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dc.contributor.authorTsai, Wei-Chien_US
dc.contributor.authorChi, Nai-Wenen_US
dc.contributor.authorHuang, Tun-Chunen_US
dc.contributor.authorHsu, Ai-Juen_US
dc.date.accessioned2014-12-08T15:19:49Z-
dc.date.available2014-12-08T15:19:49Z-
dc.date.issued2011-04-01en_US
dc.identifier.issn0269-994Xen_US
dc.identifier.urihttp://dx.doi.org/10.1111/j.1464-0597.2010.00434.xen_US
dc.identifier.urihttp://hdl.handle.net/11536/14048-
dc.description.abstractThe resume is the most commonly used selection tool for organisations. Past studies have demonstrated that recruiter hiring recommendations can be predicted based on the content of applicant resumes. However, the mechanisms underlying the links between resume contents and hiring recommendations remain unclear. The present study extends previous research by examining the mediating roles of recruiters' multi-faceted fit perceptions in a field setting. Data were collected from 216 organisational recruiters who participated in campus recruitment at seven universities in Taiwan. The results showed that applicant work experience and educational background increased recruiter hiring recommendations through recruiter perceived person-job (P-J) fit. In addition, applicant work experience predicted recruiter perceived person-organisation (P-O) fit, which in turn enhanced recruiter hiring recommendations.en_US
dc.language.isoen_USen_US
dc.titleThe Effects of Applicant Resume Contents on Recruiters' Hiring Recommendations: The Mediating Roles of Recruiter Fit Perceptionsen_US
dc.typeArticleen_US
dc.identifier.doi10.1111/j.1464-0597.2010.00434.xen_US
dc.identifier.journalAPPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALEen_US
dc.citation.volume60en_US
dc.citation.issue2en_US
dc.citation.spage231en_US
dc.citation.epage254en_US
dc.contributor.department交大名義發表zh_TW
dc.contributor.departmentNational Chiao Tung Universityen_US
dc.identifier.wosnumberWOS:000287863500003-
dc.citation.woscount5-
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