Loading...
|
Please use this identifier to cite or link to this item:
https://nccur.lib.nccu.edu.tw/handle/140.119/125066
|
| Title: | 雇主品牌與實習前後組織吸引力─五大人格特質與實習計畫之影響
Organizational attractiveness of employer brand for interns: the impacts of big-five personality traits and internship program |
| Authors: | 侯瀞雯
Hou, Ching-Wen |
| Contributors: | 黃家齊
侯瀞雯
Hou, Ching-Wen |
| Keywords: | 雇主品牌
五大人格特質
組織吸引力
實習
導師制度
學習機會
Employer brand
Big-five personality traits
Organizational attractiveness
Internship
Mentoring
Learning opportunity |
| Date: | 2019 |
| Issue Date: | 2019-08-07 17:13:14 (UTC+8) |
| Abstract: | 人才競爭已成為各企業面臨的挑戰之一，亦即如何有效搜尋到符合企業文化及具備一定知識技能的員工是所有企業重視的，近年則越來越多企業利用實習計畫的方式以找尋潛在人才。過去許多研究皆指出，雇主品牌（employer brand）在內外部人才招募上有著重要的影響力，並且能有效提升組織的吸引力。本研究以實習為招募人才之工具，並以Ambler & Barrow（1996）所提出之雇主品牌三構面（功能性利益、經濟性利益及心理性利益）為核心，分為兩階段探討雇主品牌對組織內、外部吸引力之影響。階段一為針對實習前，探討學生在選擇實習企業時對雇主品牌利益之偏好，同時了解五大人格特質與特定雇主品牌之偏好的關係；階段二為針對實習後，探討實習計畫如何透過學生對特定雇主品牌認知的中介效果，影響組織吸引力認知。另外，比較學生在選擇實習企業時對雇主品牌的偏好和實習期間是否有留任意願及視該企業為未來雇主之關鍵雇主品牌因素。
本研究共蒐集到168個曾經或正在實習的學生樣本，得出之研究結果顯示，實習前，五大人格特質中的外向性與經濟性利益、經驗開放性與心理性利益、勤勉審慎性與功能性及經濟性利益有顯著正向關係；實習後，功能性、經濟性及心理性利益皆與組織吸引力有顯著正向關係，工作完整性與功能性利益、回饋性與心理性利益、導師制度與心理性利益、學習機會與功能性利益皆具顯著正向關係。另外，實習前後學生最重視皆為功能性利益，次之，實習前為重視心理性利益大於經濟性利益，實習期間則為經濟性利益大於心理利益。
Talent competition has become one of the challenges faced by enterprises. That is, how to effectively search for employees who are in line with corporate culture and have certain knowledge and skills is what really matters. In recent years, more and more companies have used internship programs in order to find potential talents. Many studies in the past have pointed out that the employer brand has an important influence on both internal and external recruitment, and can effectively enhance the organizational attractiveness. In this study, it will use internship as a recruitment tool, and focus on three aspects of employer brand (functional benefits, economic benefits, and psychological benefits) proposed by Ambler & Barrow (1996). It will be divided into two stages to explore organizational attractiveness including internal and external affected by employer brand. First stage is before internship, to explore students’ preference of the employer brand when choosing internship company. Simultaneously, to understand the relationship between the big-five personality traits and the preferences of specific employer brand. Second stage is after internship, to explore how the internship program affects the organization`s attractive perception through the mediating effect of students` perceptions toward specific employer brand. Furthermore, to compare students` preference for employer brand when choosing internship company and the key factor of employer brand whether there is any willingness to stay in the company and regard the company as future employers.
