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博碩士論文 etd-0810117-210328 詳細資訊
Title page for etd-0810117-210328
論文名稱
Title
企業文化對雇主品牌與組織人才吸引力之影響-以中美日連鎖餐飲業為例
The influence of Corporate culture on Employer brand and Organizational attractiveness: A case study among Chinese culture, American culture and Japanese culture in Chain restaurant industry.
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
137
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2017-08-31
繳交日期
Date of Submission
2017-09-10
關鍵字
Keywords
中式文化、美式文化、日式文化、企業文化、雇主品牌、組織人才吸引力、連鎖餐飲業
corporate culture, employer brand, organizational attractiveness, Chinese culture, Japanese culture, chain restaurant industry, American culture
統計
Statistics
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中文摘要
自1980年代中期起,隨國民生活水準提高、政府推動觀光政策。據行政院主計總處資料:2017年第一季服務業占GDP比重達64.23%,占總就業人數比重達59.26%。得知服務業產值逐年上升,漸漸成為我國經濟活動之主體,亦為創造就業重要來源。儼然成為社會經濟體系最基層,且最具代表性之產業,其代表的意涵即是優秀人才供不應求。故,鎖定單一產業,以連鎖餐飲服務業為研究對象。
本研究欲了解企業文化對雇主品牌與人才吸引力的原因與其方法,當從潛在求職者轉變為內部員工此一過程中,企業文化是否具有相對影響力,且能否對雇主品牌與組織人才產生吸引力等;而企業文化是否受中、美、日式國籍文化差異所影響。因此,採用質化分析方法中個案研究方式,依產業中具代表性原則,選定六家主要個案研究之實證企業。
本研究結果,佐以車子比喻本研究之主題。好的企業文化就如同堅固耐用的引擎,油門就是雇主品牌,而車子代表企業的組織人才吸引力。引擎好,油門一踩,車子就會奔馳而出,吸引大批求職者主動找上門,且增加在職員工留任意願;引擎有問題,油門用力一踩,車子就會狀況百出,反而造成反效果。
Abstract
Since the mid-1980s, Taiwan has witnessed improved living standard of the general public and the growing population of foreign visitors. According to Directorate-General of Budget, Accounting and Statistics, E.Y., the overall service industry accounted for 64.23% of GDP in Q1 of 2017, corresponding to 59.26% of the total employment. The service industry has gradually become the main body of Taiwan's economic activities, as well as the largest source of job creation. Therefore, this study focused on the single chain restaurant industry, aiming to understand how corporate culture influences the employer brand and organizational attractiveness. Case studies were performed with qualitative research method. Data were collected from six enterprises, representing from Chinese, American or Japanese background.
The result of this study could be compared to a car. Good corporate culture is the durable engine, employer brand is the accelerator, and the organizational attractiveness is the car. With a good engine, even a merest press on the accelerator is enough for the car to run, thus attracting a large number of job candidates and increasing employees’ retention rate. However, with a problematic engine, no matter how hard you press the accelerator, the car would not go well and could even result in the opposite effect.
目次 Table of Contents
ABSTRACT IN CHINESE ……………………………………………….i
ABSTRACT IN ENGLISH ...…………………………………………...iii
TABLE OF CONTENTS …......………………………………………….v
LIST OF TABLES ………………………………………………………vii
LIST OF FUGURES .……………………………………………………ix

CHAPTER I INTRODUCTION ……………………………………….1
Background and Motivation of the Study …………………………….2
Purpose of the Study …..………………………………………………8
Process of the Study ……………………………..…………………….9

CHAPTER II LITERATURE REVIEW….………………………….....11
Corporate Culture....…………………………………………………….11
Employer Brand.…….…………………………………………………..27
Organizational Attractiveness..……..………………………………….40
The relationship of Enterprise Management and Nationality Culture…44

CHAPTER III RESEARCH METHODS...….………………………....49
Research Framework…..…………………………………..……………49
Research Design and Procedure.……………………..……………….50
Research Subjects……….………………………………………………56

CHAPTER IV CASE STUDY …….……….………………………...…59
Case study on Chinese culture of company A .………………………59
Case study on Chinese culture of company B ……………………….67
Case Study on American culture of Company C………………..……74
Case Study on American culture of Company D……………………..80
Case Study on Japanese culture of Company E……………………..88
Case Study on Japanese culture of Company F……………………..95
Comprehensive Analysis and Discussion on Case Studies……..…101

CHAPTER V Conclusions and Suggestions ….…………………….109
Conclusions……………………………..………………………………109
Management Implications………………………………………………112
Limitations of the Study...………………………………………………117

REFERENCES …..…………………………………………………….119
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