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博碩士論文 etd-0721116-203455 詳細資訊
Title page for etd-0721116-203455
The study of new employee's resign tendency analization how it is correlate to the enterprise recrument services satisfaction survey.
Year, semester
Number of pages
Jin-Feng Uen
Advisory Committee
Yun-Ping Lee
Date of Exam
Date of Submission
Job involvement, resignationinclination, Quality of Service, Job performance, Recruitment Management, Kano's Model, Job satisfaction
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The study of new employee's resign tendency analization how it is correlate to the enterprise recrument services satisfaction survey.
Electronic industry is the most important industry cluster in Taiwan, this industry attracts the most talented labor force to dedicate themselves to. Due to its rapid development and knowledge-intensive characteristic, enterprises prefer to hire youthful labor force. For its keen competition of talented labor force nowadays, enterprises need to provide a satisfactory recruiting service to recruit youthful engineers in order to attract targeted candidates to work in the enterprise.
This research is constructed on PZB Theories, analyzed by questionnaires given by recruiting department in nineteen electronic enterprises. By studying factors of interviewees’ ‘Expected value’ and their ‘Perceived value’ after being personnel, using ‘Quality Function Deployment (QFD)’and ‘Kano's Model’ as tools to measure ‘Satisfaction of Recruitment Process’, studying how recruiting elements affect new personnel’s recognition to enterprises’ image and their correspondent work attitude and work performance, in the end the decision of whether or not staying in the position.
Enterprises’ comprehension to relevancy between recruiting process’s quality and the tendency to stay can raise enterprises’ recruiting competency, increase stability of new personnel’s and decrease cost of recruiting process, in order to increase apparently cost-benefit of enterprises’ operation.
According to the research above, the results are:
1. Three aspects provided by enterprises, which are ‘recruiting facility and environment’, ‘recruiting activity and service’ and ‘interaction between interviewees or new personnel and recruiting personnel’ are waiting for being improved.
2. The way of having empathy toward interviewees and treat them as clients provides a good recruitment service. However, performance and pre-job training need to be improved.
目次 Table of Contents
論文審定書 i
摘要 ii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節 研究範圍與限制 5
第二章 文獻探討 7
第一節 招募活動與管理 7
第二節 招募服務品質要素 15
第三節 招募活動的服務品質影響新進人員的留任意願 25
第四節 招募活動服務品質影響新進人員的工作績效表現 29
第五節 招募服務提昇企業經營效益 36
第六節 總結 38
第三章 研究設計 39
第一節 研究架構 39
第二節 研究設計 40
第三節 研究變項之操作性定義與衡量方法 48
第四章 資料分析 53
第一節 研究變數定義 55
第二節 重要度及滿意度分析 65
第三節 招募服務品質之母體變異數分析 77
第五章 結論與建議 121
第一節 研究結論 121
第二節 研究建議 124
參考文獻 126
附 錄 130
應徵者認知招募服務品質之研究問卷 (期初) 130
新進員工轉為正式員工之研究問卷 (期末) 139
招募人員提供招募服務品質之研究問卷 (期末) 150
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