企業聲望、人才招募管道與招募成效之關聯性研究

A Study on the Relationships among Corporation Reputation, Recruiting Channels and Recruiting Effectiveness

陳綺薇(Chi-Wei Chen)

指導教授 ： 諸承明

中原大學/商學院/企業管理研究所/碩士(2001年)

https://doi.org/10.6840/cycu200100111

摘要

論文摘要
本研究之主要目的，在探討企業聲望、人才招募管道與招募成效之關聯性。我們透過文獻的探討，發展出四項主要假設：假設一探討企業聲望與各招募方式採用程度之關聯性，假設二探討企業聲望與招募成效之關聯性，假設三探討各招募方式與招募成效之關聯性，假設四探討企業聲望與各招募方式採用程度對招募成效之交互關聯性。
有鑑於此，本研究除進行相關文獻的探討外，還透過問卷調查的方式進行實證研究，經過統計分析，歸納出下列重要的研究結論：
1.企業聲望高低與各招募方式採用程度具有顯著的關聯性。意即當
企業聲望高時，雜誌徵才廣告、人力仲介公司、校園徵才及線上招
募等招募方式的採用程度較高，反之，當企業聲望低時，雜誌徵才
廣告、人力仲介公司、校園徵才及線上招募等招募方式的採用程度
較低。
2.企業聲望與招募成效具有顯著的關聯性。意即當企業聲望高時，
校園徵才總成效及招募效率較好，反之，當企業聲望低時，校園徵
才總成效及招募效率較差。
3.各招募方式採用程度與招募成效具有顯著的關聯性。意即當員工
薦舉及線上招募的採用程度高時，招募總成效較好，反之，當員工
薦舉及線上招募的採用程度低時，招募總成效較差。
4.企業聲望與招募方式採用程度對於招募成效之交互關聯性部份顯
著，顯示兩者間仍有相當程度的交互作用。意即當一公司企業聲望
高同時高度採用同仁薦舉、報紙徵才廣告及校園招募，對改善招募
成本、招募成果滿意度及招募效率有相當程度的正面效果。
關鍵字：企業聲望、招募管道、招募成效

關鍵字

企業聲望 ； 招募成效 ； 招募管道

並列摘要

Abstract
The purpose of this study is to discuss the relationships among corporation reputation, recruiting channels and recruiting effectiveness. We propose four main hypotheses by reviewing preview literatures. In the first hypothesis, we discuss the relationship between corporation reputation and different recruiting sources. In the second hypothesis, we discuss the relationship between corporate reputation and recruiting effectiveness. In the third hypothesis, we discuss the relationships between different recruiting channels and recruiting effectiveness. In the fourth hypothesis, we discuss the interaction effects of the corporate reputation and different recruiting channels on recruiting effectiveness.
In view of this, we use surveys to get empirical data. By statistical analysis, we conclude major results as follow:
(1)There are significant correlations between the corporate reputation and
the adopting degree of different recruiting channels. This means, when
corporate reputation is good, the adopting degree of magazine
advertisement、private employment agencies、campus recruiting and
Internet recruiting are high.
(2) There are significant correlations between the corporate reputation
and recruiting effectiveness. This means, when corporate reputation is
good, the recruiting effectiveness of campus recruiting is good.
(3) There are significant correlations between the adopting degree of
different recruiting sources and the recruiting effectiveness. This
means, when the adopting degree of employee referrals and Internet
recruiting are high, the recruiting effectiveness are better.
(4)The interaction effects of the corporate reputation and different
recruiting sources on recruiting effectiveness are significant partly. A
company adopts the recruiting sources of employee referral、
newspaper advertisement and campus recruiting when corporate
reputation is good, then the effects to improve recruiting effectiveness
will be more significant than when corporate reputation is bad.
Keywords: corporate reputation, recruiting sources, recruiting
effectiveness.

並列關鍵字

recruiting effectiveness ； recruiting channel ； corporate reputation

參考文獻

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48. Weiss, A. M., Anderson, E., and Maclnnis, D. J., ”Reputation

十月，頁102-132。

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