A total of 168 student samples who had internship experiences were collected at last. After doing data analysis, the results indicate that before internship, extraversion with economic benefits, openness to experience with psychological benefits, conscientiousness with functional and economic benefits have significant positive relationship. As for after internship, functional, economic, and psychological benefits have significant positive relationship with organizational attractiveness. Additionally, task identity with functional benefits, feedback with psychological benefits, mentoring with psychological benefits, learning opportunity with functional benefits have significant positive relationship. Last, before and after the internship, students pay the most attention to functional benefits. Secondly, before the internship, the emphasis on psychological benefits is greater than the economic benefits, while during internship period, the economic benefits are greater than psychological benefits. |
| Reference: | 黃天豪（2013），企業實習計畫之運行與組織吸引力之研究─以雇主品牌為中介變項，國立中山大學人力資源管理研究所未出版碩士論文。
鄧景宜、曾旭民、李怡禛、游朝舜（2011），International English Big-Five Mini-Markers之繁體中文版量表發展，管理學報，第28卷第6期，頁570-600。
張軍成（2010），我國企業雇主品牌的要素與結構研究─基於廣州地區五所高校生的實證應屆畢業生分析，茂民學院學報，第20卷第2期，頁63-66。
Aaker, J. L. (1997). Dimensions of brand personality. Journal of Marketing Research, 34 (3), 347-356.
Alkandari, Q. (2009). Employees retention in private sector an exploratory study in the State of Kuwait. Project paper submitted in partial fulfillment of the requirement for the degree of Master of Business Administration, Open University Malaysia.
Allport, G. W. (1961). Pattern and growth in personality. Oxford, England: Holt, Reinhart, & Winston.
Ambler, T. & Barrow, S. (1996). The employer brand. Journal of Brand Management, 4 (3), 185-206.
Anson, C. & Forsberg, L. (1990). Moving beyond the academic community. Written Communication, 7 (2), 200-231.
Armstrong, M. (2006). In a Handbook of Human Resource Management Practice, 10th Ed., Kogan Page Ltd, London.
Backhaus, K. & Tikoo, S. (2004). Conceptualizing and researching employer branding. Career Development International, 9 (5), 501-17.
Balmer, J. M. T. (1998). Corporate identity and the advent of corporate marketing.
Journal of Marketing Management, 14 (8), 963-96.
Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51 (6), 1173-1182.
Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: A meta‐analysis. Personnel psychology, 44 (1), 1-26.
Barrick, M. R., Mount, M. K., & Strauss, J. P. (1994). Antecedents of involuntary turnover due to a reduction in force. Personnel Psychology, 47 (3), 515-535.
Beenen, G. & Mrousseau, D. M. (2010). Getting the most from MBA internships: Promoting intern learning and job acceptance. Human Resource Management, 49 (1), 3-22.
Berry, L. & Parasuraman, A. (1992). Services marketing starts from within. Marketing Management, 1 (1), 24-34.
Berthon, P., Ewing, M., & Hah, L. L. (2005). Captivating company: Dimensions of attractiveness in employer branding. International Journal of Advertising, 24 (2), 151-172.
Bondarouk, T., Ruel, H. J. M., & Weekhout, W. (2012). Employer branding and its effect on organizational attractiveness via the world wide web: Results of quantitative and qualitative studies combined. In Proceedings of the 4th International e-HRM Academic Conference on Innovation, Creativity and e-HRM, (pp. -)
Borgatta, E. F. (1964). The structure of personality characteristics. Behavioral Science, 9 (1), 8-17.
Breaugh, J. (2013). Employee recruitment. Annual Review of Psychology, 64 (1), 389-416.
Cable, D. & Graham, M. (2000). The determinants of job seekers` reputation perceptions. Journal of Organizational Behavior, 21 (8), 929-947.
Cattell, R. B. (1943). The description of personality: Basic traits resolved into clusters. The Journal of Abnormal and Social Psychology, 38 (4), 476-506.
Chatman, J. (1989). Matching people and organizations: Selection and socialization in public accounting firms. Academy of Management Proceedings, 1989 (1), 199-203.
Cohen, J. (1988). Statistical Power Analysis for the Behavioral Sciences, 2th Ed. United States of America: Lawrence Erlbaum Associates.
Collins, C. & Stevens, C. (2002). The relationship between early recruitment-related activities and the application decisions of new labor-market entrants: A brand equity approach to recruitment. Journal of Applied Psychology, 87 (6), 1121-1133.
Cortina, J. M. (1993). What is coefficient alpha? An examination of theory and applications. Journal of applied psychology, 78 (1), 98.
