求職者限制因素之賽局理論分析

A Game-Theory Analysis for Strategic Decision Making between Job Applicants and Employers

姚惠忠(Hui-Chung Yao) ； 楊奕源(Yih-Yuan Yang)

《人文暨社會科學期刊》 4卷2期 (2008/12) Pp. 11-25

https://doi.org/10.7118/JHSS.200812.0011

摘要

本研究利用賽局理論分析，探討求職者限制因素對求職者與雇主行動策略之影響。研究發現，求職者是否降低限制因素，受成本與雇主對求職者類型信念的影響。求職者所願意承擔降低限制因素成本的程度，會隨著雇主對於求職者類型的信念改變而改變。當求職者發現雇主的信念愈偏向於求職難度高的類型時，求職者所願意承擔降低限制因素的成本愈高。 在某些條件下，求職者降低限制因素的行動，是一種證明自己爲「求職難度低」類型的信號，而雇主也會依據這個信號作爲決定錄取與否之指標。根據以上發現，本研究也針對求職者、雇主與就業輔導單位提出相關建議。

關鍵字

求職者 ； 限制因素 ； 求職難度 ； 賽局理論

並列摘要

By analyzing the constraint factors of job applicants by game theory, this study examined the impact between these factors and the action strategies of employers. According to the findings, regardless of whether applicants reduce the constraint factors, they will be influenced by both the cost and the employers' trust toward various types of applicants. Moreover, that applicants are willing to undertake a reduction in the cost level of the constraint factors will change as the employers adjust their trust to the respective types of applicants. Furthermore, when applicants perceive that the employers' belief tends toward the type of job seeking characterized by a high degree of difficulty, the cost that the applicants are willing to undertake to reduce the constraint factors will be higher.
In some situations, applicants reduce the action of the constraint factors to present themselves as signaling a type of ”low-level of difficulty in job seeking.” Thus, the employers interpret the signal as an indicator for whether to recruit. According to the aforementioned findings, this research also proposes some relevant suggestions for applicants, employers and employment service centers.

並列關鍵字

job applicants ； constraint factors ； degrees of difficulty in job-seeking ； game theory

參考文獻

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失業率

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