透過獵才服務尋找高階人才早已成為大多數企業的主要人資策略，而國內探討獵才服務的文獻並不多見並且皆是探討獵人頭顧問之產業或職能。
本研究以獵人頭顧問為研究對象，探討獵人頭顧問之人格特質、人力資本與社會網絡對工作績效之影響情形。本研究在人格特質上採用 Big Five 的架構（親和性、勤勉正直性、外向性、情緒穩定性、開放學習性）；而社會網絡的衡量採用BarNir and Smith(2002)所定義的四個構面: 網絡傾向、網絡範疇、連結強度和網絡聲望。本研究採用問卷調查法，以全台獵才顧問為為試測對象，其中有的顧問公司於中部及南部有其分公司，因此全台總計共發放67份問卷，有效問卷為65 份，利用階層迴歸分析方法，研究結果發現：
一、獵才顧問的現職工作年資，以及過去在負責招募之相關產業的工作年資對其工作績效有顯著正向影響
二、獵才顧問是否為碩士，以及從事人力仲介的總工作年資，這二項變數對工作績效則較無顯著影響。
三、獵才顧問的人格特質會影響對其主觀工作績效，但不影響客觀工作績效。
四、獵才顧問的社會網絡對其工作績效並無顯著影響。

Executive search recruiting by head hunters have been the main and important human resources strategy. In the past, there are a few thesis topics on executive search recruiter (head hunter), and all of these studies focus on either executive search industry or the competency of executive search recruiter.
This study surveyed a sample of executive search recruiters island wide, and learn the effects of hunter hunter’s personality trait, human capital and social network on job performance. A brief version of Goldberg’s Unipolar Big-Five Markers was used to evaluate head hunters; as for social networks we focus on four properties of the social network that have been identified as important in the study of executives' networks: the propensity to network, the scope of the network, the strength of ties with network members, and the prestige of network members. The effective sample is 65 after deleting two ineffective questionnaires. The result after regression analysis is as follows:
1. Head hunter’s current job seniority and the seniority of their past original professional field before being a head hunter have a positive impact on their job performance.
2. Having master degree or not and the total seniority of being a head hunter have no obvious impact on job performance.
3. The personality trait of head hunter has impact on their subjective job performance but has no impact on their objective job performance.
4. Head hunter’s social network has no impact on their job performance.

第一章 緒論……………………………………………………………………..1
第一節 研究背景與動機…………………………………………………..1
第二節 研究目的…………………………………………………………..2
第三節 研究流程…………………………………………………………..3
第二章 獵才服務業之產業概述………………………………………………..5
第一節 獵才服務業的特性與發展現況…………………………………..5
第二節 獵才服務業的商業行為…………………………………………..7
第三章 文獻探討……………………………………………………………….11
第一節 獵才顧問產業概況……………………………………………….11
第二節 人力資本與工作績效…………………………………………….12
第三節 人格特質與工作績效…………………………………………….14
第四節 社會網絡與工作績效…………………………………………….18
第四章 研究方法……………………………………………………………….22
第一節 研究架構與假設………………………………………………….22
第二節 研究對象及抽樣方法…………………………………………….23
第三節 研究變項的操作型定義與衡量方法…………………………….23
第五章 資料分析與研究結果………………………………………………….30
第一節 描述性統計……………………………………………………….30
第二節 各研究變項間之相關性分析…………………………………….32
第三節 迴歸分析………………………………………………………….37
第六章 結論與建議…………………………………………………………….48
第一節 結論……………………………………………………………….48
第二節 管理意涵………………………………………………………….49
第三節 研究限制與後續研究之建議…………………………………….51

參考文獻…………………………………………………………………………..52

附錄: 問卷調查……………………………………………………………………63

一、中文部份
江錦華，2001，職業適性傾向與組織文化之適配性對工作績效之影響-以高科技F公司為例，國立中央大學人力資源管理研究所碩士論文。
李正媛，2006，獵人頭服務的優勢與成效之探討，國立中正大學勞工關係學系暨勞工研究所
吳伯輝，1999，獵人頭產業研究，國立中山大學企業管理學系研究所碩士論文。
吳正群，2007，人力資源發展、工作滿意與工作績效關係之研究－以房仲業從業人員為例，國立台灣科技大學管理研究所碩士論文。
林正智，2005，高階經理人的社會網絡與中小企業聯盟關係之研究，中興大學高階經理人碩士論文。
林財丁，1994，業務人員心理學：認知歷程、人格社會特質、人員甄選，台北：書華。
林蓬瑱，2007，中高階人才仲介顧問職能分析之實證性研究，國立高雄應用科技大學人力資源發展系碩士論文。
房冠寶，2000，人格特質與工作績效的關聯性研究：以證券業後勤行政人員為例，台灣科技大學管理研究所。
陳嘉盈，2004，台灣地區獵人頭公司作業模式探討，國立中山大學人力資源管理研究所碩士論文。
楊朝安，民 84， 行職業展望－人力仲介業，台北市：行政院勞工委員會職業訓練局。
蕭月華，2003，中高階人力仲介顧問所需職能之探索性研究，國立交通大學管理學院碩士在職專班國際經貿組碩士論文。
鍾燕宜，2003，保險業務員出身與成就之實證研究，保險專刊，第19卷第2期，頁127-155。
蘇義祥，1999，中華電信專戶服務部門領導型態與工作績效關係之研究:服務人員特質及成熟度的調節作用，國立中山大學企業管理研究所碩士論文。
鄭臻妹，2001，內外控人格特質、工作特性及工作績效之分析研究∼以台灣高科技產業員工為例，國立中央大學人力資源管理研究所碩士論文。

二、英文部分
Allport, G. W. (1937). Personality: A Psychological Interpretation, New York: Holt.
