雇主品牌、個人－組織配適與組織人才吸引力之關係：五大人格特質之中介調節效果   全文下載

The Relationships of Employer Brand Values, Person-Organization Fit and Organizational Attraction: The Mediated Moderating Effects of Big-Five Personality

本研究旨在了解雇主品牌與五大人格之交互作用對組織人才吸引力之影響， 並探討個人—組織配適知覺於此模式中之中介效果是否成立。相較於過去研究，本研究從價值面探討雇主品牌，區分為志趣價值、社交價值、經濟價值、發展價值與應用價值，而以組織與工作特性代稱為雇主品牌。再者，本研究同時從環境處理與互動處理論點檢視雇主品牌、五大人格與個人—組織配適知覺之關係，說明雇主品牌與五大人格之配適是如何透過個人—組織配適知覺而影響到組織人才吸引力。本研究以問卷調查法搜集資料，蒐集421筆有效樣本，使用迴歸分析檢視中介型調節效果是否存在。研究結果發現，志趣價值與勤勉審慎性、經濟價值與外向性、發展價值與外向性、發展價值與勤勉審慎性以及應用價值與開放性會透過個人—組織配適知覺，而正向地提升組織人才吸引力。

The study focuses on employer brand values, including interest, social, economic, development, and application values, which job seekers perceive as important cues to judge whether they fit the organization and, in turn, being attracted. Moreover, this study proposes a mediated moderation model to explain the mediation mechanism of subjective person-organization fit (P-O fit) and the moderating effects of big-five personalities in the relationships of employer brand values and organizational attraction. Data was collected from 421 undergraduate students. Results showed that the interaction terms of interest value and conscientiousness, economic value and extraversion, development value and extraversion, development value and conscientiousness, application value and openness, were positively related to subjective P-O fit and which in turn, to organizational attraction.