面試資訊不對稱、心理契約違背與離職傾向關係之研究以大學生實習生為例

The Relationships Among Infromation Asymetry, Psychological Contract Breach, And Turnover Intention.A Case Study of College Interns.

謝學泰(Hsueh-Tai Hsieh)

指導教授 ： 葉上葆 ； 傅信維

義守大學/管理學院/管理碩博士班/碩士(2016年)

摘要

現今社會中「面試」是一般應徵工作的一大管道，經由面試主管可以得知應試者的基本資料與態度是否是公司需要的人才，則面試中間常常會有資訊不對稱的情形發生，進而造成心理的不平衡，最後演變成離職。因此，本研究以實習過後的實習生為研究對象，探討資訊不對稱、心理契約違背、離職傾向之間是否存在著顯著性的差異。研究方法採用便利性抽樣方式，以問卷調查法進行資料收集，共計發出250份，回收234份有效問卷；並以主成分分析、單因子變異數分析、迴歸分析等方法進行問卷分析。
研究結果顯示：在資訊不對稱、心理契約違背與離職傾向三者的關係上，皆具有顯著性的相關，並且心理契約違背對資訊不對稱與離職傾向具中介效果。若進一步分析則發現，資訊不對稱對離職傾向雖然是有顯著性的影響，但再經由主成分分析後可以發現，資訊不對稱中的雇主資訊不對稱、受雇者資訊不對稱二個構面中，對實習生而言，只有雇主資訊不對有達顯著效果，其中受雇者資訊不為秤對實習生而言是不具顯著效果，因此本研究認為應在面試中增加真實訪談，才能平衡雇主與受雇者之間資訊不對稱的程度，藉以降低實習生與雇主的心理契約違背，降低離職的意願。

關鍵字

資訊不對稱 ； 心理契約違背 ； 離職傾向 ； 面試

並列摘要

"Interview" is the general job applications a large pipeline via interviewer can learn basic information on the candidate's attitude and whether the company needs talent, there are often the interview intermediate scenario information asymmetry occurs, which causes no psychological balance, and finally evolved into a turnover. Therefore, the present study was to intern after the object of study, information asymmetry, psychological contract violation, whether there is a significant difference between the nature of turnover intention. Methods using convenience sampling method, questionnaire survey method of data collection, issued a total of 250 parts recovered 234 valid questionnaires; and principal component analysis, one-way analysis of variance, regression analysis, questionnaire analysis.
The results show: the information asymmetry, psychological contract violation and turnover intention on the relationship between the three, all with significant and relevant, and psychological contract violation on information asymmetry and turnover intention with intermediary effects. If further analysis has found that information asymmetry turnover intention, although there is significant and impact, but then through the rear principal component analysis can be found, information asymmetry in the employer information asymmetry, employed by information asymmetry two facets the turnover intention intern, only owner of information asymmetry has significant effect, in which employees who intern information asymmetry in terms of turnover intention is not a significant effect, therefore, this study suggests that the increase should be in a job interview real interviews, both sides have encountered to obtain sufficient information in order to balance between the degree of information asymmetry between employers and the employees who, in order to reduce the psychological contract breach interns with employers, reduce turnover will.

並列關鍵字

Information asymmetry ； Psychological contract violation ； Turnover ； Interview

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