甄選制度有效性之評估-以適配度為焦點

Estimating the Effect of a Fit-Focused Employee Selection Program

劉乃熒(Nai-Yng Liu)

指導教授 ： 劉順仁

國立臺灣大學/管理學院/會計學研究所/博士(2017年)

https://doi.org/10.6342/NTU201700063

摘要

本篇研究以台灣某房仲公司為研究對象，評估以適配度為焦點之甄選制度的有效性。
本文透過傾向分數配對模型 (Propensity-Score Matching Models)，將採用新甄選制度之分店 (適配度為焦點之甄選制度)與仍施行舊甄選制度之分店(未採用適配度為焦點之甄選制度)，依傾向分數配對 (propensity-score)後，比較在不同甄選制度的採用下，兩者所甄選進來之試用業務人員在留任期間跟工作表現上是否有顯著的差異，進而評估該甄選制度的有效性。此外，進一步以迴歸調整模型分析實驗組 (採用新甄選制度之分店)與控制組 (未採用新甄選制度之分店)與試用業務人員留任天數與工作績效之間的關聯性。
研究結果發現，實驗組分店，其甄選進來之試用業務員，相對於控制組分店，有較長的留任天數，同時有較好的銷售業績表現。

關鍵字

管理控制系統 ； 適配度 ； 甄選制度 ； 傾向分數模型 ； 房仲業

並列摘要

Empirical research on management control systems has found a positive association between employee goal congruence, employee ability and employee performance. The present study investigates this relationship using field data from a Taiwanese realty company to examine whether a fit-focused employee selection program can serve as a useful management control tool for our case company.
We use propensity-score matching models to control for differences in office characteristics between two groups (program-adopted branch offices and non-adopted branch offices) to estimate the effect of the fit-focused selection program. In addition, regression adjustments are used to further control for any remaining imbalances between the two groups.
Results indicated that selected applicants in program-adopted offices remained longer and had better sales performance than selected applicants in non-adopted offices.

並列關鍵字

management control system ； fit-focused ； employee selection ； propensity-score matching model ； real estate industry

參考文獻

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