根據過去對員工引薦的研究得知，員工引薦是一個相當有效的招募管道，但卻少有研究深入探討其原因，尤其引薦人與被引薦人之間所存在之關係，除了提供被引薦人更多資源以融入組織外，也對日後兩人關係互動產生影響，所以本研究主要探討員工引薦的發生原因以及其對被引薦人、引薦人與組織的影響，還有引薦人與被引薦人於引薦錄取後之關係交往情況以及關係對被引薦人之工作績效、工作滿意、組織承諾及離職的影響。

　　最後研究結果發現，當引薦人主動引薦時，因採取較主動之關係運作而增加被引薦人的成功錄取機率；員工引薦對被引薦人、引薦人與組織的正面影響效果多於負面效果；但不論是引薦人或被引薦人，在引薦發生時都承受了相當程度的心理壓力，包括擔保壓力和人情壓力；同時，兩人在關係交往上，為了避免被其他同事直接視為同一類群，所以會減少在公司上之關係往來的親密程度。

The studies of employee referral have shown that employee referral is one of the most cost-effective recruiting methods. However, few studies focused on the background and cause of its occurrence; and the guanxi between the introducer and referral could also provide as a good resource to referral and result in a great effect to both of the introducer and referral. Therefore, this research aimed at the cause of employee referral; the effects of employee referral on introducer, referral and organization; relationship development between introducer and referral after employee referral; and the effects of guanxi on referral’s job performance, job satisfaction, organization commitment and resignation.
The major conclusions of this research are as following:
1. If introducer voluntarily recommends referral and pedals his/her influence, the referral can have a good chance to get the job offer.
2. Positive influences which results from employee referral on introducer, referral and organization are more effective in comparison with negative influences.
3. Both of the introducer and referral take psychological pressures of employee referral, including guarantee of referral’s performance and return introducer’s favor.
4. To avoid being classed as the same type or group without an appropriate understanding, the introducer and referral would decrease the personal contact with each other in the office.

第一章　緒論 1
第一節　研究動機 1
第二節　研究目的 2
第二章　文獻探討 3
第一節　招募之定義、管道與程序 3
第二節　員工引薦之探討 8
第三節　關係之探討 10
第四節　員工引薦研究中可行之關係相關議題 21
第三章　研究方法 24
第一節　研究取向 24
第二節　研究對象 25
第三節　研究流程 28
第四章　研究結果 32
第一節　員工引薦的發生 32
第二節　關係交往 37
第三節　員工引薦之影響 42
第五章　結論與建議 56
第一節　命題發展 56
第二節　研究貢獻、研究限制與研究建議 60
參考文獻 64
附錄一　訪談大綱 71
附錄二　訪談稿摘要 72

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