English  |  正體中文  |  简体中文  |  Post-Print筆數 : 27 |  Items with full text/Total items : 109952/140887 (78%)
Visitors : 46312556      Online Users : 741
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
    政大機構典藏 > 商學院 > 企業管理學系 > 學位論文 >  Item 140.119/125497
    Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/125497


    Title: 雇主品牌性格與差異化對招募績效之影響
    The influences of employer brand personality and dissimilarity on recruitment outcomes
    Authors: 巫敘竹
    Wu, Hsu-Chu
    Contributors: 蔡維奇
    Tsai, Wei-Chi
    巫敘竹
    Wu, Hsu-Chu
    Keywords: 雇主品牌性格
    差異化
    策略平衡觀點
    招募績效
    employer brand personality
    dissimilarity
    strategic balance perspective
    recruitment outcomes
    Date: 2019
    Issue Date: 2019-09-05 15:38:42 (UTC+8)
    Abstract: 本研究從企業角度,探討金融相關產業內,公司傳遞的雇主品牌性格訊息對於質與量的招募績效之完整影響。過往相關文獻通常基於社會認同理論,認為雇主品牌性格因能提供有別於工具性特性的心理效用,因而能夠對招募績效有額外的解釋。然而就雇主品牌之定義與研究初衷,認為企業可藉由發展雇主品牌性格而展現自身有別於對手的獨特性,進而吸引潛在求職者。因此,本研究加入策略觀點,即策略平衡觀點,完整探討雇主品牌性格的影響。根據策略平衡觀點,企業的雇主品牌性格與對手過於相似及過於不同均會傷害招募績效,因此,雇主品牌性格差異化會與招募績效呈倒U型關係。此外,本研究進一步探討公司規模對上述倒U型關係的調節效果。本研究以臺灣某職缺媒合平台上的真實公司與職缺資料為來源,以內容分析法將公司招募訊息中的質化敘述轉為量化資料,並輔與其他公開次級資料以及職缺效果資料作為分析。本研究的結果發現:(1) 控制了工具性特性後,雇主品牌性格對招募績效具有額外解釋力;(2) 雇主品牌性格差異化與部分招募績效間為倒U型關係;(3) 公司規模會調節上述倒U型關係,大公司的雇主品牌差異化與績效呈現倒U型關係,此關係在小公司則趨於平坦。本研究不僅整合社會認同與策略平衡觀點以發展完整的雇主品牌影響之理論,並且以實際招募資料證實企業發展特定雇主品牌特性,以及與對手維持中等程度的雇主品牌差異性都可以有效提升招募績效,為雇主品牌研究提供了堅實的研究基礎。
    Focusing on companies in six related finance industries in Taiwan, this study comprehensively explores the influences of employer brand personality presented in recruitment message on both quantitative and qualitative recruitment outcomes. In past studies, researchers often based on social identity theory argue that employer brand personality provides extra benefits different from instrumental attributes and thus enhances recruitment outcomes. This study incorporates strategic balanced perspective and suggests that being too similar to or too different from competitive peers both hurt recruitment performance and the relationships between the distinctiveness of employer brand personality and recruitment outcomes are inversely U-shaped. This study further investigates the moderation effect of firm size on such inversely U-shaped relationships. This study combined archival data from one of largest employment websites in Taiwan and from government public information and converted qualitative employer descriptions to quantitative data to test theoretical hypotheses. The result shows that (1) employer brand personality explains incremental variance on recruitment outcomes after controlling for the effect of instrumental attributes, (2) employer brand personality distinctiveness is inversely U-shaped related to some recruitment outcomes, and (3) firm size moderates the inversely U-shaped relationships, such that the inversely U-shaped relationships are more profound for larger firms than those for small firms. This study integrates social identity theory and strategic balance perspective and develops a comprehensive theory explaining the influences of employer brand personality. It also provides empirical conformation for the benefits of developing particular employer brand personalities and maintaining moderate distinctiveness on employer brand personality. The two contributions jointly develop and consolidate the knowledge base for employer brand personality research.
    Reference: Aaker, J. (1997). Dimensions of brand personality. Journal of Marketing Research, 34(3), 347-356.
    Abrahamson, E., & Hambrick, D. C. (1997). Attentional homogeneity in industries: The effect of discretion. Journal of Organizational Behavior, 18(Spec Issue), 513-532.
