- 期刊
推薦人職務對被推薦人之P-J fit與P-O fit之影響
A Study of the Effect of the Referrer's Job Position on Referee's P-J fit and P-O fit
摘要
推薦僱用在過去的研究當中，被認為是一種有效的僱用方法，除了在諸多的工作態度與工作行為上有顯著的效果之外，在個人的薪資與升遷表現上也被肯定。然而，推薦與各種工作態度與工作行為之間的推論被認為太遠，因此，有學者認為要先釐清推薦與工作適配度之間的關係，但是到目前為止不如研究預期的是，推薦在個人與工作環境適配上的表現並不顯著，因此，本研究提出關於影響推薦在P-J fit與P-O fit表現的干擾變數，那就是推薦人的職務，其背後代表了推薦人的社交網絡以及其專業性，依研究結果發現，擔任主管的推薦人，其推薦的效果在P-J fit與P-O fit上都有顯著的效果，而交由一般員工推薦的效果，反而更低於非推薦員工在P-J fit與P-O fit上的表現，因此造成了推薦與非推薦這兩組的比較之下，沒有顯著的效果，這也說明了在過去的研究當中，之所以沒有顯著現象的原因。
並列摘要
Referrals have been considered an effective recruitment approach. In addition to significant effects in kinds of work attitudes and behaviors, it was also valid in personal salary and promotions. Scholars argued that the relationships between referrals and D.V.s are too far. P-E fit was considered as an possible INV. However, the referral effects on P-E fit were not in expectation so far. Especially the sources effects of referral on P-O fit was not valid. This paper claimed the referrer's job position as an M.V. that moderated the effects of referrals on P-J fit and P-O fit. Results showed that the referrals effects were obviously better on P-J fit and P-O fit when the referrers were managers. The effects were worse on P-J fit and P-O fit when the referrers were not managers and even worse than non-referrals.