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研究生： 唐傑森
Dennison, Jason
論文名稱： Specificity of Job Information: A Predictor of Acceptance Intentions for Job Seekers
Specificity of Job Information: A Predictor of Acceptance Intentions for Job Seekers
指導教授： 史習安
Shih, Hsi-An
學位類別： 碩士
Master
系所名稱： 管理學院 - 國際經營管理研究所碩士班
Institute of International Management (IIMBA--Master)
論文出版年： 2008
畢業學年度： 96
語文別： 英文
論文頁數： 75
外文關鍵詞： Recruitment, Organizational Attractiveness, Acceptance Intentions
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    • This study attempted to add to the body of literature that has focused on how individual job seekers view the attraction phase of the recruitment process. We looked at the relationship between the specificity of job information and its influence on job seekers' perceptions of organizational attractiveness and acceptance intentions. Three different job attributes (company information, type of work and pay) were manipulated and placed into 8 hypothetical job advertisements. Results were based on data collection from 252 graduate students who responded to the job advertisements. Empirical findings indicated that subjects who received specific information about a) the company and b) pay were more attracted to the organization and had higher acceptance intentions. However, the specificity of type of work information did not affect individual respondents' perceptions of organizational attractiveness nor acceptance intentions. Practical implications and limitations of these research findings as well as the direction for future research were discussed.

    ACKNOWLEDGEMENTS I ABSTRACT II TABLE OF CONTENTS III LIST OF TABLES VI LIST OF FIGURES VIII CHAPTER ONE INTRODUCTION 1 1.1 Research Background 1 1.2 Research Motivation 2 1.3 Research Objectives 4 1.4 Research Project 4 1.5 Research Structure 5 CHAPTER TWO LITERATURE REVIEW 7 2.1 Recruitment Defined 7 2.2 Job Advertisement Information 8 2.2.1 Job Attributes 8 2.3 Specificity of Job Information 9 2.4 Organizational Attractiveness 11 2.5 Acceptance Inentions 13 CHAPTER THREE RESEARCH DESIGN AND METHODOLOGY 17 3.1 Introduction 17 3.2 Conceptual Model 17 3.3 Construct Measurements 18 3.3.1 Organizational Attractiveness 18 3.3.2 Acceptance Intentions 19 3.4 Hypotheses to Be Tested 19 3.5 Data Collection Procedure 19 3.6 Experimental Design and Independent Variables 21 3.6.1 Specificity of Job Attributes 21 3.7 Subjects 21 3.8 Analyses 22 3.8.1 Descriptive Analysis 22 3.8.2 Factor Analysis and Reliability of Questionnaire Scales 22 3.8.3 Independent Samples T-tests 22 3.8.4 Analysis of Variance (ANOVA) 22 3.8.5 Multivariate Analysis of Variance (MANOVA) 23 3.8.6 Linear Regression Analysis 23 3.9 Pilot Test of Independent Vairables 23 CHAPTER FOUR RESEARCH RESULTS 27 4.1 Introduction 27 4.2 Frequencies and Descriptive Analyses 27 4.2.1 Frequencies 27 4.2.2 Descriptive Analyses 28 4.3 Factor Analysis and Reliability Testing 30 4.3.1 Reliability of the Reserch Variables 30 4.3.2 Correlation Matrixes 34 4.4 Comparison of the Research Variables 36 4.4.1 Manipulation Checks 36 4.4.2 Company Informaiton 38 4.4.3 Type of Work Information 39 4.4.4 Pay Information 40 CHAPTER FIVE RESEARCH FINDINGS 42 5.1 Introduction 42 5.2 Ananyses of Vairance Tests 42 5.2.1 MANOVA Test for Organizational Attractiveness and Acceptance Intentions 42 5.2.2 ANOVA Test for Organizational Attractiveness 43 5.2.3 ANOVA Test for Acceptance Intentions 46 5.3 Linear Regressin Analysis 49 5.4 Research Conclusions 51 5.5 Research Implications 53 5.6 Research Limitations 54 5.7 Future Research 56 REFERENCES 58 APPENDIXES 63 Table 3-1 Pilot Results of Comparison of Manipulation Checks 24 Table 3-2 Pilot ANOVA Test for Organizational Attractiveness 25 Table 3-3 Pilot ANOVA Test for Acceptance Intentions 25 Table 4-1 Frequencies of the Research Variables 28 Table 4-2 Descriptive Statistics of the Research Variables 29 Table 4-3 Descriptive Statistics of the Manipulation Checks 30 Table 4-4 Reliability of Organizational Attractiveness 32 Table 4-5 Reliability of Acceptance Intentions 32 Table 4-6 Reliability of Specificity of Company Informaiton 32 Table 4-7 Reliability of Specificity of Type of Work Informaion 33 Table 4-8 Reliability of Specificity of Pay Information 33 Table 4-9 Correlation Matrix for Organizational Attractiveness 34 Table 4-10 Correlation Matrix for Acceptance Intentions 34 Table 4-11 Correlation Matrix for Specificity of Company Information 35 Table 4-12 Correlatoin Matrix for Specificity of Type of Work Information 35 Table 4-13 Correlation Matrix for Specificity of Pay Information 36 Table 4-14 Comparison of Specificity of Information on Manipulation Checks 37 Table 4-15 Comparison of Specificity of Company Information 38 Table 4-16 Copmarison of Specificity of Type of Work Informatoin 40 Table 4-17 Comparison of Specificity of Pay Informaion 41 Table 5-1 MANOVA Test for Organizational Attractiveness and Acceptance Intentions 43 Table 5-2 ANOVA Test for Organizational Attractiveness 44 Table 5-3 ANOVA Test for Acceptance Intentions 47 Table 5-4 Regression Analysis for Acceptance Intentions 50 Table 5-5 Empirical Results of Hypothesis Tests 51 Figure 3-1. Research framework 18 Figure 5-1. Interactions of independent variables on organizational attractiveness 46 Figure 5-2. Interactions of independent variables on acceptance intentions 49

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