水平型工作流動對工作適應力判斷與履歷表篩選結果之影響：調節式中介的探討

近年來就業市場不斷在改變，過去工作者與公司的關係是緊密且穩定的，而現在卻慢慢轉變成鬆動且不穩定的，工作者隨時都有可能因為自身利益或環境改變而脫離原本的公司，漸漸地工作流動成為就業市場的常態。在這群如流水般轉換工作的應徵者之中，不同流動類型對於組織招募者的接受度也許存在一些差異。因此，本研究探討工作流動與組織招募者產生的適應力知覺是如何影響履歷表篩選結果，並進一步釐清在技能多樣性的工作中是否會產生不一樣的結果。透過變異數分析和中介效果檢驗模型，研究結果發現：(1)水平型工作流動能產生最高的面試機率、錄取機率及可能起薪；(2)水平型工作流動之經歷能使招募者產生最高的工作適應力知覺；(3)在技能多樣性低的情境下，無流動之應徵者得到可能起薪與升階型工作流動、水平型工作流動的差距會比在技能多樣性高的情境少。最後，本研究根據結果進行討論，並對實務意涵、研究限制及未來研究方向加以闡述。

關鍵字

工作流動；工作適應力；工作特性

並列摘要

In recent years, the job market has been constantly changing. In the past, the relationship between workers and companies was close and stable, but now it is slowly turning into a loose and unstable one. Workers may deviate from the original due to changes in their own interests or the environment at any time. Companies, gradually work mobility has become the norm in the job market. In this group of candidates who switch jobs like a stream, there may be some differences in the acceptance of organizational recruiters for different types of mobility. Therefore, this study explores how job mobility and the perception of adaptability generated by organizational recruiters affect the results of resume screening, and further clarifies whether there will be different results in jobs with diverse skills. Through the analysis of variance and the intermediary effect test model, the results of the study found that: (1) The relationship of job mobility can produce the highest interview probability, admission probability and possible starting salary; (2) The relationship of job mobility experience can generate the highest recruiters. (3) In the context of low skill diversity, the gap between the possible starting salary and the non of job mobility and the relationship of job mobility of candidates without mobility will be less than in the context of high skill diversity . Finally, this research discusses based on the results, and elaborates on practical implications, research limitations, and future research directions.