政大機構典藏-National Chengchi University Institutional Repository(NCCUR):Item 140.119/32544
English  |  正體中文  |  简体中文  |  Post-Print筆數 : 27 |  全文筆數/總筆數 : 113303/144284 (79%)
造訪人次 : 50802681      線上人數 : 737
RC Version 6.0 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.
搜尋範圍 查詢小技巧：
  • 您可在西文檢索詞彙前後加上"雙引號"，以獲取較精準的檢索結果
  • 若欲以作者姓名搜尋，建議至進階搜尋限定作者欄位，可獲得較完整資料
    •  進階搜尋
    政大機構典藏 > 理學院 > 心理學系 > 學位論文 >  Item 140.119/32544


    請使用永久網址來引用或連結此文件: https://nccur.lib.nccu.edu.tw/handle/140.119/32544


    題名: 框架效應、個人與工作適配度、認知需求對工作預期與求職吸引力之影響
    作者: 林千甯
    Lin ,Chiien-Ning
    貢獻者: 林邦傑
    林千甯
    Lin ,Chiien-Ning
    關鍵詞: 工作預期
    求職吸引力
    框架效應
    個人認知需求
    個人與工作適配度
    applicant attractiveness
    need for cognition
    framing effect
    P-J fit
    日期: 2004
    上傳時間: 2009-09-17 13:22:50 (UTC+8)
    摘要: 本研究欲探討以個人認知需求為調節變項，考量框架效應和個人與工作適配度，是否對工作預期和求職吸引力產生影響。先前Buda和Charnov (2003)的研究僅闡釋低認知需求較易受框架效應影響，而本研究則欲進一步瞭解，是否高認知需求者在評估求職吸引力時，受個人與工作適配度影響較大。本研究採2x2 x2受試者間之實驗設計，所操弄獨變項為：框架效應（正負相框架訊息）。依變項為「求職吸引力」，「認知需求」為調節變項。
    本研究之受試者為204位大學生，研究結果顯示個人與工作適配度與求職吸引力有正相關，當個人與工作適配度愈高，求職吸引力愈高。當應徵者為高認知需求者，個人與工作適配度與求職吸引力間的關係高於應徵者為低認知需求者。研究者分別就結果加以討論，提出可能的解釋，並檢討本研究之限制與貢獻。
    參考文獻: 中文部分
    白勝明（民84）。投入程度、認知需求對廣告說服效果之影響—ELM模式之實證研究。國立政治大學國際貿易研究所碩士論文。
    邱耀初（民92）。框架效應存在嗎？籌碼效應對風險決策之影響。中華心理學刊，45，171-182。
    高泉豐（民83）。認知需求的概念與測量。中華心理學刊，36，1-20。
    陳俊傑（民89）。訊息典型性、訊息正反性與認知需求對消費者品牌態度之影響。國立台灣大學商學研究所碩士論文。
    許凱榮（民89）。消費者之涉入程度、認知需求對購買決策之影響—以行動電話系統門號為例。國立交通大學經營管理研究所碩士論文。
    賴建民（民88）。電子郵件的網路廣告效果—以網路行銷研究法調查。國立台灣大學商學研究所碩士論文。
    顏淑鈴（民93）。個人涉入和事件風險對目標框架的影響。中原大學心理研究所碩士論文。
    顏麗真（民91）。人力資源管理制度對組織人才吸引力之影響：交互作用之探討。國立台灣科技大學企業管理系碩士論文。
    蘇倍儀（民94）。變動薪資對組織吸引力之影響—風險知覺之中介效果。國立政治大學心理研究所碩士論文。
    英文部分
    Ahlering, R. F.(1987). Need for cognition, attitudes, and the 1984 presidential election. Journal of Research in Personality,21,100-102.
    Ahlering, R. F., & Parker, L. D. (1989). Need for cognition as a moderator of the primacy effect. Journal of Research in Personality,23,313-317.
    Aiman-Smith, L., Bauer, T. N., & Cable, D. M.(2001). Are you attracted? Do you intend to pursue? A recruiting policy-capturing study. Journal of Business and Psychology, 16, 219-237.
    Avner, B.K., Guastello, S. J. & Aderman, M.(1982). The effect of a realistic job preview, expectancy and voluntary versus involuntary turnover. Journal of Psychology,111,245-257.
    Barber, A. E.(1998). Recruiting employees. Thousand Oaks, CA: Sage Publications
    Barber, A. E., & Roehling, M. V.(1993). Job posting and the decision to interview :A verbal protocol analysis. Journal of Applied Psychology, 78, 845-856
    Bauer, T. N., & Aiman-Smith, L.(1996). Green career choices: The influence of ecological stance on recruiting. Journal of Business and Psychology, 10, 445-458.
    Blau, G. L.(1987). Using a person-environment fit model to predict job involvement and organizational commitment, Journal of Vocational behavior , 30, 240-257.
    Breaugh, J. A.(1983).Realistic job previews: A critical appraisal and future research directions. Academy of Manage Review , 8 , 612-619.
    Breaugh, J. A., & Starke, M. (2000). Research on employee recruitment: So many studies, so many remaining questions. Journal of Management,26, 405-434.
    Bretz, R.D., Ash, R. A.,& Dreher, G. F.(1989). Do people make the place? An examination of the attraction-selection-attrition hypothesis. Personnel Psychology, 42, 561-581.
    Bretz, R.D., & Judge, T.A.(1994). Person-organization fit and the theory of work adjustment: Implications for satisfaction, tenure, and career success. Journal of Vocational Behavior , 44, 32-54.
    Bretz, R.D., & Judge, T.A.(1998). Realistic job preview: A test of the adverse self-selection hypothesis. Journal of Applied Psychology, 83, 330-337.
    Buda. R. (2003). The interactive effect of message framing, presentation order, and source credibility on recruitment practices. International Journal of Management, 20, 156-163.
    Buda, R., & Charnov, B. H.(2003). Message processing in realistic recruitment practices. Journal of Managerial Issues,15, 302-316.
    Burke, R. J., & Deszca, E. (1982). Preferred organizational climates of Type A individuals. Journal of Vocational Behavior , 21, 50-59.
    Cable, D. M., & Judge, T. A. (1994). Pay preferences and job search decisions:
    A persona-organization fit perspective. Personnel Psychology, 40, 317-348.
    Cable, D. M., & Judge, T. A. (1996). Person-organization fit, job choice
    decisions, and organizational entry. Organizational Behavior and Human
