任用管理的研究與實務落差：文獻觀點、人資工作者認知與臺灣企業實務三者之比較_

:::

詳目顯示

第 1 筆 / 總合 1 筆

/1頁

來源文獻資料
摘要
外文摘要
引文資料

題名：	任用管理的研究與實務落差：文獻觀點、人資工作者認知與臺灣企業實務三者之比較
書刊名：	人力資源管理學報
作者：	黃敦群／羅玉娟
作者(外文)：	Huang, Tun-chun／Lo, Yu-chuan
出版日期：	2014
卷期：	14:3
頁次：	頁25-61
主題關鍵詞：	研究與實務落差；甄選；招募；任用；循證管理；Practice-research gap；Selection；Recruitment；Staffing；Evidence-based management
原始連結：	連回原系統網址
相關次數：	被引用次數:期刊(2) 博士論文(0) 專書(0) 專書論文(0) 排除自我引用:2 共同引用:29 點閱:195

本研究透過問卷調查234位人資工作者，試圖瞭解在企業進行任用管理時可能出現的研究與實務落差。結果指出：（1）人資工作者對於智力測驗、非結構式面談及商業招募網頁等招募甄選工具有效性的認知與文獻觀點間具有最大的落差；（2）人資工作者對於評鑑中心法、筆跡測驗、誠信測驗、工作經驗、人才博覽會及公立就業服務機構等招募甄選工具有效性的認知也並未反應在任用實務作法上；（3）企業在制定雇用決策時大多會參考二至三項甄選工具的分數，在決定最終錄取名單時則是透過主管所做的綜合判斷。整體而言，本研究不僅有助於回答任用領域中研究與實務落差可能存在的面向，也提供了初步的建議以強化管理研究、人資工作者認知及任用實務三方面的連結，進而達到落實循證管理的目標。

以文找文

Gaps between scientific evidence and human resource (HR) practices have received considerable attention over the years. However, especially in Taiwan, empirical evidence regarding practice-research gap is still scant. Hence, the present study is designed to evaluate practice-research gaps in the area of staffing management in Taiwan. Questionnaires filled by 234 HR professionals indicated that there are considerable knowing gaps concerning the effectiveness of intelligence tests, unstructured interviews and employment websites. As for the knowing-doing gaps, practitioners' beliefs and actual staffing practices were not compatible with issues such as assessment centers, handwriting tests, integrity tests, work experience, job fairs, and public employment service agencies. Results also showed that companies in Taiwan typically employ two to three selection methods in selecting job candidates and rely primarily on supervisors' subjective judgments in making final employment decisions. Taken together, the present study not only contributes to identify the practice-research gaps in staffing management but also provide suggestions for both research communities and practitioners to reduce these gaps. Strengthening the linkages among scientific evidence, practitioners' beliefs and staffing practices employed in organizations could improve the effectiveness of business operations. Accordingly, organizations are advised to adopt the perspective of evidence-based management in making management decisions.

