三、人力资源管理制度之组合与组织人才吸引力-国立北斗高级家事.doc

人力資源管理制度及其交互作用對組織人才吸引力之影響 The Main and Interactive Influences of Human Resource Management Practices on Organizational Attractiveness to Prospective Employees 商經科 顏麗真 摘要 企業採用之人力資源管理制度傳遞出的工作情境訊息，會影響求職者對於企業的觀感和求職意願。本研究針對訓練、獎金、昇遷、以及分權化程度等四項人力資源管理制度，採用四因子實驗設計的方式，並以大學和碩士應屆畢業生為研究對象進行實證分析。結果發現重視訓練、以能力為昇遷依據、以及採行分權化的組織，對於組織吸引人才均有正面影響。而在人力資源管理制度之組合方面，則發現訓練和獎金制度之組合、分權化程度與獎金制度之組合，對於組織人才吸引力有不同的影響；另外，強化人力資本型人力資源系統，有助於提升組織人才吸引力。最後，本研究根據實證結果提出實務意涵和後續研究方向。 關鍵詞：招募、人力資源管理制度、組織人才吸引力 The Main and Interactive Influences of Human Resource Management Practices on Organizational Attractiveness to Prospective Employees ABSTRACT Human resource management practices signaling working conditions of organization might influence the perceived organizational attractiveness of prospective employees. Current study, specifically, examined how training, promotion, bonus allocation, and decentralization and possible interactive effects of them influence the organizational attractiveness perceived by perspective employees. A 2 x 2 x 2 x 2 between-subject factorial experimental design was administered to students of three universities in Taipei. Results showed that organizations provide extensive training, adopt ability-based promotion and decentralization were perceived as highly attractive. In addition, results demonstrated that bonus allocation moderated the effects of training and decentralization on organizational attractiveness; in addition, compare to administrative HR system, organization with human capital enhancing HR system generated higher organizational attractiveness. Managerial implications and future suggestions are discussed. Keywords: recruitment, HRM practices, organizational attractiveness 緒論 過去研究發現，薪資福利 (例如：Cable Judge, 1994)、多元化管理政策 (Williams Bauer, 1992)、仲裁制度 (Richey, Bernardin, Tyler, Mckinney, 2001)、分權化程度 (Lievens, Decaesteker, Coetsier, Geirnaert, 2001; Turban Keon, 1993)、人力資源管理制度 (Bretz Judge, 1994)、企業文化 (Judge Cable, 1997) 等因素，均會影響組織對於人才的吸引力 (Chapman, Uggersl