    Decision Processes, 67, 294-311.
    Cacioppo, J. T. & Petty, R. E. (1982). The need for cognition. Journal of Personality and Social Psychology ,42,116-131.
    Cacioppo, J. T., Petty, R. E., & Kao, C. F. (1984). The efficient assessment of need for cognition. Journal of Personality Assessment , 48, 306-307.
    Cacioppo, J. T., Petty, R. E., Kao, C. F. & Rodrigues, R.(1986). Central and peripheral routes to persuasion: An individual difference perspective. Journal of Personality and Social Psychology , 51, 1032-1043.
    Chatman, J. A.(1991). Matching people and organizations: Selection and socialization in public accounting firms. Administrative Science Quarterly,36,459-484.
    Cober, R. T., Brown, D. J., Levy, P. E., Cober, A. B., & Keeping, L. M. (2003). Organizational web sites: Web site content and style as determinants of organizational attraction. International Journal of Selection and Assessment, 11, 158-169.
    Cohen, A. R., Stotland, E., & Wolfe, D. M.(1955). An experimental investigation of need for cognition. Journal of Abcdrmal and Social Psychology , 51, 291-294.
    Colarelli, S. M. (1984). Methods of communication and mediating processes in realistic job previews. Journal of Applied Psychology, 69, 633-642.
    Dean, R. A. & Wanous, J. P.(1984). Effect of realistic job previews on hiring bank teller. Journal of Applied Psychology, 69,61-68.
    Donovan, R.J., & Jalleh, G. (1999). Positively versus negatively framed product attributes: the influence of involvement. Psychology and Marketing, 16, 613-630.
    Edwards, J. R. (1991). Person-job fit: A conceptual integration, literature
    review and methodological critique. International review of
    industrial and organizational psychology,6, 283-357.
    Edwards, J. R. & Cooper, C. L. (1990). The person-environment fit approach to stress: Recurring problems sand some suggested solutions. Journal of Organizational Behavior,11, 293-307.
    Ganzach , Y. ,& Karsahi, N.(1995). Message framing and buying behavior: A field experiment. Journal of Business Research , 32,11-17.
    Haugtvedt, C. P., Petty, R. E., & Cacioppo, J. T. (1992). Need for cognition and advertising: Understanding the role of personality variables in consumer behavior. Journal of Consumer Psychology, 1,239-260.
    Haugtvedt, C. P., Petty, R. E., Cacioppo, J. T., & Steidly, T. (1988). Personality and ad effectiveness: Exploring the utility of need for cognition. Advertising in Consumer Research , 15, 209-212.
    Haugtvedt, C. P., & Wegener, D. T.(1994).Message order effects in persuasion: An attitude strength perspective. Journal of Consumer Research,21,205-218.
    Highhouse, S. , Lievens, F., & Sinar, E. F.(2003). Measuring attraction to organizations. Educational and Psychological Measurement, 63, 986-1001.
    Ilgen, D. R. & Seely, W.(1974). Realistic expectations as an aid in reducing voluntary resignations. Journal of Applied Psychology, 59, 452-455.
    Judge, T. A., & Bretz, R. D. (1992). The effects of work values on job choice decisions. Journal of Applied Psychology, 77, 261-271.
    Judge, T.A,.& Cable , D. M. (1997). Applicant personality organizational culture and organization attraction. Personnel Psychology,50, 359-354.
    Lana, R.E.(1961). Familiarty and the order of presentation of persuasive communications. Journal of Abcdrmal and Social Psychology,62, 573-577.
    Levin, I. P., Schneider, S. L., & Gaeth, G. J. (1998). All frames are not created
    equal: A typology and critical analysis of framing effects. Organizational
    Behavior and Human Decision Processes, 76, 149-188.
    Kristof , A. L.(1996). Person-organization fit: An investigative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49, 1-49.
    McEvoy, G. M. & Cascio, W. C. (1985). Strategies for reducing employee turnover: A meta-analysis. Journal of Applied Psychology, 70, 342-353.
    Meglino, B. M., Ravlin, E. C., & Adkins , C. L.(1989). A work values approach to corporate culture: A flied test of the value congruence process and its relation to individual outcomes. Journal of Applied Psychology, 74, 424-432.
    Meglino, B. M., Ravlin, E. C., & DeNisi, A. S.(1997). When does it hurt to tell the truth? The effect of realistic job preview on employee recruiting. Public Personnel Management ,26,414-421.
    Moos, R. H.(1987). Person-environment congruence in work, school, and health care settings. Journal of Vocational Behavior , 31, 231-247.