以文找文

期刊論文
1.	McDaniel, M. A.、Schmidt, F. L.、Hunter, J. E.(1988)。Job experience correlates of job performance。Journal of Applied Psychology，73(2)，327-330。
2.	Rynes, S. L.、Colbert, A. E.、Brown, K. G.(2002)。HR professionals' beliefs about effective human resource practices: Correspondence between research and practice。Human Resource Management，41，149-174。
3.	Becker, T. E.(2005)。Development and validation of a situational judgment test of employee integrity。International Journal of Selection and Assessment，13(3)，225-232。
4.	孫澤厚(2002)。論管理觀念與管理行為的落差--兼論管理教學改革。交通高教研究，4，63-65。延伸查詢
5.	(2013)。理論對上實務到底有沒有用處?。商業周刊，1323，38-40。延伸查詢
6.	Bansal, P.、Bertels, S.、Ewart, T.、MacConnachie, P.、O'Brien, J.(2012)。Bridging the research-practice gap。Academy of Management Perspectives，26，73-92。
7.	Breaugh, J. A.(2008)。Employee recruitment: Current knowledge and important areas for future research。Human Resource Management Review，18，103-118。
8.	Breaugh, J. A.(2009)。The use of biodata for employee selection: Past research and future directions。Human Resource Management Review，19，219-231。
9.	Browning, R. C.(1968)。Validity of reference ratings from previous employers。Personnel Psychology，21，389-393。
10.	Carless, S. A.、Rasiah, J.、Irmer, B. E.(2009)。Discrepancy between human resource research and practice: Comparison of industrial/organisational psychologists and human resource practitioners' beliefs。Australian Psychologist，44，105-111。
11.	Geyskens, I.、Krishnan, R.、Steenkamp, J. B. E. M.、Cunha, P. V.(2009)。A review and evaluation of meta-analysis practices in management research。Journal of Management，35，393-419。
12.	Harold, C. M.、McFarland, L. A.、Weekly, J. A.(2006)。The validity of verifiable and non-verifiable biodata items: An examination across applicants and incumbents。International Journal of Selection and Assessment，14，336-346。
13.	Judge, T. A.、Higgins, C. A.、Cable, D. M.(2000)。The employment interview: A review of recent research and recommendations for future research。Human Resource Management Review，10，383-406。
14.	Rafaeli, A.、Klimoski, R. J.(1983)。Predicting sales success through handwriting analysis: An evaluation of the effects of training and handwriting sample content。Journal of Applied Psychology，68(2)，212-217。
15.	Robertson, I. T.、Makin, P. J.(1986)。Management selection in Britain: A survey and critique。Journal of Occupational Psychology，59，45-57。
16.	Rousseau, D. M.、Barends, E. G. R.(2011)。Becoming an evidence-based HR practitioner。Human Resource Management Journal，21，221-235。
17.	Ryan, A. M.、Tippins, N. T.(2004)。Attracting and selecting: What psychological research tells us。Human Resource Management，43，305-318。
18.	Rynes, S. L.、Brown, K. G.、Colbert, A. E.(2002)。Seven common misconceptions about human resource practices: Research findings versus practitioner beliefs。Academy of Management Perspectives，16(3)，92-103。
19.	Sanders, K.、van Riemsdijk, M.、Groen, B.(2008)。The gap between research and practice: A replication study on the HR professionals' beliefs about effective human resource practices。International Journal of Human Resource Management，19，1976-1988。
20.	Sawyer, J.(1996)。Measurement and predictions, clinical and statistical。Psychological Bulletin，66，178-200。
21.	Taylor, P. J.、Pajo, K.、Cheung, G. W.、Stringfield, P.(2004)。Dimensionality and validity of a structured telephone reference check procedure。Personnel Psychology，57，745-772。
22.	Thornton, G. C.、Krause, D. E.(2009)。Selection versus development assessment centers: An international survey of design, execution, and evaluation。International Journal of Human Resource Management，20，478-498。
