論文使用權限 Thesis access permission:自定論文開放時間 user define
開放時間 Available:
校內 Campus:開放下載的時間 available 2025-06-17
校外 Off-campus:開放下載的時間 available 2025-06-17
論文名稱 Title |
臺灣僱主品牌吸引力的因素之於員工留任之影響 Factors that affect Employer Brand Attractiveness in Relation to Employee Retention in Taiwan |
||
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 |
69 |
|
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 |
2020-06-04 |
繳交日期 Date of Submission |
2020-06-17 |
關鍵字 Keywords |
融洽的工作環境、明確的職涯路徑與規劃、友善家庭的組織文化、薪資福利、績效考核公平性知覺、僱主品牌吸引力、員工留任 perceived fairness of performance evaluation, harmonious work environment, clear career path and development, family-friendly organizational culture, salary and benefits, employer brand attractiveness, employee retention |
||
統計 Statistics |
本論文已被瀏覽 5678 次,被下載 0 次 The thesis/dissertation has been browsed 5678 times, has been downloaded 0 times. |
中文摘要 |
本研究目的為研究僱主品牌吸引力之餘員工留任之影響。僱主品牌在西方已受到業界重視,但在台灣卻鮮少有相關研究。該研究致力於更了解台灣專業工作者對工作的期待收穫,並針對薪資福利、友善家庭的組織文化、明確的職涯路徑與規劃、融洽的工作環境及績效考核公平性知覺,等五項僱主品牌吸引力因素之於員工留任之影響。本研究採量化,經由問卷調查共收取201份有效問卷,並運用SPSS v.24系統進行複迴歸分析。結果顯示所有假設:薪資福利、友善家庭的組織文化、明確的職涯路徑與規劃、融洽的工作環境及績效考核公平性知覺,等因素皆與員工留任呈現正相關。其中,的量表信度就研究的結果得到之管理意涵,可供企業留才決策時的參考。其中,友善家庭的組織文化量表信度需作進一步加強。因此,後續研究建議可納入其他因素(如婚姻及家庭子女數) |
Abstract |
The purpose of this paper is to investigate the impacts of employer brand attractiveness on employee retention. This topic is rarely explored in Taiwan. The research aims to gain better understanding of what Taiwanese working professionals want from their employment. Specifically, it investigates the following factors as employer brand attractiveness in relation to employee retention in Taiwan: salary and benefits, family-friendly organizational culture, clear career path and development, harmonious work environment, and perceived fairness of performance evaluation. This study takes a quantitative approach. Two-hundred and one survey questionnaires were collected online from Taiwanese working professionals and then entered into SPSS v.24 for multiple regression analysis. Results show that all hypothesized factors; salary and benefits, family-friendly organizational culture, clear career path and development, harmonious work environment, and perceived fairness of performance evaluation are positively correlated with employee retention. The managerial implications of this study are that Taiwanese employer could consider the above factors in company’s policy decision making to retain employees within their organization. However, the reliability score of one scale (family-friendly organizational culture) could be improved. Future studies could explore whether demographics would affect the outcomes of the results. |
目次 Table of Contents |
Table of Contents Thesis Dissertation Validation Letter………………………………………………………………i Acknowledgments…………………………………………………………….………………………………ii 摘要…………………………………………………….………………………………………………………………iii Abstract…………………………………………………….……………………………………………………….iv Table of Contents…………………………………………………….……………………………….........v Table of Figures…………………………………………………….………………………………..........vii Table of Tables…………………………………………………….………………………………...........vii List of Symbols…………………………………………………….………………………………...........vii Chapter 1: Introduction…………………………………………………….………………………………1 1.1 Research Motivation…………………………………………………….……………………………1 1.2 Research Background…………………………………………………….…………………………2 1.3 Research Purpose…………………………………………………….……………………………….6 1.3.1 Research Questions…………………………………………………….…………………………7 1.4 Research Contribution…………………………………………………….………………………..8 Chapter 2: Literature Review…………………………………………………….…………………..10 2.1 Employer Branding…………………………………………………….…………………………….10 2.2 Components of Employer Branding…………………………………………………….…12 2.3 Employee Retention…………………………………………………….……………………………14 2.4 Factors that affect Employer Brand Attractiveness……………………………..15 Chapter 3: Methodology…………………………………………………….……………………………22 3.1 Survey questionnaire…………………………………………………….