Costa, P., McCrae, R. R., & Dye, D. A. (1991). Facet scales for agreeableness and conscientiousness: A revision of the NEO personality inventory. Personality and Individual Differences, 12 (9), 887-898.
Costa, P. T. & McCrae, R. R. (1992). Normal personality assessment in clinical practice: The NEO Personality Inventory. Psychological Assessment, 4 (1), 5-13.
Crowe A. (2016). A study into the differences in the importance values of employer attractiveness among prospective employees and current employees in the ICT sector in Ireland, in respect of organisation X. National College of Ireland.
de Chernatony, L. (2001). From brand vision to brand evaluation, Butterworth-Heinemann, Oxford.
de Chernatony, L. (2002). Would a brand smell any sweeter by a corporate name? Corporate Reputation Review, 5 (2), 114-32.
Dell, D. & Ainspan, N. (2001). Engaging employees through your brand, Conference Board Report No. R-1288-01-RR, April, Conference Board, Washington, DC.
Digman, J. M. & Takemoto-Chock, N. K. (1981). Factors in the natural language of personality: Re-analysis, comparison, and interpretation of six major studies. Multivariate Behavioral Research, 16 (2), 149-170.
Digman, J. M. (1989). Five robust trait dimensions: Development, stability, and utility. Journal of Personality, 57 (2), 195-214.
Digman, J. M. (1990). Personality structure: Emergence of the five-factor model. Annual Review of Psychology, 4 (1), 417-440.
Divine, R., Linrud, J., Miller, R., & Wilson, J. (2007). Required internship programs in marketing: Benefits, challenges and determinants of fit. Marketing Education Review, 17 (2), 45-52.
Dreher, G. & Ash, R. (1990). A comparative study of mentoring among men and women in managerial, professional, and technical positions. Journal of Applied Psychology, 75 (5), 539-546.
Einwiller, S. & Will, M. (2002). Towards an integrated approach to corporate branding – an empirical study. Corporate Communications, 7 (2), 100-9.
Sokro, E. (2012). Impact of employer branding on employee attraction and retention. European Journal of Business and Management, 4 (18).
Ewing, M., Pitt, L., de Bussy, N., & Berthon, P. (2002). Employment branding in the knowledge economy. International Journal of Advertising, 21 (1), 3-22.
Faunce, W., Turner, A., & Lawrence, P. (1965). Industrial jobs and the worker: An investigation of response to task attributes. American Sociological Review, 30 (5), 810.
Fiske, D. W. (1949). Consistency of the factorial structures of personality ratings from different sources. The Journal of Abnormal and Social Psychology, 44 (3), 329-344.
Frederickson, T. G. (2000). Work value congruence and internships. Dissertation Abstracts International, A61(01), 250. (UMI No. AAT9958727)
Gatewood, R., Gowan, M., & Lautenschlager, G. (1993). Corporate image, recruitment image and initial job choice decisions. Academy of Management Journal, 36 (2), 414-427.
Gault, J., Redington, J., & Schlager, T. (2000). Undergraduate business internships and career success: Are they related? Journal of Marketing Education, 22 (1), 45-53.
Gerstner, C. R. & Day, D. V. (1997). Meta-analytic review of leader member exchange theory: Correlates and construct issues. Journal of Applied Psychology, 82 (6), 827-844.
Guilford, J. P. & Zimmerman, W. S. (1949). The Guilford-Zimmerman temperament survey. [Test booklet and manual]. Oxford, England: Sheridan Supply Co.
Hackman, J. & Lawler, E. (1971). Employee reactions to job characteristics. Journal of Applied Psychology, 55 (3), 259-286.
Hackman, J. R. & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational behavior and human performance, 16 (2), 250-279.
Hall, M., Stiles G., Kuzma, J., & Elliott, K. (1995). A comparison of student and employer expectations with regard to business internships, Marketing Education Review, 5 (3), 41-49.
Herzberg, F., Mausner, B., & Snyderman, B. (1959). The motivation to work, 2th Ed. New York: Wiley.
Heskett, J. L. (1987). Lessons in the service sector. Harvard Business Review, 65, 18-26.