23.	Van Iddekinge, C. H.、Putka, D. J.、Campbell, J. P.(2011)。Reconsidering vocational interests for personnel selection: The validity of an interest-based selection test in relation to job knowledge, job performance, and continuance intentions。Journal of Applied Psychology，96，13-33。
24.	Zibarras, L. D.、Woods, S. A.(2010)。A survey of UK selection practices across different organization sizes and industry sectors。Journal of Occupational and Organizational Psychology，83，499-511。
25.	Chapman, D. S.、Zweig, D. I.(2005)。Developing a Nomological Network for Interview Structure: Antecedents and Consequences of the Structured Selection Interview。Personnel Psychology，58(3)，673-702。
26.	Eden, D.(2002)。Replication, Meta-Analysis, Scientific Progress, and AMJ’s Publication Policy。Academy of Management Journal，45(5)，841-846。
27.	McDaniel, Michael A.、Whetzel, Deborah L.、Schmidt, Frank L.、Maurer, Steven D.(1994)。The Validity of Employment Interviews: A Comprehensive Review and Meta-analysis。Journal of Applied Psychology，79(4)，599-616。
28.	Taylor, P. J.、Small, B.(2002)。Asking Applicants What They Would Do versus What They Did Do: A Meta-analytic Comparison of Situational and Past Behaviour Employment Interview Questions。Journal of Occupational and Organizational Psychology，75，277-294。
29.	Breaugh, J. A.、Starke, M.(2000)。Research on employee recruitment: So many studies, so many remaining questions。Journal of Management，26(3)，405-434。
30.	Phillips, A. S.、Bedeian, A. G.(1994)。Leader-follower exchange quality: the role of personal and interpersonal attributes。Academy of Management Journal，37(4)，990-1001。
31.	Ones, Deniz S.、Viswesvaran, Chockalingam、Schmidt, Frank L.(1993)。Comprehensive meta-analysis of integrity test validities: Findings and implications for personnel selection and theories of job performance。Journal of Applied Psychology，78(4)，679-703。
32.	Schmidt, F. L.、Hunter, J. E.(1998)。The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings。Psychological Bulletin，124(2)，262-274。
33.	Hough, Leaetta M.(1992)。The 'Big Five' Personality Variables--Construct Confusion: Description Versus Prediction。Human Performance，5(1/2)，139-155。
34.	Schmidt, F. L.、Hunter, J. E.、Outerbridge, A. N.(1986)。Impact of Job Experience and Ability on Job Knowledge, Work Sample Performance, and Supervisory Ratings of Job Performance。Journal of Applied Psychology，71(3)，432-439。
35.	Campion, M. A.、Pursell, E. D.、Brown, B. K.(1988)。Structured Interviewing: Raising the Psychometric Properties of the Employment Interview。Personnel Psychology，41，25-42。
36.	Williams, C. R.、Labig, C. E. Jr.、Stone, T. H.(1993)。Recruitment sources and posthire outcomes for job applicants and new hires: A test of two hypotheses。Journal of Applied Psychology，78(2)，163-172。
37.	Hinkin, T. R.(1995)。A review of scale development practices in the study of organizations。Journal of Management，21(5)，967-988。
38.	Quinones, M. A.、Ford, J. K.、Teachout, M. S.(1995)。The Relationship between Work Experience and Job Performance: A Conceptual and Meta-Analytic Review。Personnel Psychology，48，887-910。
39.	Dockery, T. M.、Steiner, D. D.(1990)。The Role of the Initial Interaction in Leader-Member Exchange。Group & Organization Management，15(4)，395-413。
40.	Hunter, J. E.、Hunter, R. F.(1984)。Validity and utility of alternative predictors of job performance。Psychological Bulletin，96(1)，72-98。
41.	Reilly, R. R.、Chao, Georgia T.(1982)。Validity and Fairness of Some Alternative Employee Selection Procedures。Personnel Psychology，35，1-62。
42.	Becker, T. E.、Colquitt, A. L.(1992)。Potential versus actual faking of a biodata form: An analysis along several dimensions of item type。Personnel Psychology，45，389-406。
43.	Carlson, K. D.、Connerley, M. L.、Mecham, R. L.(2002)。Recruitment Evaluation: The Case for Assessing the Quality of Applicants Attracted。Personnel Psychology，55，461-490。

