招募網站和個人知覺對於組織吸引力的影響要素分析：以研發替代役為主

Abstract

利用企業網路來吸引潛在應徵者，在最近這幾年呈現穩定成長的趨勢。即便如此，仍有應徵者覺得企業網站太難使用。數據顯示，超過20%的應徵者覺得企業網站設計太爛，而放棄申請該工作機會(Pastore, 2000)。 而目前研究所男學生，大多在畢業前一年，投遞各公司研發替代役的職缺，因為學生本身沒有太多的工作經驗，更容易參考職缺內容而改變選擇。而主觀因素也是影響潛在應徵者是否願意對企業投遞履歷的要素之一，故本研究針對研發替代役，以資訊系統成功模式衡量網站品質，並以社會認知理論衡量個人認知，組合各構念探討與科技接受模式的關係，進而推論是否會影響企業的組織吸引力。 本研究結果證明研發替代役具有較高的網際網路自我效能和結果預期，也意謂著招募網站的重要性，其中資訊品質和服務品質有極大的影響力，代表企業在招募研發替代役的時期，需要利用資訊品質和服務品質即時幫助應徵者，進而提高組織吸引力。

From 21 century, the Internet is currently booming. Tradition recruit information presents in newspapers, magazine, and it change to the Internet. In recent years, many companies use recruit website to attract potential job applicants. However, there are a lot of people who think company’s recruit website is too difficult to use. And over 20% applicants think corporate website is poor and then give up the apply chances. Now male students who are master degree or PhD will try to find a research and development substitute services of corporate before graduating. Because students don’t have many experiences in jobs, they are easy to trust the information of jobs on corporate recruit website. Subjective factor is also important to influence prospective job applicants. In this study, focus on research and development substitute services, combines information systems success model, social cognitive theory and Technology Acceptance Model to analyze the relationship between the organizational attractiveness to explore whether it will affect recruiting results. The results of this study prove that the research and development substitute services with higher Internet self-efficacy and Internet outcome expectancy, but also means that the importance of the recruitment website, where information quality and service quality has a great influence in the recruitment of alternative service period. It’s necessary to use information quality and service quality to help candidates instantly, thereby increasing the attractiveness of the organization.