标题: | 甄选过程特性对组织承诺之影响:以工作镶嵌为中介 The effects of different characteristics of the selection process on organizational commitment: The mediation of job embeddedness |
作者: | 潘昱岑 Pan, Yu-Tsen 王耀德 Wang, Yau-De 管理科学系所 |
关键字: | 甄选;甄选过程特性;工作镶嵌;组织承诺;Job Selection;Characteristics of Selection Process;Job Embeddedness;Organizational Commitment |
公开日期: | 2013 |
摘要: | 本研究旨在探讨包含不同特性的甄选过程对组织承诺的影响,并以工作镶嵌为中介。而本研究的主要目的,在于将工作镶嵌的研究向前延伸,将工作镶嵌关联到甄选过程特性。甄选过程特性包含:契合(应征者与企业及职位之契合度)、牺牲(甄选过程所要求或应征者自愿为参与甄选所牺牲之程度)、连结(应征者在进入企业前与企业的连结强弱)。假设甄选过程中包含越多对应征者与企业间契合、连结的评估活动、甄选过程中应征者为参与甄选所作出之牺牲越多,越能提升员工进入企业后的工作镶嵌及组织承诺程度,且甄选过程特性能够透过工作镶嵌的中介提升组织承诺程度。以问卷施测的方式对经甄选而取得工作之在职者进行资料搜集,采网路问卷和纸本问卷并行,并以两周为间隔两阶段发放,总计取得一百七十一份有效问卷。研究结果显示,1. 甄选过程特性中契合、牺牲、连结构面,皆对应征者进入企业后工作镶嵌程度有正面影响;2. 甄选过程特性中契合及牺牲构面,对应征者进入企业后之组织承诺有正面影响;3.契合及牺牲构面能够透过工作镶嵌的中介提升组织承诺程度,而在连结构面,虽然工作镶嵌在连结与组织承诺关系间不具中介效果,但却具有间接效果,即连结能够经由影响工作镶嵌程度,再由工作镶嵌程度影响组织承诺。本研究结果能够帮助企业了解不同甄选工具及流程设计可对员工组织承诺造成影响,在甄选实务上作为参考之用。 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. |
URI: | http://140.113.39.130/cdrfb3/record/nctu/#GT070153107 http://hdl.handle.net/11536/74366 |
显示于类别: | Thesis |