學位論文
1.	黃漢儀(2009)。以整合觀點分析胡雪巖之管理行為(碩士論文)。國立政治大學。延伸查詢

圖書
1.	Barrick, M.、Field, H. S.、Gatewood, R. D.(2011)。Selection in human resource management。Mason, OH：South-Western Cengage Learning。
2.	Heneman, H. G.、Judge, T. A.(2009)。Staffing organizations。McGraw Hill。
3.	Pfeffer, J.、Sutton, R. I.(2000)。The Knowing-Doing Gap。Boston：Cambridge, MA：Harvard Business School Press。
4.	吳秉恩、黃良志、黃家齊、溫金豐、廖文志、韓志翔(2010)。人力資源管理：理論與實務。台北：華泰文化。延伸查詢

其他
1.	高月庭(2012)。104獵才月刊關鍵報告，http://www.104hunter.com.tw/edm/DE165447/02.htm， 2012/08/31。
2.	劉嫈楓(2011)。台灣新鮮人求職21秒定生死，http://money.chinatimes.com/100rp/07job/main1-1.htm， 2011/07/12。延伸查詢

圖書論文
1.	蔡維奇(2000)。招募策略。人力資源管理的12堂課。台北：天下遠見。延伸查詢
2.	Dineen, B. R.、Soltis, S. M.(2011)。Recruitment: A review of research and emerging directions。APA handbook of industrial and organizational psychology。Washington, DC：American Psychological Association。

推文
推薦
引用網址
引用嵌入語法
轉寄

top

:::

相關期刊
相關論文
相關專書
相關著作
熱門點閱

1.	求職者就業隱私權法制探討
2.	我國受僱者心理資訊隱私權保護法制之研究--美國經驗之啟示
3.	淺談後勤教育體系與人員訓練發展
4.	薪資政策為求職吸引力的良藥嗎？以長期照顧產業為導向之研究
5.	存技電子--跳槽風波帶來的警訊
6.	運用層級分析法探討募兵制推動關鍵成功因素
7.	醫務專科社會工作師核心職能與訓練評量之研究：以某醫學中心為例
8.	需求與知行的落差？初探招募資訊揭露對應徵者及新進員工組織工作認知之影響
9.	跨國社福移工的訓練與在地經驗：社會融合觀點
10.	模仿行為、政治風險與市場潛力對持續投資意願之研究--以企業價值觀為干擾變數
11.	基督宗教型非營利組織社會工作人員留任意願影響因素探討
12.	公共圖書館故事志工教育訓練之研究：以臺北市立圖書館林老師說故事團隊為例
13.	組織文化對社福型非營利組織專職人力管理之影響
14.	初探試用期評估實務--招募與甄選觀點
15.	餐飲業人員教育訓練對經營績效成功關鍵因素之研究

1.	我國推動募兵制關鍵成功因素之探討
2.	工作資源對離職傾向、員工主動行為與工作動機與之影響：以國軍政策制訂單位志願役軍官人員為例
3.	以代理理論觀點建構國中小策略性人力資源管理指標系統與模式驗證
4.	醫院護理人員之臨床專業護理能力及其影響因素-從人力資本觀點探討
5.	科技業員工自我導向學習、實用智能對工作績效影響之研究

1.	社工管理學
2.	人力資源管理理論與實務
3.	勞資關係
4.	從〈渙〉卦探討人力資源管理功能塑造組織文化之特色

無相關著作

1.	人力資源管理的12堂課
2.	國際人力資源管理
3.	Comments on Professor Chia-Jui Cheng's: "The Use of Force in the Charter of the United Nations and the Compatibility of the New Haven School's Policy-Oriented International Law"
4.	An Ignored Element of "Illegal Recruitment" under the Migrant Workers and Overseas Filipinos Act of 1995: People of the Philippines V. Ang, G.R. No.181245 (S.C. Aug. 6, 2008)
5.	Jurisdiction of the International Court of Justice Based on a Compromissory Clause
6.	New Dimensions of International Water Law--A Focus on Asia and China's Transboundary Waters and the International Law Duty to Cooperate
7.	Government Procurement Issues in China: Is GPA a Solution to China's Procurement Reform Problem?
8.	Sino-African BITs Practice: A New Legal Paradigm?
9.	Understanding the Relationship between the United Nations Security Council and Territorial Integrity
10.	中小企業人力資源管理面面觀
11.	Business Intelligence Technologies for Analyzing and Managing Health Information Data: A Study of Smoke Cessation Management
12.	From Conception to Creation-Quality Function Deployment in Health Sector
13.	Pay for Performance: Strategic HR Tool to Enhance Employee Work Performance
14.	The Impact of Organizational Communication on Employee Job Satisfaction
15.	Influence of Organisational Commitment on Organisational Citizenship Behavior: A Study among Shift Workers in India

QR Code

臺灣人文及社會科學引文索引資料庫系統

詳目顯示

臺灣人文及社會科學引文索引資料庫