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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 任立中(Li-Chung Ren) | |
| dc.contributor.author | Huei-Chia Hsu | en |
| dc.contributor.author | 徐繪珈 | zh_TW |
| dc.date.accessioned | 2021-06-17T00:18:17Z | - |
| dc.date.available | 2013-07-31 | |
| dc.date.copyright | 2012-07-31 | |
| dc.date.issued | 2012 | |
| dc.date.submitted | 2012-06-28 | |
| dc.identifier.citation | 一、 中文部分：
1. 任家齊，2005， 應用聯合分析法衡量消費者認知之品牌權益- 以筆記型電腦市場為例， 國立台灣科技大學管理學院企業管理研究所 2. 蕭妃伶，2006，雇主品牌之研究─內部與外部行銷觀點，國立中山大學人力資源管理研究所 3. 孫祥與陳毅文，2005，消費行為研究中的聯合分析法，中國科學院心裡研究所 4. 袁志發等， 2000，試驗設計與分析. 高等教育出版社 二、 英文部分： 1. Albert, S. and Whetten, D.A. 1985 “Organizational identity” in Cummings. Research in Organizational behavior, 8:263-95. 2. Amber, T. and Barrow, S.1996. “The employer brand”. Journal of Brand management. 4:185-206. 3. American marketing association, 1960. Definition of Terms. Chicago: American marketing association 4. Bak, C.A., Vogt, L.H., George, W.R. & Greentree, I.R. 1994. Management by Team: An innovative tool for running a service organization through internal marketing. Journal of service marketing, 8(1):37-47 5. Barber, A.1998. Recruiting employees: Individual and organizational perspectives, CA: Thousand Oaks 6. Baruch, Y.2003. Managing careers: Theory and Practices. Harlow: Prentice-Hall 7. Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behavior: A measure and correlates. Journal of Organizational Behavior, 14, 103-118. 8. Belt, J.A. and Paolillo,J.G.P. 1982. The influence of corporate image and specify of candidate qualifications on response to recruitment advertisement. Journal of management, 8:105-12 9. Cable, D.M. and Judge, T.A. 1996. Person-organization fit, job choice decisions and organizational entry. Organizational behavior and human decision process, 67:294-311 10. Cable, D., Aiman-Smith,L., Mulvey, P and Edwards, j.2000. The sources and accuracy of job applicants’ beliefs about organizational culture. Academy of management Journal,43:294-311 11. The conference board,2001, Engaging employees through your brand, New York: the conference board. 12. Dugoni, B.L. and Ilgen, D.R. 1981. Realistic job previews and the recruitment of new employees. Academy of Management Journal, 24:570-92. 13. Dutton, J.E., Dukerich, J. M. and Harquail, C.V.1994. Organizational images and member identification. Administrative Science Quarterly, 39:239-63. 14. Ewing, M.T., Pitt, L.F., and Berthon, P. 2002. Employment branding in the knowledge economy. International Journal of Advertising, 21:3-22. 15. Gatewood, R.D., Gowan, M.A. and Lautenschlager, GJ. 1993. Corporate image, recruitment image and initial job choice decisions. Academy of Management journal.36:414-27. 16. Gioia, D.A., Schultz,M. and Corley, K.G.2000. Organizational identity, image and adaptive instability. Academy of Management Review,25:82-101 17. Green, Paul E., and V. Srinivasan, (1978) “ Conjoint analysis in Consumer Research: Issues and Outlook” Journal of Consumer Research, Vol. 5, pp.103-123 18. Jenni, R.2003. Brand attributes-“distribution outlet” in the mind. Journal of Marketing communications, 9:73-92. 19. John B, David J, William B. Conjoint analysis reliability and validity: A framework for future research. Review of Marketing, 1987 20. Judge, T.A. and Cable, D.M. 1997. Applicant personality, organizational culture, and organizational attraction. Personnel Psychology, 50:359-94. 21. Keller, K.L. 1993. Conceptualizing, measuring, and managing customer-based brand equity. Journal of Marketing, 57:1-22. 22. Keller, K.L. 1998. Strategic Brand Management: Building, measuring and managing brand equity, NJ: Prentice-Hall. 23. Kristin. B. and Surinder, T. 2004. Conceptualizing and researching employer branding. Career Development international, 9950:501-517. 24. Lievens,F. and Highhouse, S. 2003. The relation of instrumental and symbolic attributes to a company’s attractiveness as an employer. Personnel Psychology, 56:75-102. 25. O’Halloran, E.2003. Employer branding at Pret A Manager, The executive issue,June, 26. Park, Srinivasan, (1994) “A Survey-Base Method for Measuring and Understanding Brand Equity and Extendibility” Journal of Marketing Research, Vol.31(5), pp.27-88 27. Penrose, Noel, (1989) “Valuation of Brand Names and Trade-Marks” In: J. Murphy, Ed. Brand Valuation: Establishing a True and Fair View, London, The Interbrand Group, pp.13-27 28. Scott, S.G. and Lane, V.R.2000. A stakeholder approach to organizational identity, Academy of management review, 25:43-62. 29. Seibert, S. E., Crant, J. M., & Kraimer, M. L. (1999). Proactive personality and career success. Journal of Applied Psychology, 84, 416-427. 30. Sullivan, J.2004. Eight elements of a successful employment brand. ER Daily,23 Feb, 31. Tom, V.R. 1971. The role of personality and organizational images in the recruiting process. Organizational behavior and human performance, 6:573-92. 32. Turban, D. and Greening, D.W.1996. Corporate social performance and organizational attractiveness to prospective employees. Academy of management journal, 40:658-672. | |
| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/65995 | - |
| dc.description.abstract | 在台灣優秀人才不斷流失的國際競爭環境中，加上台灣少子化趨勢日形嚴重，造成市場上人才搶奪大戰。除了政府應該正視這個問題外，企業更應該在留才和徵才的策略上趕上國際水準。雇主品牌的發展提供企業一個很好的思考和策略方向。本論文集中探討雇主品牌在徵才議題上，求職者所重視的雇主品牌屬性，以作為企業發展雇主品牌時的參考。
本論文應用聯合分析法的架構，選出雇主品牌的重要屬性及各屬性的不同水準設計問卷，並於2012年各大學校園徵才活動時進行問卷調查。透過聯合分析法的分析，衡量求職者對企業的雇主品牌權益的認知程度，並進一步分析求職者在選擇工作時的考量因素的前後順序。同時，也依求職者就讀學校、科系的不同，居住地區的不同，分析是否會影響到求職者的選擇偏好。 研究結果指出，求職者在選擇公司時考量因素的先後順序為：最重視薪資、其次是領導方式，第三是公司品牌，其他因素的影響不大。 | zh_TW |
| dc.description.abstract | In response to a significant exodus of talent and experience in the past decade and likely in the next two decades along with a dearth of new employees stepping into crucial business leadership roles all over the world, the government of Taiwan should heed the issue of the “talent war.” Likewise Taiwanese companies need to take actions to retain, engage, and attract those with talent. Developing strong employer branding is one of the most promising strategies for Taiwanese companies. This thesis is focused on identifying some important attributes of employer branding that attract talented individuals and through the method of conjoint analysis, ranking these attributes for the companies’ reference. To this end I conducted a survey at campus recruitment events held at 7 universities in 2012. By measuring the employer branding equity and evaluating job-seeker preferences across their degree, school, major, and location I evaluate the job-seeker preferences of this snapshot of the future workforce. The results of analysis indicate the factors that most job seekers take into more serious consideration are: Salary, Leadership, and Brand. | en |
| dc.description.provenance | Made available in DSpace on 2021-06-17T00:18:17Z (GMT). No. of bitstreams: 1 ntu-101-P99745026-1.pdf: 1025495 bytes, checksum: 00b5038a1216bfbadc4f10168a2bb218 (MD5) Previous issue date: 2012 | en |
| dc.description.tableofcontents | 口試委員會審定書 I
誌謝 II 摘要 III Abstract IV 圖目錄 VIII 表目錄 IX 第一章 序論 1 第一節 研究背景與動機 1 第二節 研究目的 3 第三節 研究範圍與流程 4 第四節 研究限制 6 一、樣本代表的限制 6 二、分析方法的限制. 6 三、時間的限制 6 第一節 雇主品牌 7 (一)雇主品牌的定義 7 (二)衡量雇主品牌的方法 10 第二節 聯合分析 21 (一)基本概念 21 (二)發展過程 21 (三)分析步驟 22 (四)聯合分析法：正交分析 22 第三章 研究方法 29 第一節 研究架構 29 第二節 變數定義與尺度 30 一、研究公司之屬性與水準 30 二、受測體（研究公司的屬性、水準之組合） 32 三、其他變數 32 第三節 問卷設計 34 一、 屬性、水準設定 34 二、 問卷模組設計 34 第四節 分析方法 35 一、敘述統計分析 35 二、聯合分析法 35 第四章 實證結果分析 39 第一節 敘述統計分析 39 (一)人口統計變項 39 (二)人口統計變項交叉分析 44 第二節 聯合分析之屬性與水準分析 48 (一)整體樣本的效用值 (Utility Score) 48 (二)整體樣本的相對重要度 (Relative Importance) 52 第三節 求職者認知之雇主品牌權益衡量 62 (一)整體受訪者所認知的雇主品牌 62 (二)各雇主品牌的偏好者之「品牌權益」認知 63 第伍章 結論與建議 68 第一節 研究結論 68 (一)科技業求職市場的基本分析 68 (二)與聯合分析法相關的屬性偏好分析 68 (三)與受測者最偏愛品牌的屬性偏好分析 69 (四)與求職者認知之雇主品牌權益有關的分析 69 (五)從整體市場的觀點看品牌權益 70 第二節 研究建議 71 (一)企業實務建議 71 (二)後續研究建議 72 附 件1 碩士版問卷：共17頁 74 附 件2 學士版問卷：共17頁 91 參考文獻 108 | |
| dc.language.iso | zh-TW | |
| dc.subject | 雇主品牌 | zh_TW |
| dc.subject | 聯合分析法 | zh_TW |
| dc.subject | 雇主品牌權益 | zh_TW |
| dc.subject | Conjoint Analysis | en |
| dc.subject | Employer Branding | en |
| dc.subject | Employer Brand Equity | en |
| dc.title | 應用聯合分析法衡量求職者認知之雇主品牌 | zh_TW |
| dc.title | Measuring the Perceived Employer Brand of Job Seekers through Conjoint Analysis | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 100-2 | |
| dc.description.degree | 碩士 | |
| dc.contributor.coadvisor | 陳業寧(Ye-Ning Chen) | |
| dc.contributor.oralexamcommittee | 周建亨(Jian-Heng Zhou),陳靜怡(Jing_Yi Chen) | |
| dc.subject.keyword | 雇主品牌,雇主品牌權益,聯合分析法, | zh_TW |
| dc.subject.keyword | Employer Branding,Employer Brand Equity,Conjoint Analysis, | en |
| dc.relation.page | 111 | |
| dc.rights.note | 有償授權 | |
| dc.date.accepted | 2012-06-29 | |
| dc.contributor.author-college | 管理學院 | zh_TW |
| dc.contributor.author-dept | 財務金融組 | zh_TW |
| 顯示於系所單位： | 財務金融組 | |
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