Alstyne, M. V., & Bulkley, N. (2002). Why Information Should Influence Productivity, http://stiet.si.umich.edu/researchseminar/Winter%202003
/vanAlstyne_Draft_10-09-02.doc.
BarNir, A. & Smith, K. A. (2002).Interfirm alliances in the small business: The role of social networks. Journal of Small Business Management, 40(3), 219-232.
Barrick. M. R., & Mount, M. E. (1991). The Big Five personality dimensions and Job performance: A meta-analysis. Personnel Psychology, 44, 1-26.
Bartel, Ann P., 1995, “Training, Wage Growth, and Job Performance: Evidence from a Company Database”, Journal of Labor Economics, Vol. 13, No. 3, pp. 401-425.
Berry, L.L., 1983, 'Relationship Marketing', in L.L. Berry, L.G. Shostaek and G.D Upah (eds). Emerging Perspectives on Services Marketing, Chicago: American Marketing Association, pp.25-8.
Bendig, A. W. (1963). The relationship of temperament traits of social extraversion and emotionality to vocational interests. Joumal of General Psychology, 69, 311-318.
Birley, S. (1985), "The Role of Networks in the Entrepreneurial 'Process," Journal of Business Venturing 1, 107-117,
Birley, S, S, Cromie, and A, Myers (1990), "Entrepreneurial Networks in Northern Ireland," working paper
Boissevain, J, (1974), Friends of Friend, Networks, Manipulators, and Coalitions. Oxford, U,K,: Basil Blackwell
Borman, W. C. and Motowidlo, S. J. 1993. Expanding the criterion domain to include elements of contextual performance. Personnel selection in organizations , San Francisco, Jossey-Bass: 271-362.
Britton, L. C., Clark, T. A. R. and Ball, D.F. (1992). Executive search and selection: imperfect theory or intractable industry. Service Industry Journal, 12 , 238-250.
Britton, L. C., Wright, M., & Ball, D. F. (2000). The use of co-ordination theory to improve service quality in executive search. The Service Industries Journal, 20 , 85-102.
Brooking, A.,1996. Intellectual capital, London, International Thomson Business Press.
Brouther, K. D. 2002. Institutional, cultural and transaction cost influences on entry mode choice and performance. Journal of International Business Studies , 33(2): 203-223.
Burt, RS, (1992), Structural Holes: The Social Structure of Competition. Cambridge, Mass,: Harvard University Press
Byars & Rue, 1994, ”Why performance Appraisal Systems Fail”, Personnel Administration, pp.32-40.
Campbell, J. P., McHenry, J. J. and Wise, L. L. 1990. Modeling job performance in a population of jobs. Personnel Psychology, 43: 313-333.
Costa. P. T., Fozard, J. L., & McCrae. R. R. (1977). Personological interpretation of factors from the Strong Vocational Interest Blank scales. Journal of Vocational Behavior, 10, 231-243.
Costa, P. T., & McCrae, R. R. (1988). Personality in adulthood: A six-year longitudinal study of self-reports and spouse ratings on the NEO Personality Inventory. Jownal of Personality and Social Psychology, 54, 853-863.
Costa P T., & McCrae R R.( 1992), The Introduction of the Five-Factor Model and Its Application, Journal of Personality, 60, pp.175-215.
Crawford, R. (1991), In the Era of Human Capital: The Emergence Of Talent, Intelligence, And Knowledge As The Worldwide Economic Force And What It Means To Managers And Investors, New York: Harper Business Books.
D’Aveni, R,A, (1990), "Top Managerial Prestige and Organizational Bankruptcy,"Organization Science 1, 121-142
D'Aveni, R,A,, and I,F Kesner (1993), "Top Managerial Prestige, Power, and the Tender Offer Response: A Study of Elite Social Networks and Target Firm Cooperation during Takeovers," Organization Science 4, 123-151
Davenport, T. O., 1999. Human Capital: What Is It and Why People Invest It. SF, Jossey- Bass.
