationship between the two. The study subjects were employees who perceived employer brand. They used a sample survey to conduct a survey of perceived employer brand, self-efficacy and job stress. A total of 270 questionnaires were issued, and 257 valid questionnaires were collected. The effective recovery rate was 95.18%. Empirical analysis of reliability analysis, validity analysis, narrative statistics, variance analysis, correlation analysis and hierarchical regression analysis. The results of the study show that perceived employer brand has a significant negative impact on job stress. When employees perceived employer brand, they can improve job satisfaction, organizational commitment, and reduce the feeling of job stress; self-efficacy does not hold the effect of perceived employer brand and job stress. The study suggests that employers should actually review employee employment experience, organizational culture and business operation mode, and adjust them in a timely manner so that employees can be aware of the value of the products provided by the employer brand to enhance their recognition of employer brand. In addition, employers must pay attention to the reasonableness of the work distribution and help employees to get out of work after work, so as to reduce the staff's uneasy feelings and discomfort and negative emotions in the workplace. It helps to relieve job stress.