………………………….22 3.2 Measures…………………………………………………….………………………………...............22 3.3 Sample and Procedure …………………………………………………….………………………24 Chapter 4: Analysis and Results…………………………………………………….………………27 Chapter 5: Discussion…………………………………………………….……………………………….31 5.1 Managerial Implications…………………………………………………….…………………….31 5.2 Limitations and Future Research…………………………………………………….……..33 Chapter 6: Conclusion …………………………………………………….………………………………35 Appendix…………………………………………………….………………………………......................39 Appendix 1: Histogram and Box Plot of Measurement Scale for Descriptive Statistics……………………..39 Appendix 2: Survey Questionnaire…………………………………………………….…………..43 References…………………………………………………….………………………………..................53 |
參考文獻 References |
Alnıaçık, E., & Alnıaçık, Ü. (2012). Identifying dimensions of attractiveness in employer branding: effects of age, gender, and current employment status. Procedia-Social Behavioral Sciences, 58, 1336-1343. Ambler, T., & Barrow, S. (1996). The employer brand. Journal of brand management, 4(3), 185-206. Aspinwall, N. (2019). Taiwan Rebukes Beijing’s New 26 Measures for Cross-Strait Exchanges. The Diplomat. Backhaus, K., & Tikoo, S. (2004). Conceptualizing and researching employer branding. Career development international, 9(5), 501-517. Bakker, A. B. (2011). An evidence-based model of work engagement. Current directions in psychological science, 20(4), 265-269. Bellou, V., Chaniotakis, I., Kehagias, I., & Rigopoulou, I. (2015). Employer brand of choice: an employee perspective. Journal of Business Economics Management, 16(6), 1201-1215. Berthon, P., Ewing, M., & Hah, L. L. (2005). Captivating company: dimensions of attractiveness in employer branding. International journal of advertising, 24(2), 151-172. Biswas, M. K., & Suar, D. (2016). Antecedents and consequences of employer branding. Journal of Business Ethics, 136(1), 57-72. Boyar, S. L., Maertz Jr, C. P., Pearson, A. W., & Keough, S. (2003). Work-family conflict: A model of linkages between work and family domain variables and turnover intentions. Journal of managerial Issues, 175-190. Briggs, S. R., & Cheek, J. M. (1986). The role of factor analysis in the development and evaluation of personality scales. Journal of personality, 54(1), 106-148. Cascio, W. (2003). Changes in workers, work, and organizations. Handbook of psychology, 399-422. Cascio, W. F. (2006). Managing Human Resources: productivity, quality of work life, profits 7th Edition Tata McGraw-Hill. Abnormal Social Psychology, 62, 401-407. Celani, A., & Singh, P. (2011). Signaling theory and applicant attraction outcomes. Personnel Review, 40(2), 222-238. Chamberlain, A. (2017). Why do employees stay? A clear career path and good pay, for starters. Harvard Business Review. Cloutier, O., Felusiak, L., Hill, C., & Pemberton-Jones, E. J. (2015). The Importance of Developing Strategies for Employee Retention. Journal of Leadership, Accountability Ethics, 12(2). Colquitt, J. A., & Rodell, J. B. (2015). Measuring justice and fairness. Oxford handbook of justice in the workplace, 187, 202. Das, B. L., & Baruah, M. (2013). Employee retention: A review of literature. Journal of Business Management, 14(2), 8-16. Edwards, M. (2009). An integrative review of employer branding and OB theory. Personnel Review, 39(1), 5-23. Executive Yuan. (2018). 106年國人赴海外工作人數統計結果. Retrieved from https://www.dgbas.gov.tw/ct.asp?xItem=43612&ctNode=4854&mp=1 Frey, R.