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題名:衡鑑技術與人員甄選:一項新的策略
書刊名:中山管理評論
作者:鄭伯壎 引用關係郭建志 引用關係
作者(外文):Cheng, Bor-shiuanKuo, Chien-chih
出版日期:2000
卷期:8:3
頁次:頁399-425
主題關鍵詞:衡鑑技術直覺式甄選策略結構式甄選策略人與工作默契人與組織文化契合Assessment techniqueIntuitive selection procedureStructured selection procedurePerson-job fitPerson-organizational value fit
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(3) 博士論文(5) 專書(0) 專書論文(2)
  • 排除自我引用排除自我引用:3
  • 共同引用共同引用:210
  • 點閱點閱:59
     在實務上,許多組織在進行人員甄選時,直覺式的作法,仍然受到較大的歡迎。然而,直覺式的策略充滿了主觀的臆測與偏差,選人的品質與準確性並不高。為了避免主觀偏差,研究者發展出結構式甄選策略,認為採用較系統化且科學性的人員與工作分析,可以變善上項缺點,而對選人的決策品質有所增益。可是在全球化與資訊化的趨勢下,工作變動極為快速,立基於人與工作契合假設下的結構式甄選策略也將受到挑戰。因此,本文認為應該另闢蹊徑,從人與文化契合的觀點,採取文化式人員甄選策略,去進行人員的甄選,應可收取較大的效果。這種想法迥異於以往人員甄選的觀點與理念,將可為未來的人員甄選研究與實務,開啟另一扇創新的大門。
     Despite intuitive selection methods are still dominant in employee practices, such methods are full of biases, inaccuracy and poor-quality. Through structured selection procedures, the biases can be reduced, and the accuracy and quality would be improved also. However, structured selection procedures, which based on person-job fit, will be challenged in the stream of globalization and informationalization for rapid changed of work. The present paper proposes that cultural selection procedures, which based on person-organization value fit, can be more effective in employee selection at the new era.
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