在全球下的背景，越來越多的企業意識到想要找到優秀的人才，則必須在特定的人力資源市場上建立獨特的「雇主品牌形象」才能夠有效地吸引、激勵和保留優秀的人才，也才能獲得持久性的競爭優勢。因此，提出了「雇主品牌概念」對於潛在求職者的吸引力，及在職員工留任之影響。即企業的雇主品牌形象吸引、激勵和保留員工的能力程度。並且結合人力資源管理制度，探討人力資源管理制度的建立與執行對於企業保有持續性的競爭優勢之影響。

Under the global background, more and more companies realize that if want to acquire outstanding talent, must set up unique employer brand in the specific area of the human resources market to be able to effectively attract, motivate and retain talented and obtain sustainable competitive advantage. Therefore, raise “employer brand concept” for the potential job applicant to attractiveness and employee stay. It is meaning the employer brand to attract, motivate and retain of competency of employee. To combine of human resource management system to explore of the establishment and implement of human resource management system for enterprises to retained sustainable competitive advantage of the impact.

目錄
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究流程 4
第二章 文獻探討 6
第一節 雇主品牌的定義 7
第二節 組織人才吸引力 11
第三節 人才吸引與企業形象之關連 14
第三章 研究方法 17
第一節 研究架構 18
第二節 研究方法與程序 19
第三節 研究個案來源 23
第四章 個案分析 25
第一節 企業文化 25
第二節 薪資福利 31
第三節 訓練發展 37
第四節 績效考核 43
第五節 領導風格 50
第五章 結論與建議 58
第一節 研究結論 58
第二節 研究建議 64
第三節 研究限制 66
參考文獻 67

一、 中文部份
溫金豐（民87），人力資源系統構型與組織績效關係之研究：以高科技廠商為例，國立中山大學企業管理研究所未出版之博士論文
張秘，1981，如何建立員工福利制度，台北：中華徵信所企業股份有限公司出版部
孫弘岳，2000企業商品形象、公民形象與信譽對組織人才吸引力之影響：以民營商業銀行為實證對象，台灣科技大學企業管理研究所
蕭妃伶，2006雇主品牌之研究 內部外部銷觀點，國立中山大學人力資源管理研究所
蔡維奇、黃佳維、與顏麗真 （2008）。人力資源管理制度及其組合對組織人才吸引力之影響。台大管理論叢，19（1），頁1-28。
黃恆獎，2010，品牌文化與價值初探，經理人月刊，No.68，頁136-143。
黃孝如譯，Liz .Wiseman，Greg. Mckeown，2010，點亮最佳工作力，哈佛商業評論全球繁體中文版，第45期，頁90-97
侯秀琴譯，Dave Ulrich，2010，人才策略的關鍵一役，哈佛商業評論全球繁體中文版，第50期，頁1-11
尚容安譯，Robert K. Yin 著，2001，個案研究法，台北：弘智文化
吳怡靜，留住關鍵人才的9妙計，天下雜誌，第462期，2010年12月

