甄選過程特性對組織承諾之影響：以工作鑲嵌為中介

Abstract

本研究旨在探討包含不同特性的甄選過程對組織承諾的影響，並以工作鑲嵌為中介。而本研究的主要目的，在於將工作鑲嵌的研究向前延伸，將工作鑲嵌關聯到甄選過程特性。甄選過程特性包含：契合（應徵者與企業及職位之契合度）、犧牲（甄選過程所要求或應徵者自願為參與甄選所犧牲之程度）、連結（應徵者在進入企業前與企業的連結強弱）。假設甄選過程中包含越多對應徵者與企業間契合、連結的評估活動、甄選過程中應徵者為參與甄選所作出之犧牲越多，越能提升員工進入企業後的工作鑲嵌及組織承諾程度，且甄選過程特性能夠透過工作鑲嵌的中介提升組織承諾程度。以問卷施測的方式對經甄選而取得工作之在職者進行資料蒐集，採網路問卷和紙本問卷併行，並以兩周為間隔兩階段發放，總計取得一百七十一份有效問卷。研究結果顯示，1. 甄選過程特性中契合、犧牲、連結構面，皆對應徵者進入企業後工作鑲嵌程度有正面影響；2. 甄選過程特性中契合及犧牲構面，對應徵者進入企業後之組織承諾有正面影響；3.契合及犧牲構面能夠透過工作鑲嵌的中介提升組織承諾程度，而在連結構面，雖然工作鑲嵌在連結與組織承諾關係間不具中介效果，但卻具有間接效果，即連結能夠經由影響工作鑲嵌程度，再由工作鑲嵌程度影響組織承諾。本研究結果能夠幫助企業了解不同甄選工具及流程設計可對員工組織承諾造成影響，在甄選實務上作為參考之用。

The main purpose of this research is to investigate how the different characteristics of the employees’ experienced job selection process affect their job embeddedness and organizational commitment and how the job embeddedness mediates the effects of the characteristics of selection process on organizational commitment. This research is aimed to extend the literature of job embeddedness to include the influence of characteristics of the experienced selection process on the embeddedness. We hypothesized that the more value fit experienced by employees in selection process, the more sacrifice they had made for acquiring their jobs, or the more linkage they had worked to develop with their employers in selection process, the more embeddedness they would experience and more committed to their employers they would become after taking their jobs. This research used questionnaire to collect data on the employees who had gone through their job selection processes. The data were collected on-site and/or on-line in two stages. In the first stage, the survey respondents provided assessment on their experienced job selection processes and their perceived embeddedness after taking their jobs. After a two-week interval, in the second stage, they provided assessment on their experienced organizational commitment after working on their jobs. The final sample included 171 subjects. We found that the "fit", "sacrifice" and "linkage" characteristics of the selection process were positively related to job embeddedness; the "fit" and "sacrifice" characteristics were positively related to organizational commitment; and job embeddedness mediated the effects of the "fit" and "sacrifice" on organizational commitment. Furthermore, we found job embeddedness had an indirect positive relationship with organizational commitment through the "linkage" characteristic. The results of this study provided businesses an understanding about the influence of job selection processes on employees’ organizational commitment, the knowledge useful for designing the proper selection process that can enhance employees’ commitment.