    O’Reilly, C. A. Chatman, J.,& Caldwell, D. F.(1991). People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of Management Journal,34, 487-516.
    Ostroff, C.(1993). Relationships between person-environment congruence and organizational effectiveness. Group and Organization Management, 18, 103-122.
    Petty, R. E., & Cacioppo, J. T (1981). Attitudes and persuasion：Classic and Contemporary Approaches. Dubuque, Iowa: Wm. C. Brown.
    Petty, R.E.,& Gleicher , Faith(1992).Expectations of reassurance influence the nature of fear-stimulated attitude change. Journal of experimental social psychology, 28,86-100.
    Pfeffer, J. (1994). Competitive advantage through people. California Management Review, 36, 9-28.
    Phillips, J. M. (1998). Effect of realistic job previews on multiple organizational outcomes: A meta-analysis . Academy of Management Journal,41,673-690.
    Premack, S. L.& Wanous . J. P. (1985). A mata-analysis of realistic job preview Experiment. Journal of Applied Psychology.,70, 706-719.
    Reilly, R. R., Brown, B., Blood, M. R., & Malatesta, C. Z.(1981). The effect of realistic previews: A study and discussion of the literature. Personnel Psychology, 34, 823-834.
    Reilly, R. R., Tenopyr, M. L., & Sperling, S. M.(1979). Effects of job preview on job acceptance and survival of telephone operator candidates. Journal of Applied Psychology,64,218-220.
    Rynes, S.L. (1991) Recruitment, Job Choice and Post-hire Consequences: A Call for New Research Directions. In M. D. Dunnette, & L. M. Hough, (Eds.),Handbook of Industrial and Organizational Psychology (2 nd Ed.).PaloAlta, CA:Consuluting Psychologists Press.
    Rynes, S.L., Schwab , D,.& Heneman, H.(1983). The role of pay and market pay variability in job application decisions. Organizational Behavior and Human Performance,31,353-364.
    Saks, A. M., & Ashforth, B. E. (1997). A longitudinal investigation of the relationships between job information sources,applicant perceptions of fit,and work outcomes. Personnel Psychology, 50, 395-426.
    Saks, A. M., & Cronshaw, S. F.(1990). A process investigation of realistic job previews: Mediating variables and channels of communication. Journal of Organizational Behavior,11,221-236.
    Saks, A. M., & Cronshaw, S. F.(2002). Is job search related to employment quality? It all depend on the fit. Journal of Applied Psychology,87, 646-654.
    Saks, A. M., Wiesner, W. H., & Summers, R. J.(1994). Effects of job previews on self-selection and job choice. Journal of Vocational Behavior , 44, 297-316.
    Smith, S.M., &Petty, R.E.(1996).Message framing and persuasion:A message process analysis. Personality and Social Psychology Bulletin,22,257-268.
    Stayman, D. M., & Kardes, F. R. (1992). Spontaneous inference process in advertising: Effects of need for cognition and self-monitoring on inference generation and utilization. Journal of Consumer Psychology, 1, 125-142.
    Stump, S. A., & Hartman, K. (1984). Individual exploration to organizational commitment or withdrawal. Academy of Management Journal, 27, 308-329.
    Teece, D.(1998). Capturing value from knowledge assets: The new economy, markets for know-how, and intangible assets. California Management Review, 40, 55-79.
    Turban, D. B., & Greening, D. W. (1997). Corporate social performance and organizational attractiveness to prospective employees. Academy of Management Journal,40, 658-672.
    Turban, D. B. & Keon, T. L. (1993). Organizational attractiveness: An interactionist perspective. Journal of Applied Psychology,78, 184-193.
    Tversky,A. & Kahneman, D.(1981).Framing of decisions and the psychology of choice. Science, 211, 453-458.
    Vancouver, J. B. & Schmitt, N. W. (1991). An exploratory examination of person-organization fit.: Organizational goal congruence. Personnel Psychology, 44, 333-352.
    Wanous, J. P.(1973). Effect of a realistic job preview on job acceptance, job attitudes, and job survival. Journal of Applied Psychology,58, 327-332.
    Wanous, J. P.(1989). Installing a realistic job preview: ten tough choice. Personnel Psychology, 42, 117-134.
    Wanous, J. P , Poland, T. D. , Premack, S. L., & Davis, K. S.(1992). The effect of met expectations on newcomer attitude and behaviors: a review and meta-analysis. Journal of Applied Psychology, 77, 288-296.
    描述: 碩士
    國立政治大學
    心理學研究所
    92752013
    93
    資料來源: http://thesis.lib.nccu.edu.tw/record/#G0927520131
    資料類型: thesis
    顯示於類別:[心理學系] 學位論文