-V., Bayón, T., & Totzek, D. (2013). How customer satisfaction affects employee satisfaction and retention in a professional services context. Journal of Service Research, 16(4), 503-517. Gardner, D. G., Van Dyne, L., & Pierce, J. L. (2004). The effects of pay level on organization‐based self‐esteem and performance: A field study. Journal of occupational organizational psychology, 77(3), 307-322. Gilani, H., & Cunningham, L. (2017). Employer branding and its influence on employee retention: A literature review. The marketing review, 17(2), 239-256. Greenberg, J. (2001). Studying organizational justice cross-culturally: Fundamental challenges. International Journal of Conflict Management, 12(4), 365-375. Greenwald, M. (2017). How Taiwan Is Reinventing Its National Culture From Manufacturing Efficiency To Innovation And IP. Forbes. Guo, C., & Miller, J. K. (2009). Organizational Justice and Fairness in China: An Inductive Analysis of the Meaning and Dimensions. Paper presented at the Academy of Management Proceedings. Hanin, D., Stinglhamber, F., & Delobbe, N. (2013). The impact of employer branding on employees: The role of employment offering in the prediction of their affective commitment. Psychologica Belgica, 53(4). Hassan, W., Razi, A., Qamar, R., Jaffir, R., & Suhail, S. (2013). The effect of training on employee retention. Global Journal of Management Business Research. Hausknecht, J. P., Rodda, J., & Howard, M. J. (2009). Targeted employee retention: Performance‐based and job‐related differences in reported reasons for staying. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan in alliance with the Society of Human Resources Management, 48(2), 269-288. Hoppe, D. (2018). Linking employer branding and internal branding: establishing perceived employer brand image as an antecedent of favourable employee brand attitudes and behaviours. Journal of Product Brand Management, 27(4), 452-467. Hsin Chang, H. (2007). Critical factors and benefits in the implementation of customer relationship management. Total quality management, 18(5), 483-508. Jiang, T., & Iles, P. (2011). Employer-brand equity, organizational attractiveness and talent management in the Zhejiang private sector, China. Journal of Technology Management in China, 6(1), 97-110. Kim, S., Tam, L., Kim, J.-N., & Rhee, Y. (2017). Determinants of employee turnover intention: Understanding the roles of organizational justice, supervisory justice, authoritarian organizational culture and organization-employee relationship quality. Corporate Communications: An International Journal, 22(3), 308-328. Kim, T.-Y., & Leung, K. (2007). Forming and reacting to overall fairness: A cross-cultural comparison. Organizational Behavior and Human Decision Process, 104(1), 83-95. Kossivi, B., Xu, M., & Kalgora, B. (2016). Study on determining factors of employee retention. Open Journal of Social Sciences, 4(05), 261. Kunerth, B., & Mosley, R. (2011). Applying employer brand management to employee engagement. Strategic HR Review, 10(3), 19-26. Lee, S. Y., & Hong, J. H. (2011). Does family‐friendly policy matter? Testing its impact on turnover and performance. Public Administration Review, 71(6), 870-879. Lievens, F., & Highhouse, S. (2003). The relation of instrumental and symbolic attributes to a company's attractiveness as an employer. Personnel Psychology, 56(1), 75-102. Lievens, F., Van Hoye, G., & Anseel, F. (2007). Organizational identity and employer image: Towards a unifying framework. British Journal of Management, 18, S45-S59. Love, L. F., & Singh, P. (2011). Workplace branding: Leveraging human resources management practices for competitive advantage through “Best Employer” surveys. Journal of Business Psychology, 26(2), 175. Lu, L., Cooper, C. L., Kao, S. F., Chang, T. T., Allen, T. D., Lapierre, L. M., . . . Spector, P. E. (2010). Cross‐cultural differences on work‐to‐family conflict and role satisfaction: A Taiwanese‐British comparison. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan in alliance with the Society of Human Resources Management, 49(1), 67-85. Minchington, B. (2006). Your employer brand: attract, engage, retain: Collective Learning Australia. Montes, S. D., & Zweig, D. (2009). Do promises matter? An exploration of the role of promises in psychological contract breach. Journal of Applied Psychology, 94(5), 1243. Mosley, R. W. (2007). Customer experience, organisational culture and the employer brand. Journal of brand management, 15(2), 123-134. Nawab, S., & Bhatti, K. K. (2011). Influence of Employee Compensation on Organizational Commitment and Job Satisfaction: A Case Study of Educational Sector of Pakistan. International Journal of Business, 2(8). Öster, H., & Jonze, J. (2013). Employer Branding in Human Resource Management: The Importance of Recruiting and Retaining Employees. In. Oxford Economics. (2012). Global Talent 2021. How the new geography of talent will transform human resource strategies. Executive summary. Retrieved from Pallant, J. (2013). SPSS survival manual: McGraw-Hill Education (UK). Roper, S., de Carvalho, L. V., Guzman, F., Sivertzen, A.-M., Nilsen, E. R., & Olafsen, A. (2013). Employer branding: employer attractiveness and the use of social media. Journal of Product Brand Management. Santiago, J. (2019). The relationship between brand attractiveness and the intent to apply for a job: A millennials’ perspective. European Journal of Management Business Economics. Scott, K. L., Shaw, J. D., & Duffy, M. K. (2008). Merit pay raises and organization‐based self‐esteem. Journal of Organizational Behavior: The International Journal of Industrial, Occupational Organizational Psychology Behavior, 29(7), 967-980. Sengupta, A., Bamel, U., & Singh, P. (2015). Value proposition framework: implications for employer branding. Decision, 42(3), 307-323. Singh, P., & Loncar, N. (2010). Pay satisfaction, job satisfaction and turnover intent. Relations industrielles/industrial relations, 65(3), 470-490. Sullivan, J. (2004). The 8 Elements of a Successful Employment Brand. Retrieved from https://www.ere.net/the-8-elements-of-a-successful-employment-brand/ Tan, T. H., & Waheed, A. (2011). Herzberg's motivation-hygiene theory and job satisfaction in the Malaysian retail sector: The mediating effect of love of money. Asian Academy of Management Journal, 16. Tanwar, K., & Prasad, A. (2016). Exploring the relationship between employer branding and employee retention. Global Business Review, 17(3_suppl), 186S-206S. The Economist Intelligence Unit. (2018). Worldwide Educating for the Future Index 2018. Retrieved from https://educatingforthefuture.economist.com/EIUYidanPrizeEducatingFortheFuture2018WP.pdf Wang, C. c., & Hsu, E. (2018). Taiwan suffers from talent imbalance: government report. Retrieved from http://focustaiwan.tw/news/aeco/201807290009.aspx Wang, C. Y.-P., Chen, M.-H., Hyde, B., & Hsieh, L. (2010). Chinese employees' work values and turnover intentions in multinational companies: The mediating effect of pay satisfaction. Social Behavior Personality: an international journal, 38(7), 871-894. Wang, Y.-H. (2012). Recruitment and retention of knowledge workers in Taiwan’s high technology industry. Cardiff University, Wu, T.-f., & Huang, C. L. (2014, June 27). Taiwan's Dire Brain Drain - 2014 CommonWealth Taiwanese Talent Survey. CommonWealth Magazine, vol. 550. Yang, Q. R. (2019). 日本狂搶台灣人才. Business Weekly, 1654. Zhang, Y. B., Lin, M.-C., Nonaka, A., & Beom, K. (2005). Harmony, hierarchy and conservatism: A cross-cultural comparison of Confucian values in China, Korea, Japan, and Taiwan. Communication research reports, 22(2), 107-115. Zhu, F., Wang, Z., Yu, Q., Hu, T., Wen, Y., & Liu, Y. (2014). Reconsidering the dimensionality and measurement of employer brand in the Chinese context. Social Behavior Personality: an international journal, 42(6), 933-948. |
電子全文 Fulltext |
本電子全文僅授權使用者為學術研究之目的,進行個人非營利性質之檢索、閱讀、列印。請遵守中華民國著作權法之相關規定,切勿任意重製、散佈、改作、轉貼、播送,以免觸法。 論文使用權限 Thesis access permission:自定論文開放時間 user define 開放時間 Available: 校內 Campus:開放下載的時間 available 2025-06-17 校外 Off-campus:開放下載的時間 available 2025-06-17 您的 IP(校外) 位址是 44.193.77.196 現在時間是 2024-03-29 論文校外開放下載的時間是 2025-06-17 Your IP address is 44.193.77.196 The current date is 2024-03-29 This thesis will be available to you on 2025-06-17. |
紙本論文 Printed copies |
紙本論文的公開資訊在102學年度以後相對較為完整。如果需要查詢101學年度以前的紙本論文公開資訊,請聯繫圖資處紙本論文服務櫃台。如有不便之處敬請見諒。 開放時間 available 2025-06-17 |
QR Code |