求職難度與賽局理論之應用－求職者限制因素觀點__臺灣人文及社會科學引文索引資料庫

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題名：	求職難度與賽局理論之應用－求職者限制因素觀點
作者：	楊奕源
作者(外文)：	Yang Yih Yuan
校院名稱：	大葉大學
系所名稱：	管理研究所博士班
指導教授：	姚惠忠
學位類別：	博士
出版日期：	2004
主題關鍵詞：	人力資本人力負債求職者限制因素求職難度賽局理論；human capital；human liability；Job Seeker''s traints；difficulty of job seeking；game theory
原始連結：	連回原系統網址
相關次數：	被引用次數:期刊(0) 博士論文(0) 專書(0) 專書論文(0) 排除自我引用:0 共同引用:0 點閱:56

本研究從職位取得的消極因素出發，運用賽局分析結果得到7個完美貝氏均衡(PBE)，歸納六點結論為：1.求職者是否降低限制因素，取決於雇主對求職者類型之信念與降低限制因素之成本。2.雇主的信念，取決於薪資水準的高低。3.求職者能夠接受降低限制因素之成本，受雇主對求職者類型信念之影響。4. 當雇主發現當求職者不降限制因素，且對求職者類型之信念偏向L type時，雇主可能得到負報償。5. 當雇主對於不降限制因素的求職者之類型信念偏向M type，且降低限制因素成本過高時，將導致勞資雙輸的不利結果。6. 當雇主對降低限制因素的求職者偏向M type信念時，雇主可能得負的報償。
本研究從人力負債概念出發，探討求職者限制因素對求職難度的影響。研究發現限制因素可分為三個潛在構面，分別為求職者心理因素、求職技能與外部限制，求職難度與3個構面、14項限制因素皆成顯著正相關，限制因素越多，求職者求職難度越高。
外部限制構面，屬於長期人力負債性質，需要透過政府或社會的力量來協助。另外兩個構面，屬於流動人力負債，只要求職者調整認知與觀念或受簡易訓練，就能有效產生降低限制因素的效果。另外要降低求職難度，應以降低流動人力負債屬性的限制因素為主要目標。限制因素則以「自信心不足」列為優先處理項目，而要提振求職者自信心作法包括：有效的解除求職者自我設限、調整其職場價值觀、提振其求職積極度、協助確定職場興趣、解決其學與用失調等措施，應可產生效果。

以文找文

This study is based on passive factors of acquiring job positions. It uses game theory analysis to obtain 7 Perfect Bayesian Equilibriums (PBEs) and draw 6 conclusions: (1) whether job seekers reduce the constraint factors depends on the employers’ faith in the individual types of job seekers and the cost, to the job seeker, of reducing constraint factors; (2) the employers’ faith depends on the level of the salary; (3) that job seekers accept reducing constraint factors based on employers’ faith in their types; (4) when employers find out that job seekers are not willing to reduce the constraint factors, and their faith leans to L type workers, employers will experience negative productivity; (5) when employers find out that job seekers are not willing to reduce their constraint factors, employers’ faith leans to M type workers, and the cost of reducing constraint factors is high, unfavorable effects between labor and capital will result; and (6) when job seekers are willing to reduce constraint factors and employers’ faith leans toward M type employees, employers might experience negative productivity.
This study probes the influences of constraint factors on the difficulty of job seeking, based on the concept of human liability. Additionally, it finds 14 constraint factors have 3 potential classifications, including psychological factors of job seekers, job seeking skills, and external constraints. The difficulty of job seeking has significant correlations with all 3 classifications of the 14 constraint factors. When job seekers have more constraint factors, their difficulty of job seeking will be higher.
The constraint factors of job seekers belonging to the external constraint classification are long-term human liabilities. Reducing the negative impact of these constraint factors will take longer and be very costly. As a result, reducing the impact of these factors requires assistance from the government and society. Thus, a better effect for the job seekers will be generated.
The other 2 classifications of constraint factors belong have characteristics of current human liabilities. As long as job seekers have adjustable cognition and perception toward position requirements or take part in relative, simple, and easy training. Consequently, reducing the negative impact of these constraint factors can be done effectively. In addition, this research also found that in order to reduce the difficulty of job seeking, the main goal is to reduce the negative impact of constraint factors classified as current human liabilities. Among the 14 constraint factors, the factor found to have the highest correlation with difficulty of job seeking was “low self-confidence.” The ways to improve the job seekers’ self-confidence include effectively reducing self-handicapping, adjusting workplace values, enhancing job-seeking enthusiasm, increasing work interest and adjusting imbalances academic knowledge and work experience. Thus, a better effect for seeking jobs should be generated.

以文找文

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