 
二、 英文部份
Ahlrichs, N. S. 2000. Competing for talent: Key recruitment and retention strategiesfor becoming an employer of choice. Palo Alto, California: Davies-Black.
Ambler, T. and Barrow, S. 1996. “The employer brand”. Journal of Brand Management. 4: 185-206.
Atkinson, S. 2004. Senior management relationships and trust: An exploratory study . Journal of Managerial Psychology. 19, 571-587.
Aiman-Smith, L., Bauer, T. N., & Cable, D. M. 2001. Are you attracted? Do you intend to pursue? A recruiting policy-capturing study. Journal of Business and Psychology, 16 （2）: 219-237.
Barber, A. E. 1998. Recruiting employees: Individual and organizational perspectives. Thousand Oak, CA: Sage.
Bayton, J. A.1959. Researching the corporate image. Public Relation, 4, 3-8.
Bridges, S. 1992. A schema unification model of brand extensions. Cambridge, MA,Marketing Science Institute, Report 92-123.
Belt, J. A., Paolillo, J. G. P., 1982. “The Influence of Corporate Image and Specificity of Candidate Qualifications on Response to Recruitment Advertisement”, Journal of Management, 8（1）, 105-122.
Berry, L. L. 1999. Discovering the soul of service. New York: Free Press
Bretz, R. D., Jr., & Judge, T. A. 1994. The role of human resource systems in job applicant decision processes. Journal of Management, 20, 531-551.
Blonchek, R. M. 1998. Attracting, motivating and retaining people by branding your workplace. The Human Resources Professional, 11, 23-27.
Cable, D. M., & Judge, T. A. 1996. Person-organization fit, job choice decisions, and organizational entry. Organizational Behavior and Human Decision Processes, 67, 294-311.
Gregory, J. R. (1991). Marketing corporate image: The company as your number one product. Chicago: NTC.
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.
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
Herman, R. E. & Gioia, J. L. 2000. How to become an employer of choice.Winchester, Virginia: Oakhill Press.
Jurgensen, C. E. 1978. Job preference: What makes a job good or bad. Journal of Applied Psychology, 46（3）, 267-276.
Judge, T. A., & Cable, D. M. 1997. Applicant personality, organizational culture, and rganization attraction. Personnel Psychology, 50, 359-394.
McKinsey Quarterly, 2005,The McKinsey Global Survey of Business Executives.
Keller, K. L., & Aaker, D. A. 1992. The effects of sequential introduction of brand extensions, Journal of Marketing Research, 29, 35-50.
Keller, K.L. 1993. Conceptualizing, measuring, and managing customer-based brand equity. Journal of Marketing, 57: 1-22.
Keller, K. L. 2000. Building and managing corporate brand equity. In M. Schultz, M.J.Hatch, & M. H. Larsen （Eds.）, The Expressive Organization: Linking identity,reputation, and the corporate brand. London: Oxford University Press.
Kristin, B. and Surinder, T. 2005. Conceptualizing and researching employer Branding. Carrer Development International, 9（5）: 501-517.
Turban, D. B., & Keon, T. L. 1993. Organizational attractiveness: An interactionist perspective. Journal of Applied Psychology, 78 （2）: 184-193
Turban, D. B., Eyring, A. R., & Campion, J. E. 1993 Job attributes: Preferences compared with reasons given for accepting and rejecting job offers. Journal of Occupational and Organizational Psychology, 66, 71-81.
Turban, D. B., & Greening, D. W. 1996. Corporate social performance and organizational attractiveness to prospective employees. Academy of Management
Journal, 40(3): 658-672.
Tajfel, H. & Turner, J. C. 1985. The social identity theory of group behavior. In S.Worchel & W. G. Austin （Eds.）, Psychology of Intergroup Relations, 2, 7-24.Chicago: Nelson-Hall.
Lievens, F., Decaesteker, C., Coetsier, P., & Geirnaert, J. 2001. Organizational Attractiveness for Prospective Applicants: A person- organization fit perspective. Applied Psychology: An International Review, 50 （1）: 30-51.
O'Reilly III, C. A., Chatman, J., & Caldwell, D. F. 1991. People of organizational culture: profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34, 487-516.
Rynes, S. L.（1991）. Recruitment, job choice, and post-hire consequences: A call for new research direction. In M. D. Dunnette & L. M. Hough（Eds.）, Handbook of industrial and organizational psychology（2nd ed.）, 2, 399-444.
Richard Mosley The Performance Driver No Business Can Ignore Employer Brand http://www.marksherrington.com/downloads/Richard%20Mosley%20eArticle.pdf
Building A Strong Employer Brand Hay Group http://www.topemployers.com.cn/Portals/60/newsletterimages/newsletterdocs/Summary%20HR%20Vision%20Society%20-%20How%20to%20Build%20a%20strong%20Employer%20Brand.pdf