    Albert, S., & Whetten, D. A. (1985). Organizational Identity. In B. M. Staw & L. L. Cummings (Eds), Research in Organizational Behavior (pp. 263-295). JAI Press, Greenwich.
    Allen, D. G., Mahto, R. V., & Otondo, R. F. (2007). Web-based recruitment: Effects of information, organizational brand, and attitudes toward a Web site on applicant attraction. Journal of Applied Psychology, 92(6), 1696-1708.
    Allen, D. G.,Van Scotter, J.R., & Otondo, R. F. (2004). Recruitment communication media: Impact on prehire outcomes. Personnel Psychology. 57, 143-171.
    Ambler, T., & Barrow, S. (1996). The employer brand. The Journal of Brand Management, 4(3), 185-206.
    Ashforth, B. E., & Mael, F. (1989). Social identity theory and the organization. Academy of Management Review, 14, 20-39.
    Barnett, W. P. (1997). The dynamics of competitive intensity. Administrative Science Quarterly, 42(1), 128-160.
    Baron, J. N. (2004). Employing identities in organizational ecology. Industrial and Corporate Change, 13(1), 3–32.
    Baum, J. A. C., & Oliver, C. (1991). Institutional linkages and organizational mortality. Administrative Science Quarterly, 36(2), 187-218.
    Baum J. A. C., & Singh J. V. (1994). Organizational niche overlap and the dynamics of organizational mortality. American Journal of Sociology, 100, 346-380.
    Biel, A. (1993). Converting image into equity. In D. A. Aaker & A. Biel, (Eds.), Brand Equity and Advertising (pp. 67-81), Hillsdale, NJ: Lawrence Erlbaum Associates.
    Borghi, A. M., Binkofski, F., Castelfranchi, C., Cimatti, F., Scorolli, C., & Tummolini, L. (2017). The challenge of abstract concepts. Psychological Bulletin, 143, 263-292.
    Brewer, M. (1991). The social self: On being the same and being different at the same time. Personality and Social Psychology Bulletin, 17, 475-82.
    Cable, D. M., & Graham, M. E. (2000). The determinants of job seekers` reputation perceptions. Journal of Organizational Behavior, 21(8), 929-947.
    Cable, D. M., & Turban, D. B. (2001). Establishing the dimensions, sources and value of job seekers` employer knowledge during recruitment. Research in Personnel and Human Resources Management, 20, 115-163.
    Cable, D. M., & Turban, D. B. (2003). The value of organizational reputation in the recruitment context: A brand-equity perspective. Journal of Applied Social Psychology, 33(11), 2244-2266.
    Carlson, K. D., Connerley, M. L., & Mecham, R. L. III. (2002). Recruitment evaluation: The case for assessing the quality of applicants attracted. Personnel Psychology, 55(2), 461-490.
    Chapman, D. S., Uggerslev, K. L., Carroll, S. A., Piasentin, K. A., & Jones, D. A. (2005). Applicant attraction to organizations and job choice: A meta-analytic review of the correlates of recruiting outcomes. Journal of Applied Psychology, 90(5), 928-944.
    Chatman, J. A., & Jehn, K. A. (1994). Assessing the relationship between industry characteristics and organizational culture: How different can you be? Academy of Management Journal, 37, 522-553.
    Chan, C., Berger, J., & Van Boven, L. (2012). Identifiable but not identical: Combining social identity and uniqueness motives in choice, Journal of Consumer Research, 39(3), 561-573.
    Collins, C. J., & Han, J. (2004). Exploring applicant pool quantity and quality: The effects of early recruitment practice strategies, corporate advertising, and firm reputation. Personnel Psychology, 57(3), 685-717.
    Collins, C. J., & Kanar, A. M. (2013). Employer brand equity and recruitment research. In K.Y.T. Yu & D.M. Cable (Eds.), Oxford Handbook of Recruitment (pp.284-297). Oxford: Oxford University Press.
    Connelly, B. L., Lee, K. B. O. K., Tihanyi, L., Certo, S., & Johnson, J. L. (2019). Something in common: Competitive dissimilarity and performance of rivals with common shareholders. Academy of Management Journal, 62(1), 1-21.
    Cromheecke, S., Van Hoye, G., & Lievens, F. (2013). Changing things up in recruitment: Effects of a ‘strange’ recruitment medium on applicant pool quantity and quality. Journal of Occupational and Organizational Psychology, 86, 410-416.
