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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 陸洛(Luo Lu) | |
| dc.contributor.author | Shih-Lun Yang | en |
| dc.contributor.author | 楊士倫 | zh_TW |
| dc.date.accessioned | 2021-05-17T09:14:09Z | - |
| dc.date.available | 2013-08-22 | |
| dc.date.available | 2021-05-17T09:14:09Z | - |
| dc.date.copyright | 2012-08-22 | |
| dc.date.issued | 2012 | |
| dc.date.submitted | 2012-08-17 | |
| dc.identifier.citation | 中文文獻
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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/6489 | - |
| dc.description.abstract | 本研究旨在探討雇主品牌對現職員工工作態度及行為之影響。討論雇主品牌之研究多關注於雇主品牌對潛在員工之影響，即研究在招募階段時雇主品牌的效益。然，本研究企圖填補現有文獻之缺口，希冀探討雇主品牌對現職員工之影響。研究對象以台灣地區各縣市、不同組織的全職工作者為樣本，總計回收共630份有效問卷。採用階層迴歸分析，研究結果發現：「雇主品牌」與員工的「工作滿意」、「組織承諾」、「工作績效」、「組織公民行為」有顯著的正向關聯，與「離職意圖」有顯著的負向關聯。且「策略性人力資源管理制度」對各依變項亦為主效果。據此，我們建議企業應致力塑造優良雇主品牌，透過良好的雇主品牌對員工工作態度及行為產生正面影響，進而為組織帶來競爭力。此外，策略性人力資源管理制度亦為雇主品牌外之一有效策略，建議經營者可同時運用此二策略。 | zh_TW |
| dc.description.abstract | The aim of the present study is to explore the relationships between employer brand and employees' work attitudes and behaviors. In the past 20 years, there have been nearly 250 papers pertaining to employer brand, however, most research has focused on its effectiveness in recruitment. In addition, employees’ work attitudes and behaviors may also be affected by organization policies, namely the strategic human resource management practice, which is included in the present study as a moderator.. Using structured questionnaires, we collected data from 630 full-time employees from various organizations in Taiwan.
Hierarchical regression analysis showed that “employer brand” had positive effects on job satisfaction, organizational commitment, job performance, and organizational citizen behavior. In contrast, “employer brand” had a negative effect on turnover intention. In this era of holistic marketing, employer brand is an effective internal marketing tool for human resource management. Companies are advised to build up their own employer brand as a powerful employer brand has positive effects on employees. Strategic human resource management practice also has positive effects, thus companies can take a dual-approach in human resource management. | en |
| dc.description.provenance | Made available in DSpace on 2021-05-17T09:14:09Z (GMT). No. of bitstreams: 1 ntu-101-R99741067-1.pdf: 1308668 bytes, checksum: 9710a2afdc14d81c1dc2883399c04e36 (MD5) Previous issue date: 2012 | en |
| dc.description.tableofcontents | 第一章 緒論 1
第一節 研究動機與背景 1 第二節 研究目的 5 第二章 文獻回顧 6 第一節 雇主品牌 6 第二節 策略性人力資源管理 17 第三章 研究方法 24 第一節 研究架構與假設 24 一、研究架構 24 二、研究假設 25 第二節 研究樣本 26 第三節 研究工具 27 一、雇主品牌知覺的測量 27 二、工作滿意的測量 27 三、組織承諾的測量 28 四、離職意圖的測量 28 五、工作績效的測量 28 六、組織公民行為的測量 28 七、策略性人力資源管理制度 29 八、人口學變項 29 第四節 資料分析 30 一、描述性統計分析 30 二、信度分析 30 三、相關分析 30 四、階層迴歸分析 30 第四章 研究結果與分析 31 第一節 樣本描述 31 第二節 主要變項之描述性統計分析 34 第三節 變項間之相關分析 36 一、人口學背景變項之相關 36 二、人口學背景變項與主要變項之相關 38 三、主要變項之相關 40 第四節 階層式迴歸分析 42 一、預測工作滿意 43 二、預測組織承諾 43 三、預測離職意圖 43 四、預測工作績效 43 五、預測組織公民行為 43 六、策略性人力資源管理制度之調節效果 45 第五章 結論與建議 47 第一節 研究結果討論 47 一、雇主品牌與各依變項之主要效果 48 二、策略性人力資源管理制度之調節效果 48 第二節 管理意涵 51 第三節 研究限制與未來研究方向 54 一、研究限制 54 二、未來研究方向 54 參考文獻 56 中文文獻 56 英文文獻 57 附錄：問卷 63 | |
| dc.language.iso | zh-TW | |
| dc.title | 雇主品牌與員工工作態度及行為之關聯－
以策略性人力資源管理制度為調節變項 | zh_TW |
| dc.title | The Relationships between Employer Brand and Employees’ Work Attitudes and Behaviors:
Strategic Human Resource Management Practice as a moderator | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 100-2 | |
| dc.description.degree | 碩士 | |
| dc.contributor.oralexamcommittee | 高旭繁,吳欣蓓 | |
| dc.subject.keyword | 雇主品牌,工作滿意,組織承諾,離職意圖,工作績效,組織公民行為工作績效,策略性人力資源管理, | zh_TW |
| dc.subject.keyword | employer brand,job satisfaction,organizational commitment,job performance,organizational citizen behavior,turnover intention,strategic human resource management, | en |
| dc.relation.page | 62 | |
| dc.rights.note | 同意授權(全球公開) | |
| dc.date.accepted | 2012-08-17 | |
| dc.contributor.author-college | 管理學院 | zh_TW |
| dc.contributor.author-dept | 商學研究所 | zh_TW |
| 顯示於系所單位： | 商學研究所 | |
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