臺灣人文及社會科學引文索引資料庫系統

:::

詳目顯示

回上一頁
第 1 筆 / 總合 1 筆   第一頁 上一頁 下一頁 最後一頁
/1頁
題名：The Moderating Roles of Information Sources and Attributes on the Positive E-Information--Organizational Attraction Relationship
書刊名：人力資源管理學報
作者：陳信宏 引用關係／陳建丞 引用關係／陳靜諮
作者(外文)：Chen, Forrence Hsin Hung／Chen, Chien-cheng／Chen, Ching-tzu
出版日期：2020
卷期：20:1
頁次：頁51-73
主題關鍵詞：組織吸引力；網路訊息；訊息來源；訊息屬性；實驗設計；Organizational attraction；E-information；Information sources；Information attributes；Experimental design
原始連結：連回原系統網址new window
相關次數：
  • 被引用次數被引用次數:期刊(0) 博士論文(0) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:0
  • 共同引用共同引用:0
  • 點閱點閱:5
招募初期吸引優秀求職者非常重要。過去研究證實，工作與組織相關的資訊對求職者而言，為組織吸引力形成的重要決定因子。本研究設計三種網路訊息（正向、負向與普通）×三種訊息來源（公司網頁、政府網頁與線上論壇）×兩種訊息屬性（工具性與象徵性）來探討網路訊息對求職者形成組織吸引力過程中的脈絡因子效果，同時為符合真實的公司情境（一般不會在自身網頁上揭露負向訊息），最後有16種實驗情境與164筆資料。研究結果顯示，正向網路訊息會促發正向組織吸引力，且該關係在政府網站上傳遞正向訊息時最強、公司網站次之，而透過線上論壇時最弱。本研究結論探討的相關研究發現對理論與實務的貢獻，並提出本研究相關限制與未來研究方向。
Attracting prospective job applicants in the initial phase of recruitment is important for employers. Past research has shown that job-relevant and organization-relevant information are determinants of perceived organizational attraction. This study adopts a between-subjects design by manipulating e-information valence (positive, negative, and normal), information source (a corporate website, a government website, and an Internet forum), and information attribute (instrumental and symbolic) to examine the boundaries of the effects of positive e-information on organizational attraction. Excluding the two scenarios of negative e-information from corporate websites (businesses do not normally reveal negative information on their own websites), 16 scenarios were tested using 164 participants. Results partially support the hypotheses: Positive e-information is positively related to organizational attraction. Furthermore, positive e-information on government websites most strongly influences organizational attraction, with company websites having the next strongest influence. This article concludes with a discussion of the practical implications, limitations, and directions for future research.
期刊論文
1.Lievens, Filip、van Hoye, Greet、Schreurs, Bert(2005)。Examining the relationship between employer knowledge dimensions and organizational attractiveness: An application in a military context。Journal of Occupational and Organizational Psychology，78(4)，553-572。  new window
2.Van Hoye, G.、Lievens, F.(2007)。Social influences on organizational attractiveness: Investigating if and when word of mouth matters。Journal of Applied Social Psychology，37(9)，2024-2047。  new window
3.Aiman-Smith, L.、Bauer, T. N.、Cable, D. M.(2001)。Are you attracted? Do you intend to pursue? A recruiting policy-capturing study。Journal of Business and Psychology，16(2)，219-237。  new window
4.Highhouse, S.、Lievens, F.、Sinar, E. F.(2003)。Measuring Attraction to Organizations。Educational and Psychological Measurement，63(6)，986-1001。  new window
5.Turban, D. B.(2001)。Organizational attractiveness as an employer on college campuses: An examination of the applicant population。Journal of Vocational Behavior，58(2)，293-312。  new window
6.Blau, G.(1993)。Further Exploring the Relationship between Job Search and Voluntary Individual Turnover。Personnel Psychology，46，313-330。  new window
7.Thomas, K. M.、Wise, P. G.(1999)。Organizational attractiveness and individual differences: Are diverse applicants attracted by different factors?。Journal of Business and Psychology，13(3)，375-390。  new window
8.Belkin, N. J.(1978)。Progress in documentation: Information concepts for information science。Journal of Documentation，34，55-85。  new window
9.Van Hoye, G.、Lievens, F.(2005)。Recruitment-related information sources and organizational attractiveness: Can something be done about negative publicity?。International Journal of Selection and Assessment，13(3)，179-187。  new window
10.Power, D. J.、Aldag, R. J.(1985)。Soelberg's job search and choice model: A clarification, review, and critique。Academy of Management Review，10(1)，48-58。  new window
11.Allen, D. G.、Mahto, R. V.、Otondo, R. F.(2007)。Web-based recruitment: Effects of information, organizational brand, and attitudes toward a Web site on applicant attraction。Journal of Applied Psychology，92(6)，1696-1708。  new window
12.Laczniak, R. N.、DeCarlo, T. E.、Ramaswami, S. N.(2001)。Consumers' responses to negative word-of-mouth communication: An attribution theory perspective。Journal of Consumer Psychology，11(1)，57-73。  new window