    Cyert, R., & March, J. (1963). A Behavioral Theory of the Firm, Englewood Cliffs. NJ: Prentice-Hall.
    De Goede, M. E., Van Vianen, A. E., & Klehe, U. C. (2011). Attracting applicants on the web: PO fit, industry culture stereotypes, and website design. International Journal of Selection and Assessment, 19(1), 51-61.
    Deephouse, D. L. (1999). To be different, or to be the same? It`s a question (and theory) of strategic balance. Strategic Management Journal, 20, 147-166.
    DiMaggio, P. J., & Powell, W. W. (1983). The iron cage revisited: Institutional isomorphism and collective rationality in organizational fields. American Sociological Review, 48, 147-160.
    Dineen, B. R., & Allen, D. G. (2016). Third party employment branding: human capital inflows and outflows following ‘Best Places to Work’ certifications. Academy of Management Journal, 59, 90-112.
    Escalas, J. E., & Bettman, J. R. (2005). Self-construal, reference groups, and brand meaning. Journal of Consumer Research, 32(3), 378-389.
    Fulmer, I. S., Gerhart, B., & Scott, K. S. (2003). Are the 100 best better? An empirical investigation of the relationship between being a "great place to work" and firm performance. Personnel Psychology, 56(4), 965-993.
    Gardner, T. M. (2005). Interfirm Competition for Human Resources: Evidence from the Software Industry. Academy of Management Journal, 48(2), 237-256.
    Gardner, T.M., Erhardt, N.L., & Martin-Rios, C. (2011). Rebranding employment branding: Establishing a new research agenda to explore the attributes, antecedents, and consequences of workers’ employment brand knowledge. Research in Personnel and Human Resources Management, 30, 253-304.
    Gardner, B. B., & Levy, S. J. (1955). The product and the brand. Harvard Business Review, March-April, 33-39.
    Gimeno, J., & Woo, C. Y. (1996). Hypercompetition in a multimarket environment: The role of strategic similarity and multimarket contact in competitive deescalation, Organization Science, 7(3), 322-341.
    Glynn, M. A., Abzug, R. (2002). Institutionalizing identity: Symbolic isomorphism and organizational names. Academy of Management Journal, 45, 267-280.
    Highhouse, S., Thornbury, E. E., & Little, I. S. (2007). Social-identity functions of attraction to organizations. Organizational Behavior and Human Decision Processes, 103(1), 134-146.
    Highhouse, S., Zickar, M. J., Thorsteinson, T. J., Stierwalt, S.L., & Slaughter, J. E. (1999). Assessing company employment image: An example in the fast food industry. Personnel Psychology, 52 (1), 151-172.
    Holsti, O. R. (1963). Computer content analysis. In R. C. North, O. R. Holsti, M. G. Zaninovich, & D. A. Zinnes (Eds.), Content analysis: A handbook with Applications for the Study of International Crisis. Evanston: Northwestern University Press.
    Hornsey, M. J., & Hogg, M. A. (1999). Subgroup dierentiation as a response to an overly-inclusive group: A test of optimal distinctiveness theory. European Journal of Social Psychology, 29, 543-550.
    Hornsey, M. J., & Jetten, J. (2004). The individual within the group: Balancing the need to belong with the need to be different. Personality and Social Psychology Review, 8(3), 248-264.
    Jayasinghe, M. (2016). The operational and signaling benefits of voluntary labor code adoption: Reconceptualizing the scope of human resource management in emerging economies. The Academy of Management Journal, 59(2), 658–677.
    Katz, D. (1960). The functional approach to the study of attitudes. Public Opinion Quarterly, 24, 163-204.
    Keller, K. L. (1993). Conceptualizing, measuring, and managing customer-based brand equity. Journal of Marketing, 57 (1), 1-22.
    Kristof-Brown, A. L., Jansen, K. J., & Colbert, A. E. (2002). A policy-capturing study of the simultaneous effects of fit with jobs, groups, and organizations. Journal of Applied Psychology, 87(5), 985-993.
    Lam, S. K., Ahearne, M., Mullins, R., Hayati, B., & Schillewaert, N. (2013). Exploring the dynamics of antecedents to consumer–brand identification with a new brand. Journal of the Academy of Marketing Science, 41(2), 234-252.