Day, David V. (1989). Spring 1989 Personality And Job Performance: Evidence Of Incremental Va. Personnel Psychology, Durham.
Dess, G., Picken, J., & Lyon, D. (1999), “Transformational Leadership: Lessons from U.S. Experience”. Long Range Planning, 31(5);722-731
Dollinger, M,J, (1990), "The Evolution of Collective Strategies in Eragmented Industries," Academy of Management Review 15, 266-285
Dykeman, C., & Dykeman, J.J., (1996), Big-Five Personality Profile of Executive Search Recruiters. Journal of Employment Counseling, June 1996, Vol 33, pp.79-86
Dzinkowski, R.,2000. The Measurement and Management of Intellectual Capital：An Introduction, Financial Management, 78（2）：32-36.
Edvinsson, Leif & Malone, Michael S.（1999）, Intellectual Property, Rye Field Publishing Company, Inc., USA.
Finlay, W. & Coverdill, J. E. (2002). Headhunters: Matchmaking in the Labor Market. NY: Cornell University Press
Fischer, C. S.(1982). Networks and Places: Social Relations in the Urban Setting.NY: Free press.
Gatewood, R. D., & Field, H. S. 1998. Human resource selection (4th ed.). New York: the Dryden Press, Harcourt Brace College Publishers.
Granovetter, M. S. (1973). The strength of weak ties. American Journal of Sociology, 78(6), 1360-1380.
Granovetter, M. (1982).The strength of weak ties: A network theory revisited. Social structure and network analysis. Peter Marsden and Nan Lin. Beverly Hills CA: Sage.
Granovetter, Mark. (1985). Economic Action and Social Structure: The Problem of Embeddedness. American Journal of Sociology, 91(3),481-510.
Greve, A, (1995), "Networks and Entrepreneurship—An Analysis of Social Relations, Occupational Background, and Use of Contacts during the Establishment Process," Scandinavianjoumal of Management 11(1), 1-24
Gronroos, C, 1988, 'Service Quality: The Six Criteria of Good Perceived Service Quality', Review of Business, Vol.9, Pt.3, pp.10-13
Guilford, T.P.（1959）, Personality, New York：Megraw-Hill. Guion. R. M.. & Gottier. R. F. (1965). Validity of personality measures in personnel selection. Personnel Psychotogy. 18, 135-164.
Guion, R.M. & Gottier, R.F. (1965). Validity of Personality Measures in Personnel Selection. Personnel Psychology, 18(2) :136-164
Guy, W. C. (2001). Eroding ethics of executive search. Consulting to Management, 12 , 51-56.
Hart, C.W.L., L.A. Schlesinger and D. Mahef, 1992, 'Guarantees Come to Professional Service Firms', Sloan Management Review, Vol.33, Pt.3, Spring, pp.19-29.
Hansen. J. C. & Campbell. D. C. (1985). Strong Interest Inventory manuaL Palo Alto. CA: Consulting Psychologists Press.
Holland, J. L., (1959), “A theory of vocational choice.” Journal of Counseling Psychology, 6 , pp.35-45.
Hough, L. M., Eaton, N. K., Dunnette, M. D., Kamp, J. D., & McCloy, R. A. (1990). Criterion-related validities of personality constructs and the effect of response disortion on those validities(Monograph). Journal of Applied Psychology, 75 , 581-595.
Holland. J. L. (1959). A theory of vocational choice. Journal of Counseling Psychology, 6, 35-45.
Hough, L. M., Eaton, N. K., Dunnette, M. D., Kamp, J. D., & McCloy, R. A. (1990). Criterion-related validities of personality constructs and the effect of response disortion on those validities(Monograph). Journal of Applied Psychology, 75 , 581-595.
Hoskisson, R. E., Hitt, M. A., Wan, W. P., & Yiu, D. (1999). Theory and research in strategic management: Swings of a Pendulum. Journal of Management, 25(3), 417-456.
Hudson, W., 1993. Intellectual Capital：How to Build it, Enhance it, Use it. New York, John Wiley.
Industrial Relations Review and Report: Recruitment and Development Report, 1992, 'Executive Recruitment. A Case for Using your Head-hunter? 2: The effectiveness of search', No.506, Feb., pp.2-12.
Johansson. C. B. (1970). Strong Vocational Interest Blank introversion-extraversion and occupational membership. Journal of Counseling Psychology, 17, 451-455.
Johnson. R. W.. Flammer. D. P.. & Nelson. J. G. (1975). Multiple correlations between personality factors and the SVIB occupational scales. Journal ofCounseling Psychology, 22, 217-223.
Kenny, R. M. (1978). Executive search today. California Management Review, 20 , 79-83.
Kenneth, R. G. (1993). Maximizing your executive-search process. The Cornell H.R.A. Quarterly , 32-37.
