- 學位論文
Exploring the impacts of defamation tactics on the target’s recruitment outcomes
Exploring the impacts of defamation tactics on the target’s recruitment outcomes
摘要
在許多法律文件與報紙上的記錄中，組織間的互相毀謗 (defamation) 是很常見的現象。然而，在招募與甄選領域的文獻中，對不同的毀謗策略對於組織吸引力、求職意圖與招募結果的討論仍為少見。本文延伸過去研究，以實驗法的方式探索三種不同的毀謗策略對於組織吸引力、求職意圖與招募結果的影響 (n=305)。研究結果顯示，產品貶抑 (product disparagement) 與道德貶抑 (Vilification) 會負向影響組織吸引力、求職意圖與招募結果。然而，財務貶抑 (out-casting) 並未如預期般，對於影響組織吸引力、求職意圖與招募結果產生影響。
並列摘要
Interorganizational defamation is common phenomena used by organizations to attach their competitors for various purposes. Relevant issues have been widely discussed in the law area, and applications of such strategy can be easily found in legal documents or on newspapers in our daily life. However, little research has examined the influences of using defamation strategies in the personnel recruitment area. In the present study, we tries to explore the insights of one commonly used defamation strategy, rival handicapping, and the relationship among three rival handicapping tactics (i.e., product disparagement, vilification, and out-casting) and important recruitment outcomes. The results showed that product disparagement and vilification were negatively related to organizational attractiveness, application intention and recruitment outcome (combined organizational attractiveness and application intention). However, we also found that out-casting was surprisingly not significant associated with any of the recruitment outcomes.