13.Wathen, C. N.、Burkell, J.(2002)。Believe It or Not: Factors Influencing Credibility on the Web。Journal of the American Society for Information Science and Technology，53(2)，134-144。  new window
14.Chapman, D. S.、Uggerslev, K. L.、Carroll, S. A.、Piasentin, K. A.、Jones, D. A.(2005)。Applicant attraction to organizations and job choice: a meta-analytic review of the correlates of recruiting outcomes。Journal of Applied Psychology，90(5)，928-944。  new window
15.Van Hoye, G.(2008)。Nursing Recruitment: Relationship between Perceived Employer Image and Nursing Employees' Recommendations。Journal of Advanced Nursing，63(4)，366-375。  new window
16.Wilson, Elizabeth J.、Sherrell, Daniel L.(1993)。Source Effects in Communication and Persuasion Research: A Meta Analysis of Effect Size。Journal of Academy of Marketing Science，21，101-112。  new window
17.Buckland, M. K.(1991)。Information as thing。Journal of The American Society for Information Science，42(5)，351-360。  new window
18.Gardner, Burleigh B.、Levy, Sidney J.(1955)。The Product and the Brand。Harvard Business Review，33，33-39。  new window
19.Dineen, B. R.、Ash, S. R.、Noe, R. A.(2002)。A web of applicant attraction: Person-organization fit in the context of web-based recruitment。Journal of Applied Psychology，87(4)，723-734。  new window
20.Collins, C. J.、Stevens, C. K.(2002)。The relationship between early recruitment-related activities and the application decisions of new labor-market entrants: a brand equity approach to recruitment。Journal of Applied Psychology，87(6)，1121-1133。  new window
21.Lievens, F.、Highhouse, S.(2003)。The relation of instrumental and symbolic attributes to a company's attractiveness as an employer。Personnel Psychology，56(1)，75-102。  new window
22.Breaugh, J. A.(2008)。Employee recruitment: Current knowledge and important areas for future research。Human Resource Management Review，18(3)，103-118。  new window
23.Cable, D. M.、Yu, K. Y. T.(2006)。Managing job seekers' organizational image beliefs: The role of media richness and media credibility。Journal of Applied Psychology，91(4)，828-840。  new window
24.Fisher, C. D.、Ilgen, D. R.、Hoyer, W. D.(1979)。Source credibility, information favorability, and job offer acceptance。Academy of Management Journal，22(1)，94-103。  new window
25.Larsen, D. A.、Phillips, J. I.(2002)。Effect of Recruiter on Attraction to the Firm: Implications of the Elaboration Likelihood Model。Journal of Business and Psychology，16(3)，347-364。  new window
26.Ehrhart, K. H.、Ziegert, J. C.(2005)。Why are individuals attracted to organizations?。Journal of Management，31(6)，901-919。  new window
27.Jones, D. A.、Willness, C. R.、Madey, S.(2014)。Why are job seekers attracted by corporate social performance? Experimental and field tests of three signal-based mechanisms。Academy of Management Journal，57(2)，383-404。  new window
28.Dervin, Brenda(1977)。Useful theory for librarianship: Communication, not Information。Drexel Library Quarterly，13(3)，16-32。  new window
29.Bono, J. E.、Foldes, H. J.、Vinson, G.、Muros, J. P.(2007)。Workplace emotions: the role of supervision and leadership。Journal of Applied Psychology，92(5)，1357-1367。  new window
30.Baum, M.、Sterzing, A.、Alaca, N.(2016)。Reactions towards diversity recruitment and the moderating influence of the recruiting firms' country-of-origin。Journal of Business Research，69(10)，4140-4149。  new window
31.Brown, D. W.、Konrad, A. M.(2001)。Granovetter was right: The importance of weak ties to a contemporary job search。Group & Organization Management，26，434-462。  new window
32.Elliot, R. H.、Tevavichulada, S.(1999)。Computer literacy and human resource management: A public/private sector comparison。Public Personnel Management，28，259-274。  new window
33.Evans, S. C.、Roberts, M. C.、Keeley, J. W.、Blossom, J. B.、Amaro, C. M.、Garcia, A. M.(2015)。Vignette methodologies for studying clinicians' decision-making: Validity, utility, and application in ICD-11 field studies。International Journal of Clinical and Health Psychology，15，160-170。  new window
34.Köllner, B.、Ruhle, S.、Süß, S.(2019)。The moderating role of message content in the formation of employee voice。German Journal of Human Resource Management: Zeitschrift für Personalforschung，33，56-75。  new window
35.Quintana, Y.、Feightner, J. W.、Wathen, C. N.、Sangster, L. M.、Marshall, J. N.(2001)。Preventive health information on the Internet. Qualitative study of consumers' perspectives。Canadian Family Physician，47，1759-1765。  new window