Knight, D.J. (1999), “Performance measures for increasing intellectual capital”, Strategy & Leadership, 27(I2), 22-27.
Krackhardt, D, (1992), "The Strength of Strong Ties: The Importance oi Philos in Organizations," in Networks and Organizations: Structure, Form., and Action. Ed, N, Nohria and R,G, Eccles, Boston, Mass,: Harvard Business School Press, 215-239
Lepak, David P., & Snell, Scott A. 1999. The human resource architecture:Toward a theory of human capital allocation and development. Academy of Management Review. vol. 24(1): 31-48.
Lin, N, (1982), "Social Resources and In-strumental Action," in Social Structure and Network Analysis. Ed, PV Marsden and N, Lin, Beverly Hills, Calif: Sage, 131-146,
Lin, N. (2001). Social Capital：A theory of social structure and action. Cambridge, UK：Cambridge University Press.
Lynn, B. E.,2000. Intellectual capital: Unearthing hidden value by managing intellectual assets, Ivey Business journal, 64(3)：48-52.
Maister, D.H. and CH. Lovelock, 1982, 'Managing Facilitator Services', Sloan Management Review, Summer, pp. 19-31.
Marsden, PV (1990), "Network Data and Measurement," Annual Review of Sociology 16, 435-463,
Mount, Michael K., Barrick, Murray R., Stewart, Greg L.(1998). Five-factor model of personality and performance in job involving interpersonal interactions. Human Performance, 11(2/3), 145-165.
Nelson, R,E, (1989), "The Strength of Strong Ties: Social Networks and Intergroup Conflict in Organization," Academy of Management Journal 2, 377-401
Ones, D. S., & Viswesvaran, C. & Schmidt, F. L. (1993). Comprehensive of meta-analysis of integrity validities: Findings and implications for personnel selection and theories of job performance. Journal of Applied Psychology, 78, 679-703.
Ostgaard, T,A,, and S, Birley (1994), Personal Networks and Firm Competitive Strategy—A Strategic or Coincidental Match? Journal of Business Venturing 9, 281-305
O’Reilly, C.A. (1977).” Personality-Job Fit: Implications for Individual Attitudes andPerformance”, Organizational Behavior and Human Performance, Vol.18(1),pp.36-46.
Parasuraman A., V.A. Zeithaml and L.L. Berry, 1988, 'SERVQUAL: A Multiple-item Scale for Measuring Consumer Perceptions of Service Quality', Journal of Retailing, Vol.64, No.l, Spring, pp. 12—37.
Pfeffer, J. (1977）.Toward an Examination of Stratification in Organization . Administrative Science Quarterly, 22,553-567.
Salgado, J. F. (1997). The five factor model of personality and job performance in the European Community. Journal of Applied Psychology, 82, 30-43.
Schermerhorm.J.R. (1999). Management for Productivity, 3rd Edition.New York: John Wiley & Sons.
Schmidt, F. L. & Hunter, J. E . (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, Vol. 124, pp. 262-274.
Schmit, M. J., Kihm, J. A., ＆ Robie C.（2000）. Development of a global measure of personality.: Personnel Psychology, 53,153-193.
Schultz, T. W.,1960. Investment in human capital, Presidential address before the American Economic Association, American Economic Review, 51, March.
Scott, Robert C. & Mitchell (1972), Productivity Improvement through better Management of Human Resources.. Cost and Management ,49(1),pp.14-24.
Sessa, V., & Taylor, J. (2000). Executive Selection Strategy for Success. San Francisco, CA: Jossey-Bass.
Sveiby, K. E. .1999. “What is Knowledge Management” ,http://www.Sveiby. com.au/ knowledgeManagement.html
Taylor, A. R. (1984). How to select and use an executive search firm. New York: McGraw-Hill.
Tett, R. P., Jackson, D. N., & Rothstein, M.(1991). Personality measures as predictors of job performance: A meta-analytic review. Personnel Psychology, 44 , 703-742.
Tokar, D. M., Vaux, A., & Swanson, J. L. (1995). Dimensions relating Holland’s vocational personality typology and the five-factor model. Journal of Career Assessment, 3, 57-74.
Tubre, T. C. and Collins, J. M. 2000. Jackson and Schuler (1985) revisited: a meta-analysis of the relationships between role ambiguity, role conflict, and job performance. Journal of Management , 26(1): 155-169.
Ulrich, Dave., 1997. Measuring Human Resource：An Overview of Practice and a Prescription for Results, Human Resource Management, 36：303-320.
Van Buren, M. E.,1999. A yard stick for knowledge management, Training and Development, 53：71-74.
Zeithaml, V.A., A. Parasuraman and L.L. Berry, 1990, Delivering Quality Service – Balancing Customer Perceptions and Expectations, New York: The Eree Press.