    文件中的檔案:

    檔案 描述 大小格式瀏覽次數
    52013101.pdf16KbAdobe PDF2946檢視/開啟
    52013102.pdf17KbAdobe PDF21132檢視/開啟
    52013103.pdf13KbAdobe PDF2954檢視/開啟
    52013104.pdf39KbAdobe PDF2903檢視/開啟
    52013105.pdf38KbAdobe PDF21484檢視/開啟
    52013106.pdf83KbAdobe PDF22071檢視/開啟
    52013107.pdf54KbAdobe PDF21828檢視/開啟
    52013108.pdf279KbAdobe PDF21223檢視/開啟
    52013109.pdf54KbAdobe PDF21112檢視/開啟
    52013110.pdf85KbAdobe PDF21465檢視/開啟
    52013111.pdf90KbAdobe PDF23153檢視/開啟


    在政大典藏中所有的資料項目都受到原著作權保護.


    社群 sharing

    著作權政策宣告 Copyright Announcement
    1.本網站之數位內容為國立政治大學所收錄之機構典藏，無償提供學術研究與公眾教育等公益性使用，惟仍請適度，合理使用本網站之內容，以尊重著作權人之權益。商業上之利用，則請先取得著作權人之授權。
    The digital content of this website is part of National Chengchi University Institutional Repository. It provides free access to academic research and public education for non-commercial use. Please utilize it in a proper and reasonable manner and respect the rights of copyright owners. For commercial use, please obtain authorization from the copyright owner in advance.

    2.本網站之製作，已盡力防止侵害著作權人之權益，如仍發現本網站之數位內容有侵害著作權人權益情事者，請權利人通知本網站維護人員(nccur@nccu.edu.tw)，維護人員將立即採取移除該數位著作等補救措施。
    NCCU Institutional Repository is made to protect the interests of copyright owners. If you believe that any material on the website infringes copyright, please contact our staff(nccur@nccu.edu.tw). We will remove the work from the repository and investigate your claim.
    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library IR team Copyright ©   - 回饋