English  |  正體中文  |  简体中文  |  Post-Print筆數 : 20 |  Items with full text/Total items : 90029/119959 (75%)
Visitors : 24042548      Online Users : 184
RC Version 6.0 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.
Scope Tips:
  • please add "double quotation mark" for query phrases to get precise results
  • please goto advance search for comprehansive author search
  • Adv. Search
    HomeLoginUploadHelpAboutAdminister Goto mobile version
    Please use this identifier to cite or link to this item: http://nccur.lib.nccu.edu.tw/handle/140.119/116162


    Title: 根據網絡探勘的雇主品牌分析工具
    Design of employer branding analysis tools based on network mining algorithms
    Authors: 李魁林
    Lee, Kuei-Lin
    Contributors: 沈錳坤
    李魁林
    Lee, Kuei-Lin
    Keywords: 雇主品牌
    雇主吸引力
    雇主品牌忠誠
    公司關聯圖
    網路探勘
    Employer branding
    Employer attraction
    Employer brand loyalty
    Enterprise endorsement network
    Network mining algorithms
    PageRank
    Date: 2017
    Issue Date: 2018-03-02 12:04:36 (UTC+8)
    Abstract: 『雇主品牌』是管理及行銷領域衡量企業作爲雇主對現任及潛在員工吸引力的方式,過去相關研究也多存在這兩個領域,研究的範疇包含雇主品牌對企業競爭力的影響、提升雇主品牌的方法及衡量雇主品牌的方式等。對於衡量雇主品牌的方式,過去多採用質性的訪談或量化的問卷統計的研究方法,研究的樣本及涵蓋的企業數量皆受到研究方法本身的限制。

    本研究提出一組以大量履歷資料庫數據爲基礎的雇主品牌分析工具。包含將資料庫轉換爲公司關聯圖的形式,透過圖形分析及網路探勘的演算法去衡量公司的雇主品牌對潛在僱員的吸引力,以及透過分析全市場的公司留任狀況,將相似公司的留任模型分群歸納後建立一個員工留任模型的基準,讓企業可以參考並用以衡量現有僱員的雇主品牌忠誠。
    Employer Branding is about how attractive an employer is to its talent pool and assures that current employees are engaged. The current development of the measurement methods of employer branding are qualitative and quantitative research methods. The limitation of these approaches is the coverage of companies and costs of studying.

    This study presents a set of tools for employer branding analysis from large-scale resume database based on Backhaus & Tikoo’s Employer branding framework. The proposed approach constructs the Enterprise Endorsement Network which is a weighted directed graph of enterprises and the edge is generated from career transition records. Then network mining algorithms are employed to assess the employer attractiveness of enterprises. Furthermore, for employer brand loyalty, a probabilistic employee retention model is proposed and similar retention models of enterprises are clustered to build the baseline models for comparisons of retention tendency. Experiments on resume database for enterprises of Taiwan show the usefulness of the designed employer branding analysis tools.
    Reference: [1] 甘傑丰,2010,企業社會責任、企業形象、雇主品牌與求職者應徵意圖之關聯性研究,國立臺北大學企業管理學系碩士在職專班碩士論文。
    [2] 邱詩樺,2013,雇主品牌吸引力影響餐旅社會新鮮人應徵意圖之研究―以品牌來源國為干擾變數,國立高雄餐旅大學餐旅管理研究所碩士論文。
    [3] 段瑞涵,2014,在台企業雇主品牌評量指標發展與推動現況之研究,國立政治大學企業管理研究所碩士論文。
    [4] 黃筑萱,2009,品質體驗、企業形象對服務業雇主品牌之影響-以外部招募線索為干擾變項之台灣高鐵實驗研究,國立高雄師範大學人力與知識管理研究所碩士論文。
    [5] 游欣融,2012,雇主品牌對人才的吸引及留任,國立中山大學人力資源管理研究所碩士論文。
    [6] Ambler, T. and Barrow, S., The employer brand. Journal of Brand Management, Vol. 4, No. 3, 1996.
    [7] Backhaus, K. and Tikoo, S., Conceptualizing and researching employer branding. Career Development International, Vol. 9, No. 5, 2004.
    [8] Barrow, S. and Mosley, R., The employer brand: Bringing the best of brand management to people at work, Wiley, 2005.
    [9] Bavelas, A., Communication Patterns in Task-Oriented Groups. The Journal of the Acoustical Society of America, Vol. 22, 1950.
    [10] Berthon, P., Ewing, M. and Hah, L.L., Captivating company: dimensions of attractiveness in employer branding. International Journal of Advertising, Vol. 24, No. 2, 2005.
    [11] Bonacich, P., Factoring and weighting approaches to status scores and clique identification. Journal of Mathematical Sociology, Vol. 2, No. 1, 1972.
    [12] Brin, S., and Page, L., Anatomy of a large-scale hypertextual web search engine. In Proceedings of the 7th International World Wide Web Conference, 1998.
    [13] Freeman, L., A set of measures of centrality based upon betweenness. Sociometry, Vol. 40, No. 1, 1977.
    [14] Keller, K.L., Conceptualizing, measuring, and managing customer-based brand equity. Journal of Marketing, Vol. 57, No. 1, 1993.
    [15] Kleinberg, J. M., Authoritative sources in a hyperlinked environment. The Journal of the ACM, Vol. 46, 1998.
    [16] Kullback, S., Information Theory and Statistics. Dover Publications Inc., 1968.
    [17] Parzen, E., On the estimation of a probability density function and mode. Annals of Mathematical Statistics, Vol. 33, 1962.
    [18] Rokach, L. and Maimon, O., Clustering methods. Data mining and knowledge discovery handbook. Springer US., 2005.
    [19] Turban, D. B. and Greening, D. W., Corporate social performance and organizational attractiveness to prospective employees. Academy of Management Journal, Vol. 40, No. 3, 1996.
    [20] 104 開放資料黑客松。URL https://github.com/104corp/2017-104Hackathon-AppWebService/ , 2017
    [21] Cheers 雜誌「2015 新世代最嚮往企業 Top100」。https://goo.gl/ivr4DV
    [22] R Core Team. R: A language and environment for statistical computing. R Foundation for Statistical Computing, Vienna, Austria. URL https://www.R-project.org/ , 2017
    [23] LinkedIn Talent Brand Index. URL https://goo.gl/ZhmprK
    Description: 碩士
    國立政治大學
    資訊科學系碩士在職專班
    100971004
    Source URI: http://thesis.lib.nccu.edu.tw/record/#G0100971004
    Data Type: thesis
    Appears in Collections:[資訊科學系碩士在職專班] 學位論文

    Files in This Item:

    File SizeFormat
    100401.pdf2239KbAdobe PDF1View/Open


    All items in 政大典藏 are protected by copyright, with all rights reserved.


    社群 sharing

    著作權政策宣告
    1.本網站之數位內容為國立政治大學所收錄之機構典藏,無償提供學術研究與公眾教育等公益性使用,惟仍請適度,合理使用本網站之內容,以尊重著作權人之權益。商業上之利用,則請先取得著作權人之授權。
    2.本網站之製作,已盡力防止侵害著作權人之權益,如仍發現本網站之數位內容有侵害著作權人權益情事者,請權利人通知本網站維護人員(nccur@nccu.edu.tw),維護人員將立即採取移除該數位著作等補救措施。
    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library IR team Copyright ©   - Feedback