很多企業在招募活動中，抱持著「吸引越多的人前來應徵，招募成效就越好」的假設，以「大量吸引」或「行銷」之導向，在網羅人才的手法上花樣百出，但是這種贏了形象、知名度與數量的作法，卻存在著相當的潛在問題，對新人的工作期望、工作滿足乃至於新人離職率的影響，都可能是負面的。相對的，近二十年來，招募之「真實工作預覽」導向與技術，即與應徵者溝通未來工作實際狀況之作法，已逐漸出現在國際上許多學者的重要研究課題中。它可望能導致更多對組織實質正面的結果，包括新進員工較高的工作滿足、較高的組織承諾、較高的工作績效與較低的離職率(Barber, 1998)。檢視國內相關招募領域之研究與實務，雖然還沒有出現「真實工作預覽」此一概念，但很多研究已涉及此一內涵或重要需求。所以，國內企業招募人才的工作，是否應更強調「真實工作預覽」之導向？以及以真實工作預覽為導向的招募工作，是否可以成為國內企業改善新人離職率偏高現象的解決方案之一？由此，本研究之主要研究目的在於：探討真實工作預覽程度對新進員工離職傾向之影響，以及該機制過程中，工作期望符合程度所可能的中介效果與因果解釋關係；探討招募管道、面談者身份在真實工作預覽程度上的差異。
經過對518位新進員工的問卷施測，本研究綜合發現如下：
1.新進員工在進入組織前的應徵過程中，對於所應徵工作之真實預覽程度愈高，在實際投入該項工作後，愈不可能產生離開的念頭，或尋找其他工作機會的行為。
2.新進員工在進入組織前的應徵過程中，對於所將投入工作之真實預覽程度愈高，未來在相關工作層面上的期望愈容易被符合。
3.新進員工之工作期望符合程度愈高，其離職傾向就愈低。
4.應徵者對未來所將從事的工作之真實預覽程度的高低，有一部分可透過工作期望符合程度的高低來影響離職傾向的強弱。
5.新進員工的年齡愈高，則真實工作預覽程度愈低、工作期望符合程度愈低，而離職傾向愈高。
6.「研究所及以上」教育程度的新進員工，對於未來工作可以真實預覽的程度與工作期望符合程度，顯著高於「高中職」教育程度的新進員工；而離職傾向，則顯著低於「高中職」教育程度的新進員工。
7.在招募面談時，既有人力資源部門的人員、又有所屬部門的主管或同仁與應徵者溝通對話，其對未來工作真實預覽的程度與工作期望符合程度，顯著高於面談者「既非人力資源部門的人員、亦非所屬部門的主管或同仁」之情形；其離職傾向卻顯著低於後者。
本研究之主要研究建議如下：
1.以招募之「真實工作預覽」為導向，從多個層面入手，提昇每份工作真實預覽的程度，包括相關工作資訊呈現的層面與媒介形式、招募面談者的選擇、考慮應徵者個人屬性以及適時提供工作現場參觀或企業實習等。
2.以招募之「真實工作預覽」為導向，應將更切合實際的資訊在招募廣告中呈現，避免誇大不實的渲染，造成求職者過度的期待與想像。
3.應徵者可把握正式面談、雙向溝通之機會，提昇自己對未來工作的瞭解。

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第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 6
第二章 文獻探討 7
第一節 真實工作預覽的涵義 7
第二節 離職傾向之相關理論研究 10
第三節 真實工作預覽之相關理論研究 18
第四節 真實工作預覽與工作期望、離職傾向之關係探討 28
第五節 真實工作預覽之前置變項探討 32
第三章 研究方法 35
第一節 研究架構與研究假設 35
第二節 研究變項之操作性定義與衡量工具 36
第三節 資料蒐集方法與樣本特性分析 41
第四節 資料分析方法 44
第四章 實證分析與討論 46
第一節 研究變項之描述性統計 46
第二節 人口統計變項與各研究變項之差異性分析 47
第三節 研究變項相關分析 54
第四節 研究變項之迴歸分析 55
第五章 結論與建議 59
第一節 結論 59
第二節 研究限制 62
第三節 建議 63
參考文獻 66
附錄 問卷 74




表 目 錄
表3.1 真實工作預覽之相關工作資訊構面 38
表3.2 「真實工作預覽程度」量表之因素分析及信度檢定 39
表3.3 量表各題項之內部ㄧ致性信度 40
表3.4 樣本回收情況 41
表3.5 樣本特性描述 43
表4.1 研究變項之描述性統計摘要 46
表4.2 「年齡」與各研究變項之相關係數表 47
表4.3 人口統計變項在「真實工作預覽程度」上的差異 49
表4.4 人口統計變項在「工作期望符合程度」上的差異 51
表4.5 人口統計變項在「離職傾向」上的差異 53
表4.6 各研究變項之相關係數表 54
表4.7 「真實工作預覽程度」對「離職傾向」之迴歸分析 55
表4.8 「工作期望符合程度」對「離職傾向」之迴歸分析 56
表4.9 「真實工作預覽程度」對「工作期望符合程度」之迴歸分析 57
表4.10 「工作期望符合程度」的中介效果 58
表4.11 研究假設驗證結果 58








圖 目 錄
圖2.1 離職行為的分類 10
圖2.2 Mobely離職決策模式 14
圖2.3 Mobley簡化離職行為模式 15
圖2.4 Price & Mueller離職模式 16
圖2.5 Abelson整合離職過程模式 17
圖2.6 真實工作預覽之心理效應 23
圖2.7 工作期望的形成及對於重要員工態度、行為變數的影響之過程模型 26
圖3.1 研究架構圖 35

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三、參考網站
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