    LeBreton, J. M., & Senter, J. L. (2008). Answers to 20 questions about interrater reliability and interrater agreement. Organizational Research Methods, 11(4), 815-852.
    Lievens, F., & Highhouse, S. (2003). The relation of instrumental and symbolic attributes to a company`s attractiveness as an employer. Personnel Psychology, 56(1), 75-102.
    Lustig, M. W., & Andersen, P. A. (1990). Generalizing about communication apprehension and avoidance: Multiple replications and meta-analyses. Journal of Social Behavior and Personality, 5(4), 309–340.
    Malär, L., Krohmer, H., Hoyer, W. D., & Nyffenegger, B. (2011). Emotional brand attachment and brand personality: The relative importance of the actual and the ideal self. Journal of Marketing, 75(4), 35-52.
    McCracken, G. (1989). Who is the celebrity endorser? Cultural foundations of the endorsement process. Journal of Consumer Research, 16(3), 310-321.
    Mcnamara, G., Deephouse, D. L., & Luce, R. A. (2003). Competitive positioning within and across a strategic group structure: The performance of core, secondary, and solitary firms. Strategic Management Journal, 24, 161-181.
    Meyer, J. W., & Rowan, B. (1977). Institutionalized organizations: Formal structure as myth and ceremony. American Journal of Sociology, 83(2), 340-363.
    Neuendorf, K. A. (2002). The content analysis guidebook. Thousand Oaks, CA: Sage.
    Norman, P. M., Artz, K. W., & Martinez, R. J. (2007) Does it pay to be different? Competitive non-conformity under different regulatory regimes. Journal of Business Research, 60(11),1135-1143.
    Pfarrer, M. D., Pollock, T. G., & Rindova, V. P. (2010). A tale of two assets: The effects of firm reputation and celebrity on earnings surprises and investor’s reactions. Academy of Management Journal, 53(5), 1131-1152.
    Plummer, J. T. (1985). Brand personality: A strategic concept for multinational advertising. In Marketing Educators` Conference (pp. 1-31). New York: Young & Rubicam.
    Porac, J. F., Thomas, H., & Baden-Fuller, C. (1989). Competitive groups as cognitive communities: The case of Scottish knitwear manufacturers. Journal of Management Studies, 26, 397-416.
    Porter, M. E. (1973). Consumer behavior, retailer power, and manufacturer strategy in consumer goods industries. unpublished doctoral dissertation, Harvard University.
    Porter, M. E. (1979). The structure within industries and companies` performance, Review of Economics and Statistics, 61, 214-227.
    Porter, M. E. (1991). Towards a dynamic theory of strategy. Strategic Management Journal, Winter Special Issue, 12, 95-117.
    Reger, R. K., & Huff, A. S. (1993). Strategic groups: A cognitive perspective. Strategic Management Journal, 14(2), 103-124.
    Roberson, Q. M., Collins, C. J., & Oreg, S. (2005). The effects of recruitment message specificity on applicant attraction to organizations. Journal of Business Psychology, 19, 319-339
    Scott, W. R. (2014). Institutions and organizations: Ideas, interests, and identities (4th ed.). London: Sage Publications Series.
    Shavitt, S. (1990). The role of attitude objects in attitude functions. Journal of Experimental Social Psychology, 26, 124-148.
    Short, J. C., Broberg, J. C., Cogliser, C. C., & Brigham, K. H. (2010). Construct validation using computer-aided text analysis (CATA): An illustration using entrepreneurial orientation. Organizational Research Methods, 13(2), 320-347.
    Singh, J. V., Tucker, D. J., & House, R. J. (1986). Organizational legitimacy and the liability of newness. Administrative Science Quarterly, 31, 171-193.
    Slaughter, J. E., & Greguras, G. J. (2009). Initial attraction to organizations: The influence of trait inferences. International Journal of Selection and Assessment, 17, 1-18.
    Slaughter, J. E., Zickar, M. J., Highhouse, S., & Mohr, D. C. (2004). Personality trait inferences about organizations: Development of a measure and assessment of construct validity. Journal of Applied Psychology, 89(1), 85-103.
    Staw, B. M. (1991). Dressing up like an organization: When psychological theories can explain organizational action. Journal of Management, 17, 805-819.
    Tajfel, H., & Turner, J. C. (1986). The social identity theory of intergroup behavior. In: S. Worchel, & W. G. Austin, (Eds.), Psychology of Intergroup Relation (pp. 7-24), Chicago: Hall Publishers.