Highhouse, S., Zickar, M., Thorsteinson, T., Stierwalt, S., & Slaughter, J. (1999). Assessing company employment image: An example in the fast food industry. Personnel Psychology, 52 (1), 151-172.
Highhouse, S., Lievens, F., & Sinar, E. (2003). Measuring Attraction to Organizations. Educational and Psychological Measurement, 63, 986-1001.
Hogan, R. (1986). Manual for the Hogan Personality Inventory. Minneapolis: National Computer Systems.
Jenner, S. & Taylor, S. (2009). Employer branding-fad or the future of HR? CIPD London, retrieved from http://www.cipd.co.uk/NR/rdonlyres/56C8377F-256B-4556-8650-8408B0E07576/0/empbrandlatfad.pdf on June 5, 2019.
Judge, T. & Locke, E. (1993). Effect of dysfunctional thought processes on subjective well-being and job satisfaction. Journal of Applied Psychology, 78 (3), 475-490.
Judge T. A., Martocchio J. J., & Thoresen C. J. (1997). Five-factor model of personality and employee absence. Journal of Applied Psychology, 82, 745-755.
Judge, T. A., Higgins, C. A., Thoresen, C. J., & Barrick, M. R. (1999). The big five personality traits, general mental ability, and career success across the life span. Personnel psychology, 52 (3), 621-652.
Kaye, B. & Evans S. J. (2000). Retention: Tag, you’re it. Training and Development, 29-34.
King, S. (1991). Brand-building in the 1990s. Journal of Marketing Management, 7 (1), 3-13.
Knemeyer, A. & Murphy, P. (2002). Logistics internships. International Journal of Physical Distribution & Logistics Management, 32 (2), 135-152.
Lawler, E. (1969). 3. Job design and employee motivation. Personnel Psychology, 22 (4), 426-435.
Lievens, F. & Highhouse, S. (2003). The relation of instrumental and symbolic attributes to a company`s attractiveness as an employer. Personnel Psychology, 56, 75-102.
Liu, Y., Xu, J., & Weitz, B. A. (2011). The role of emotional expression and mentoring in internship learning. Academy of Management Learning & Education, 10 (1), 94-110.
Lloyd, S. (2002). Branding from the inside out. BRW, 24 (10), 64–66.
Maskooki, K., Rama, D. V., & Raghunanandan, K. (1998). Internships in undergraduate finance programs. Financial Practice & Education, 20, 94-102.
Melamed, T. (1996). Career success: An assessment of a gender-specific model. Journal of Occupational and Organizational Psychology, 69 (3), 217-242.
Molseed, T., Alsup, J., & Voyles, J. (2003). The role of the employer in shaping students` work-related skills. Journal of Employment Counseling, 40 (4), 161-171.
Morgeson, F. P. & Humphrey, S. E. (2006). The Work Design Questionnaire (WDQ): Developing and validating a comprehensive measure for assessing job design and the nature of work. Journal of Applied Psychology, 91, 1321-1339.
Moroko, L. & Uncles, M. D. (2008). Characteristics of successful employer brands. Journal of Brand Management, 6 (3), 160-75.
Narayanan, V., Olk, P., & Fukami, C. (2006). Determinants of internship effectiveness: An exploratory model. Academy of Management Proceedings, 2006 (1), E1-E6.
Norman, W. T. (1963). Toward an adequate taxonomy of personality attributes: Replicated factor structure in peer nomination personality ratings. The Journal of Abnormal and Social Psychology, 66 (6), 574-583.
Payne, S., Youngcourt, S., & Beaubien, J. (2007). A meta-analytic examination of the goal orientation nomological net. Journal of Applied Psychology, 92 (1), 128-150.
Pedro, J. (1984). Induction into the workplace: The impact of internships. Journal of Vocational Behavior, 25 (1), 80-95.
Pianko, D. (1996). Power internships. Management Review, 85 (12), 31-33.
Rawls, D. J. & Rawls, J. R. (1968). Personality characteristics and personal history data of successful and less successful executives. Psychological Reports, 23 (3, Pt. 2), 1032-1034.
Roccas, S., Sagiv, L., Schwartz, S. H., & Knafo, A. (2002). The big five personality factors and personal values. Personality and social psychology bulletin, 28 (6), 789-801.
