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研究生： 米謝
Mitchell, Carlone
論文名稱： Examining corporate social responsibility as a driver of organizational attractiveness for millennial job seekers
Examining corporate social responsibility as a driver of organizational attractiveness for millennial job seekers
指導教授： 許介文
Hsu, Chiehwen ED
學位類別： 碩士
Master
系所名稱： 管理學院 - 國際經營管理研究所
Institute of International Management
論文出版年： 2016
畢業學年度： 104
語文別： 英文
論文頁數： 79
外文關鍵詞： Corporate Social Responsibility, Millennials, Person Organization Fit, Signal Theory, Organizational Behavior
相關次數： 點閱：79  下載：3 
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    • The current workplace is a rapidly changing environment, due in part to the influx of workers from the newest generation known as millennials. Millennials bring new skills and values to workplaces and management are tasked with creating workspaces where intergenerational interactions are efficient and effective. The present study looks at focusing communication efforts on corporate social responsibility and employee culture at potential job seekers in this generation, with guiding principles behind Signal Theory. An experiment was conducted among millennial job seekers from Asia and North America, using a fictional website with manipulated information on corporate social responsibility and employee culture. One hundred and forty-five participants between the ages of 19 and 35 were enrolled for this study. Respondents were then asked to rate the organizational attraction through an online questionnaire. ANOVA and regression analysis were employed to analyze the relationship between CSR, employee culture, person organization fit and organizational attraction. The results of the study confirm that communicating corporate social responsibility information and employee culture have a positive influence on the attraction to the organization for millennials.

    TABLE OF CONTENTS ABSTRACT I ACKNOWLEDGEMENT II TABLE OF CONTENTS IV LIST OF TABLES VIII LIST OF FIGURES IX CHAPTER ONE INTRODUCTION 1 1.1 Research Background. 1 1.2 Research Motivation. 2 1.3 Research Gap. 5 1.4 Research Goals and Objectives. 6 1.5 Research Project and Scope of Study. 8 1.6 Research Procedure 8 CHAPTER TWO LITERATURE REVIEW 10 2.1. Theoretical Backgrounds. 10 2.1.1 Person Organization Fit. 13 2.1.2 Social Identity Theory. 13 2.1.3 Generational Differences. 15 2.1.4 Corporate Social Responsibility Awareness and Millennials. 15 2.2 Hypothesis Development. 16 2.2.1 Corporate Social Responsibility. 16 2.2.2 Employee Culture 18 2.2.3 Person Organization Fit. 18 2.2.4 Job Pursuit Intentions. 20 CHAPTER THREE RESEARCH DESIGN AND METHODOLOGY 21 3.1 Research Design and Methodology. 21 3.1.1 Conceptual Framework. 21 3.1.2 Research Design. 22 3.2 Definition of Variables. 22 3.3 Summary of Hypotheses. 23 3.4 Manipulation Check. 23 3.4.1 Manipulation check for Corporate Social Responsibility. 24 3.4.2 Manipulation Check for Employee Culture. 24 3.5 Construct Measurements. 25 3.5.1 Corporate Social Responsibility. 25 3.5.2 Employee Culture. 25 3.5.3 Person Organization Fit. 26 3.5.4 Organizational Attractiveness. 26 3.5.5 Job Pursuit Intentions. 27 3.6 Experimental Procedure. 28 3.7 Sampling Plan. 29 3.8 Data Analysis Procedure. 29 3.8.1 Descriptive Statistics. 30 3.8.2 Factor Analysis. 30 3.8.3 Reliability and Validity Test. 30 3.8.4 ANOVA Analysis (Analysis of Variance). 30 3.8.5 Regression Analysis. 31 CHAPTER 4 RESEARCH RESULTS 32 4.1 Data Collection. 32 4.2 Characteristics of Respondents. 32 4.3 Descriptive Statistics. 34 4.4 Factor Analysis and Reliability Test. 36 4.5 Manipulation Check. 39 4.5.1 Manipulation Check for Corporate Social Responsibility. 39 4.5.2 Manipulation Check for Employee Values. 39 4.6 ANOVA Analysis. 40 4.6.1 ANOVA Result for Corporate Social Responsibility and Organization Attraction 40 4.6.2 ANOVA Result for Employee Value and Organization Attraction 41 4.7 Regression Analysis. 42 4.7.1 Regression analysis for Person Organization Fit and Organization Attraction 42 4.7.2 Regression analysis for Organization Attraction and Job Pursuit Intentions 42 CHAPTER 5 CONCLUSION AND SUGGESTIONS 44 5.1 Discussions and Conclusions. 44 5.1.1 Hypothesis 1 and Corporate Social Responsibility 45 5.1.2 Hypothesis 2 and Employee Culture 46 5.1.3 Hypothesis 3 and Person Organization Fit 46 5.1.4 Hypothesis 4 and Job Pursuit Intentions 47 5.1.5 Discussion 47 5.2 Theoretical Implications. 49 5.3 Managerial Implications. 50 5.4 Research Limitations and Discussion. 51 REFERENCES 53 APPENDICES 57 Appendix 1: Experiment Consent Page 57 Appendix 2: Website About Us – High Employee Culture Information 58 Appendix 3: Website, CSR Initiatives – High CSR 59 Appendix 4: Website, Find a Job – High Employee Culture Information 60 Appendix 5: Webpage, About Us: Low Employee Culture 61 Appendix 6: Webpage, CSR – Low Information 61 Appendix 7: Webpage, Employee Culture Low Information 62 Appendix 8: Questionnaire 63

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