    Turban, D. B., & Cable, D. M. (2003) Firm reputation and applicant pool characteristics. Journal of Organizational Behavior, 24, 733-751.
    Van Hoye, G., Cromheecke, S., & Lievens, F. (2013). The instrumental and symbolic dimensions of organisations’ image as an employer: a large-scale field study on employer branding in Turkey. Applied Psychology: An International Review, 62, 543–57
    Vergne, J-P., & Depeyre, C. (2016). How do firms adapt? A fuzzy-set analysis of the role of cognition and capabilities in U.S. defense firms` responses to 911. Academy of Management Journal, 59(5), 1653-1680.
    Walker, H. J., Feild, H. S., Bernerth, J. B., & Becton, J. B. (2012). Diversity cues on recruitment websites: Investigating the effects on job seekers’ information processing. Journal of Applied Psychology, 97, 214-224.
    Walker, H. J., Feild, H. S., Giles, W. F., & Bernerth, J. B. (2008). The interactive effects of job advertisement characteristics and applicant experience on reactions to recruitment messages. Journal of Occupational and Organizational Psychology, 81, 619-638.
    Walker, H. J., Feild, H. S., Giles, W. F., Bernerth, J. B., & Short, J. C. (2011). So what do you think of the organization? A contextual priming explanation for recruitment Web site characteristics as antecedents of job seeker’ organizational image perceptions. Organizational Behavior and Human Decision Processes, 114, 165-178.
    Weber, R. P. (1990). Basic content analysis (2nd ed.). Thousand Oaks, CA: Sage.
    Williamson, I., & Cable, D. (2003). Organizational Hiring Patterns, Interfirm Network Ties, and Interorganizational Imitation. Academy of Management Journal, 46(3), 349-358.
    Williamson, I. O., Cable, D. M., & Aldrich, H. E. (2002). Smaller but not necessarily weaker: How small businesses can overcome barriers to recruitment. In J. Katz & T. M. Welbourne (Eds.), Managing people in entrepreneurial organizations: Learning from the merger of entrepreneurship and Human Resource Management (pp. 83-106). Amsterdam: JAI Press.
    Williamson, I. O., Lepak, D. P., & King, J. (2003). The effect of company recruitment web site orientation on individuals` perceptions of organizational attractiveness. Journal of Vocational Behavior, 63(2), 242-263.
    Yu, K. Y. T., & Cable, D. M. (2012). Recruitment and competitive advantage: A brand equity perspective. In S. W. J. Kozlowski (Ed.), The Oxford Handbook of Organizational Psychology (Vol. 1, pp. 197-220): Oxford University Press.
    Zhao, E. Y., Fisher, G., Lounsbury, M., & Miller, D. (2017). Optimal distinctiveness: Broadening the interface between institutional theory and strategic management. Strategic Managemenet Journal, 38, 93-113.
    Zuckerman, E. W. (1999). The categorical imperative: Securities analysts and the illegitimacy discount. American Journal of Sociology, 104, 1398-1438.Zuckerman, E.W. (2016). Optimal distinctiveness revisited: An integrative framework for understanding the balance between differentiation and conformity in individual and organizational identities. In M.G. Pratt, M. Schultz, B.E. Ashforth & D. Ravasi (Eds.), The Oxford Handbook of Organizational Identity. Oxford: Oxford University Press.
    Description: 博士
    國立政治大學
    企業管理學系
    99355509
    Source URI: http://thesis.lib.nccu.edu.tw/record/#G0099355509
    Data Type: thesis
    DOI: 10.6814/NCCU201901061
    Appears in Collections:[企業管理學系] 學位論文

    Files in This Item:

    There are no files associated with this item.



    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 Copyright Announcement
    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。
    The digital content of this website is part of National Chengchi University Institutional Repository. It provides free access to academic research and public education for non-commercial use. Please utilize it in a proper and reasonable manner and respect the rights of copyright owners. For commercial use, please obtain authorization from the copyright owner in advance.

    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。
    NCCU Institutional Repository is made to protect the interests of copyright owners. If you believe that any material on the website infringes copyright, please contact our staff(nccur@nccu.edu.tw). We will remove the work from the repository and investigate your claim.
    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library IR team Copyright ©   - Feedback