招募時，應徵者數量與廣度對甄選者行為的影響

The Effect of Diversity and Number of Applicants in Recruitments for Selectors' Behaviours

龍紫君(Tzyy-Jiun Lung)

《育達科大學報》 31期 (2012/06) Pp. 69-86

https://doi.org/10.7074/YDAJB.201206.0069

摘要

企業招募與甄選是兩個連續的過程。近年來，企業招募越來越重視應徵者群的多元化，但是在甄選中，大部分的學者仍舊聚焦在如何能在一定數量下的應徵者中，找到最好或最適合的員工（Newman & Lyon, 2009），只有少數的人開始注意甄選中的不利衝擊（adverse impact）。本研究透過實驗法，探討應徵者數量與應徵者群的廣度改變對甄選者行為的影響。80位受試者隨機分配在2×2的實驗因子設計的4組中的一組。自變數分別是應徵者人數多寡（40人或80人）與應徵者群廣度（高或低）。依變數則有第一位被選擇的應徵者位置、選出的候選人數、決策的時間，以及甄選的條件。結果顯示，應徵者數量對受試者的選出的候選人數、決策時間與甄選的條件數的影響皆達到顯著水準，只有對選出第一位應徵者的位置未達到顯著水準。甄選者不會因改變了應徵者群的廣度，而改變了第一位被接受的應徵者的位置、選出的候選人數、決策時間，與甄選的條件。在Newman與Lyon（2009）的研究中，建議招募要定向，在本研究中，則建議甄選也要定向，才能達到企業人才多元化的目標。

並列摘要

Organizational recruitment and selection were two successive processes. Recently, in recruitment, it is more than more focused on the diversity of applicants (Newman & Lyon, 2009), but however, the most of researchers in selection still study how to get the best or the fittest employee for an enterprise, just few ones pay attention to the problem of adverse impact. Our study is to understand the effect of diversity and number of applicants in recruitment objectives for selectors' behaviors. Subjects were randomly assigned to one of four cells of a 2 ×2 factorial design. The two qualitative factors were the diversity of applicants (high or low) and quantity of applicants (40 or 80 applicants). The dependant variables were included the first stop, the number of candidates, the decision time and selection criteria. The results showed that the number of applicants affected the number of applicants accepted and selection criteria and decision time, but however that the diversity of applicants affected nothing. In our research, we suggest that it is not only to be targeted in recruitment, but also, it need to be targeted in selection, for diversity of employees in organization.

並列關鍵字

Recruitment ； selection ； quantity of applicants ； diversity of applicants and selectors' behaviors

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