36.Rozelle, A. L.、Landis, R. S.(2002)。An examination of the relationship between use of the Internet as a recruitment source and student attitudes。Computer in Human Behavior，18，593-604。  new window
37.Schmoll, R.、Süß, S.(2019)。Working anywhere, anytime: An experimental investigation of workplace flexibility's influence on organizational attraction。Management Revue--Socio-Economic Studies，30，40-62。  new window
38.Stockman, S.、Van Hoye, G.、Carpentier, M.(2017)。The Dark Side of Employee Referral Bonus Programs: Potential Applicants' Awareness of a Referral Bonus and Perceptions of Organisational Attractiveness。Applied Psychology，66，599-627。  new window
39.van Birgelen, M. J. H.、Wetzels, M. G. M.、van Dolen, W. M.(2008)。Effectiveness of corporate employment web sites: How content and form influence intentions to apply。International Journal of Manpower，29，731-751。  new window
40.Van Hoye, G.、Lievens, F.(2007)。Investigating web-based recruitment sources: Employee testimonials vs word-of-mouse。International Journal of Selection and Assessment，15，372-382。  new window
41.Connelly, Brian L.、Certo, S. Trevis、Ireland, R. Duane、Reutzel, Christopher R.(2011)。Signaling Theory: A Review and Assessment。Journal of Management，37(1)，39-67。  new window
42.Spence, Michael(1973)。Job Market Signaling。The Quarterly Journal of Economics，87(3)，355-374。  new window
43.Gatewood, R. D.、Gowan, M. A.、Lautenschlager, G. J.(1993)。Corporate image,recruitment image, and initial job choice decisions。Academy of Management Journal，36(2)，414-427。  new window
44.Lievens, F.(2007)。Employer Branding in the Belgian Army: The Importance of Instrumental and Symbolic Beliefs for Potential Applicants, Actual Applicants, and Military Employees。Human Resource Management，46(1)，51-69。  new window
45.Kristof, Amy L.(1996)。Person-organization fit: An integrative Review of its conceptualizations, measurement, and implications。Personnel Psychology，49(1)，1-49。  new window
46.Kristof-Brown, Amy L.、Zimmerman, Ryan D.、Johnson, Erin C.(2005)。Consequences of Individuals' Fit at Work: A Meta-Analysis of Person-Job, Person-Organization, Person-Group, and Person-Supervisor Fit。Personnel Psychology，58(2)，281-342。  new window
47.Johnson, Thomas J.、Kaye, Barara K.(1998)。Cruising is Believing: Comparing Internet and Traditional Sources on Media Credibility Measure。Journalism & Mass Communication Quarterly，75(2)，325-340。  new window
會議論文
1.Fogg, B. J.、Tseng, H.(1999)。The elements of computer credibility。CHl'99, human factors in computing systems。Pittsburgh, PA。80-87。  new window
圖書
1.Barber, A. E.(1998)。Recruiting employees: Individual and organizational perspectives。Thousand Oaks, CA：Sage。  new window
2.Cohen, Jacob、Cohen, Patricia(1983)。Applied multiple regression/correlation analysis for the behavioral sciences。Lawrence Erlbaum Associates。  new window
3.O'Keefe, Daniel J.(1990)。Persuasion: Theory and research。Sage Publications。  new window
4.Hunt, S. T.(2014)。Common sense talent management: Using strategic human resources to improve company performance。San Francisco, CA：Wiley。  new window
5.Hovland, Carl Iver、Janis, Irving L.、Kelley, Harold H.(1953)。Communication and Persuasion: Psychological Studies of Obvious Change。Yale University Press。  new window
圖書論文
1.Rynes, S. L.、Cable, D. M.(2003)。Recruitment research in the twenty-first century。Handbook of psychology: Industrial and organizational psychology。Wiley and Sons。  new window
2.Rynes, S. L.(1991)。Recruitment, job choice, and post-hire consequences: A call for new research directions。Handbook of industrial and organizational psychology。Palo Alto, California：Consulting Psychologists Press。  new window
3.Lievens, F.、Harris, M. M.(2003)。Research on Internet Recruiting and Testing: Current Status and Future Directions。International Review of Industrial and Organizational Psychology。John Wiley & Sons。  new window
4.Lievens, F.、Chapman D.(2010)。Recruitment and selection。The SAGE handbook of human resource management。Thousand Oaks, CA：Sage。  new window
5.Petty, Richard E.、Cacioppo, John T.(1986)。The elaboration likelihood model of persuasion。Advances in Experimental Social Psychology。Academic Press。  new window
 
 
 
 
第一頁 上一頁 下一頁 最後一頁 top
:::
無相關期刊論文
 
無相關博士論文
 
無相關書籍
 
無相關著作
 
QR Code
QRCODE

臺灣人文及社會科學引文索引資料庫

目前上線人數：562（臺灣：527，外國：35） ／ 本年度總使用人次：2393369 ／ 訪客人次（自102年09月）：68198461
國家圖書館著作權聲明 Copyright © 2013 All rights reserved.
本館地址: 100201臺北市中山南路20號． 本館地圖及交通資訊．
總機：(02)23619132．最佳瀏覽解析度為1024x768以上