需求與知行的落差？初探招募資訊揭露對應徵者及新進員工組織工作認知之影響

Knowing-doing-desirability Gap Exists? Exploring the Impact of Recruitment Information Disclosure on Applicant and Newcomers’ Organizational and Job Related Perceptions

優化招募活動的成效有助於企業吸引優秀人才加入，但過去文獻較缺乏對企業主動揭露資訊完整性及其影響的討論，本研究以兩個子研究探討台灣企業招募資訊揭露成效。研究一以339家參與校園徵才之企業為研究對象，依過去文獻整理並蒐集校園徵才文宣與人員互動所揭露資訊，歸納出19類常揭露訊息類別，並對將求職的應屆畢業生蒐集361份有效問卷，比對資料後發現應徵者最期望獲得的資訊並非招募時企業主動揭露的資訊，反映實務上的確存在著資訊需求落差。研究二蒐集29間企業與161位新進員工的配對樣本，以了解招募資訊完整性及可信度如何影響新進員工的符合預期程度和工作鑲嵌，並討論其對新進員工離職意圖之影響，結果發現招募資訊揭露完整性會透過影響新進員工資訊可信度認知、符合預期程度及工作鑲嵌，進而對新進員工離職意圖產生影響。

To attract high-quality talent, organizations need to effectively deliver the necessary information in an attractive manner to potential applicants. However, past literature seems to pay little attention to discussing the impact of information delivery on recruitment outcomes. This study intends to close this research gap with two separate studies. In study 1, I collected data through coding recruiting brochures and recruiter conversations related to 339 organizations attending career fairs. A total of 19 pieces of frequently disclosed recruitment information were collected and then compared with the information demands of 361 soon-to-graduate student job seekers collected from a separated survey. The findings showed that a doing-desirability gap existed, because the organizations seemed not to disclose enough of the information that was needed by applicants. In study 2, data from 29 organizations and 161 newcomers who had been with the organization for less than a year were collected to explore the impacts of information completeness and credibility on newcomers’ perceptions of met expectations and job embeddedness, as well as their turnover intention. The results indicated that the relationship between recruitment information completeness and newcomers’ intention to quit is mediated by perceptions of information credibility, met expectation, and job embeddedness.