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題名：就業媒合邏輯與有效求職行為之研究:從就業促進觀點出發
作者：呂亮震
作者(外文)：Lu, Liang-Chen
校院名稱：輔仁大學
系所名稱：心理學系
指導教授：王思峯
劉兆明
學位類別：博士
出版日期：2012
主題關鍵詞：邊緣工作者；調校觀點；職業資訊網；媒合邏輯；有效求職行為；marginalized workforce；alignment perspective；O*Net；matching logic；assertive job seeking behaviors
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Maynard & Ferdman（2009）檢視過去在工商心理學（I-O Psychology）領域具有領導地位的學術期刊後發現，所謂的邊緣工作者（Marginalized Workforce）長期受到忽視，因此為文呼籲工商心理學家應開始將這群工作者納入研究與實踐的對象，並且思索工商心理學可以發揮什麼改變的力量；本文係回應兩位學者的呼籲，從筆者參與就業促進田野行動所產生的問題意識出發，提出過去對於人與工作的靜態契合（congruence）觀點應該要佐以動態的調校（alignment）觀點才能有效因應職場轉換與就業媒合時所遭遇的問題；而無論工商心理學或是職涯心理學（Vocational Psychology）對於人與工作如何有效匹配的規則與標準亦少有著墨，因此，本文即透過分析由美國勞工局所主導建置的職業資訊網（Occupation Information Network，O*Net）資料庫，發現高社經地位與低社經地位的職業群組具有不同的媒合邏輯，前者較適合以工作者取向的工作描述向度如知識、能力、技能等來進行媒合；而後者則適合以工作取向的工作描述向度如概化工作活動或是工作環境等進行媒合；此外，Saks（2005）提出一個成功就業的整合架構，其中有效求職行為對能否取得面試邀請甚至是工作機會有直接影響，但相關的研究卻相對不足，因此筆者修訂Cianni-Surridge（1983）及Becker（1980）的高效能求職行為問卷，再加上筆者及研究團隊來自田野實踐與職場現況編製新問卷，以同時調查求職者與雇主的方式，了解雙方對於會影響人事決策的求職行為之觀點是否有所差異，分析結果發現，雙方在30題的求職行為中有18題是具有顯著差異的；而本論文之研究設計係以實用主義之知識論為基礎（Creswell, 2004），採取質量並用的混合研究方法，從就業促進的觀點出發，進行就業媒合邏輯與有效求職行為等議題的研究。
Maynard & Ferdman (2009) reviewed the leading academic journals in the field of Industrial and Organizational Psychology (I-O Psychology), found that the Marginalized Workforce has been neglected in a long time, therefore appealed to the I-O psychologists should start to care those people included in the study and practice, and thought how I-O Psychology can make a difference. This thesis is to respond to the appeal of the two scholars. The research issue arose from the author's participation in employment promotion field action, the author proposed the point of view in the past for people and job static fit should be accompanied by a dynamic alignment perspective, and then to effective response to workplace transformation and job matching problems. No matter I-O Psychology or Vocational Psychology, the related research about the rules and standards of how to effectively match people and job is not enough. Therefore, the author through analysis the database of Occupational Information Network (O*Net) which led built by the U.S. Bureau of Labor, and found that high socioeconomic status and low socioeconomic status occupational groups with different matching logic, the former is more suited to the worker-oriented job description dimensions such as knowledge, ability and skills to match; while the latter is suited to the work-oriented description dimensions, such as the generalized work activities(GWAs)or work context to match. Saks (2005) proposed a job seeking successful integrated framework, assertive job seeking behaviors have a direct impact on the ability to obtain the interview invitation, and even job offers, but lack of related research. The author revised the assertive job-seeking behavior questionnaire (Cianni-Surridge, 1983) and the assertive job-hunting survey (Becker, 1980), and added some items of job-seeking behavior the author and the research team from the field of practice and workplace experience, of the preparation of a new questionnaire to survey both the job seekers and employers. Trying to understand whether there are differences between the two sides for the view of the job search behavior will affect personnel decisions, analysis of the results found, the two sides in the job search behavior of 30 questions, 18 questions with significant differences. The research design of this thesis is qualitative and quantitative mixed methods approach which bases on the epistemology of pragmatism (Creswell, 2004), starting from the perspective of employment promotion and then study the issues of employment matching logic and assertive job seeking behaviors.
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