Rothman, M. (2003). Internships: Most and least favored aspects among a business school sample. Psychological Reports, 93 (7), 921.
Rothman, M. (2007). Business students’ evaluation of their internships. Psychological Reports, 101 (5), 319.
Rothman, M. (2007). Lessons learned: Advice to employers from interns, Journal of Education for Business, 82 (3), 140-144
Russell, J. & Adams, D. (1997). The changing nature of mentoring in organizations: An introduction to the special issue on mentoring in organizations. Journal of Vocational Behavior, 51 (1), 1-14.
Sandhya, K., & Kumar, D. P. (2011). Employee retention by motivation. Indian Journal of science and technology, 4 (12), 1778-1782.
Scandura, T. & Viator, R. (1994). Mentoring in public accounting firms: An analysis of mentor-protégé relationships, mentorship functions, and protégé turnover intentions. Accounting, Organizations and Society, 19 (8), 717-734.
Scandura, T. A., & Ragins, B. R. (1993). The effects of sex and gender role orientation on mentorship in male-dominated occupations. Journal of Vocational Behavior, 43, 251-265.
Schreurs, B., Druart, C., Proost, K., & De Witte, K. (2009). Symbolic attributes and organizational attractiveness: the moderating effects of applicant personality. International Journal of Selection and Assessment, 17 (1), 35-46.
Shavitt, S. (1990). The role of attitude objects in attitude functions. Journal of Experimental Social Psychology, 26 (2), 124-148.
Sirgy, M. (1982). Self-concept in consumer behavior: A critical review. Journal of Consumer Research, 9, 287-300.
Slaughter J. E., Zickar M. J., Highhouse S., & Mohr D. C. (2004). Personality trait inferences about organizations: Development of a measure and assessment of construct validity. Journal of Applied Psychology, 89 (1), 85-103.
Smith, G. M. (1967). Usefulness of peer ratings of personality in educational research. Educational and Psychological Measurement, 27 (4), 967-984.
Solomon, M. (1983). The role of products as social stimuli: A symbolic interactionism perspective. Journal of Consumer Research, 10 (3), 319.
Sullivan, J. (2004). Eight elements of a successful employment brand, ER Daily from www.erexchange.com/articles/db/52CB45FDADFAA4CD2BBC366659E26892A.asp on June 5, 2019.
Taylor, M. (1988). Effects of college internships on individual participants. Journal of Applied Psychology, 73 (3), 393-401.
The Conference Board (2001). Engaging employees through your brand, The Conference Board, New York, NY.
Thomson, K., de Chernatony, L., Arganbright, L., & Khan, S. (1999). The buy-in benchmark: How staff understanding and commitment impact brand and business performance. Journal of Marketing Management, 15 (8), 819-35.
Towers P. (2005). Winning strategies for a global workforce: Attracting, retaining, and engaging employees for competitive advantage, Executive Report TP449-05, Stamford, CT.
Turban, D. & Greening, D. (1997). Corporate social performance and organizational attractiveness to prospective employees. Academy of Management Journal, 40 (3), 658-672.
Wanberg, C. R., Watt, J. D., & Rumsey, D. J. (1996). Individuals without jobs: An empirical study of job-seeking behavior and reemployment. Journal of Applied Psychology, 81 (1), 76-87.
Watson, D. & Clark, L. A. (1997). Extraversion and its positive emotional core. In R. Hogan, J. A. Johnson, & S. R. Briggs (Eds.), Handbook of personality psychology (767-793). San Diego, CA, US: Academic Press. |
| Description: | 碩士
國立政治大學
企業管理研究所(MBA學位學程)
106363098 |
| Source URI: | http://thesis.lib.nccu.edu.tw/record/#G0106363098 |
| Data Type: | thesis |
| DOI: | 10.6814/NCCU201900354 |
| Appears in Collections: | [企業管理研究所（MBA學位學程）] 學位論文
|
Files in This Item:
| File |
Size | Format | |
|---|
| 309801.pdf | 1629Kb | Adobe PDF2 | 199 | View/Open |
|
All items in 政大典藏 are protected by copyright, with all rights reserved.
|
