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題名：工作與組織特性與求職者人格特質之交互作用對組織人才吸引力的影響
書刊名：人力資源管理學報
作者：錢國倫／陳怡靜 引用關係／陳建丞 引用關係
作者(外文)：Chien, Kuo-lun／Chen, Mavis Yi-ching／Chen, Chien-cheng
出版日期：2013
卷期：13:1
頁次：頁1-32
主題關鍵詞：工作與組織特性；求職者人格特質；組織人才吸引力；個人與環境適配理論；Job and organizational characteristics；Applicant personality traits；Organizational attractiveness；Person-environment fit theory
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(0) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:3
  • 共同引用共同引用:88
  • 點閱點閱:334
本研究以個人與環境適配理論為理論基礎，探討求職者外向性與勤勉正直性兩項人格特質對於工作與組織特性—組織人才吸引力兩者關係的調節效果。本研究基於策略攫取取向，衡量受試者的人格特質，並針對工作挑戰性、同事支持、薪資組合、企業聲望與工作地點五項工作與組織特性進行全受試者內實驗設計。施測樣本為主修組織行為、人力資源管理、行銷管理與財務管理等相關商管系所之大四、碩二等即將步入職場的應屆畢業生。研究結果發現，外向傾向的求職者偏好提供具挑戰性工作、高度同事支持與變動薪資較高的企業，而勤勉正直傾向的求職者則偏好聲望較佳的企業。
On the basis of Person-Environment Fit theory, this study aims to investigate how the interactive effects between two applicant personality traits (i.e., Extraversion and Conscientiousness) and job and organizational characteristics influence organizational attractiveness. These job and organizational characteristics include challenging work, coworker support, pay mix, company reputation, and location. A 2 × 2 × 2 × 2 × 2 within-subject experimental design which contained 32 scenarios was administrated to undergraduate and graduate students from seven universities. Inter- individual differences based on personality traits were also assessed. The results showed that Extraversion applicants prefer organizations with more challenging work, higher level of coworker support and higher level of variable pay. Applicants with Conscientiousness were attracted by organizations with better reputation.
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