Responsive image
博碩士論文 etd-0414120-164906 詳細資訊
Title page for etd-0414120-164906
論文名稱
Title
雇主品牌對組織績效之影響: 員工離職率的中介效果及家族管理的調節式中介效果
Exploring the mediation effect of collective turnover and moderated mediation effect of family management on the relationship between employer branding and firm performance
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
127
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
2020-04-23
繳交日期
Date of Submission
2020-05-14
關鍵字
Keywords
企業績效、家族管理、員工離職率、雇主品牌、縱橫資料
panel analysis, collective turnover, firm performance, employer branding, family management
統計
Statistics
本論文已被瀏覽 5862 次,被下載 0
The thesis/dissertation has been browsed 5862 times, has been downloaded 0 times.
中文摘要
近幾十年來,「雇主品牌」在實務界以及學界都引起了廣泛的討論與關注,相關的研究主要關注在個人層面的影響,發現雇主品牌對潛在員工的最初印象有重大影響,並且能在組織招募人才過程中擴大了人才庫。但是,很少有相關研究探討雇主品牌化在組織層面上的結果,例如員工保留率和企業績效。然而在構成人力資本資源以建立競爭能力的關鍵要素中,人才留任和公司績效在策略性人力資源觀點當中相當重要。為彌補此一研究缺口,本研究基於資源基礎的觀點,採用「新世代最嚮往企業Top 100」的媒體排名和「公司治理評鑑」的第三方機構認證,來作為雇主品牌的代理變數,蒐集了台灣2009至2018年10年間上市櫃公司的14,736筆數據,來檢驗雇主品牌的效果是否能降低員工離職率,進而間接影響公司績效,同時探討佔台灣主要經營型態的家族管理,是否會減輕了雇主品牌對組織的正面效益。分析結果顯示,有正面雇主品牌加持的企業,其員工離職率較低,並間接且正面的影響了企業績效。此外研究結果也顯示,非家族CEO的上市櫃公司,其雇主品牌透過較低的員工離職率而間接影響企業績效的效果,比家族CEO的公司來的顯著。
Abstract
Employer branding (EB) has been discussed widely by both practitioners and scholars in recent decades. Studies have drawn much attention to its individual-level effect, finding that EB has a significant influence on potential employees' initial impressions and that it expands the talent pool in the organizational recruiting process. However, few studies put their effort on the organizational level to examine the outcomes of employer branding such as employee retention and firm performance. This study adopts a media ranking of “most attractive employers top 100” and a third-party governance certification as proxies of employer branding, using a set of 14,736 archival data of Taiwan’s publicly listed firms across 10 years from 2009 to 2018 to test hypotheses in linking employer branding certifications to collective turnover and firm performance. Results show that employer branding is associated with lower collective turnover and indirectly and positively influences firm performance. Furthermore, the findings suggest that compared with family CEOs, non-family CEOs have a stronger effect in the relationship between the linkage of employer branding to firm performance through collective turnover rate in publicly listed firms in Taiwan. Implications and limitations are provided.
目次 Table of Contents
論文審定書 I
中文摘要 I
ABSTRACT II
CHAPTER 1: INTRODUCTION 1
CHAPTER 2: THEORETICAL BACKGROUND AND HYPOTHESES 7
2.1 Employer branding 7
2.2 Employer branding and collective turnover 13
2.3 Collective turnover and firm performance 18
2.4 Mediating role of collective turnover on employer branding and firm performance 21
2.5 Moderating role of family management on employer branding, collective turnover, and firm performance 25
CHAPTER 3: RESEARCH METHOD 35
3.1 Research framework 35
3.2 Hypotheses 36
3.3 Research design 38
3.4 Analysis procedure 50
CHAPTER 4: RESULTS 53
4.1 Descriptive statistics 53
4.2 Direct effect 57
4.3 Mediation effect 60
4.4 Moderation effect 64
4.5 Moderated mediation analysis 71
4.6 Additional analysis 75
CHAPTER 5: DISCUSSION AND CONCLUSION 83
5.1 General discussion 83
5.2 Theoretical implications 88
5.3 Practical implications 92
5.4 Limitations and future research 94
REFERENCES 97
Appendix: List of “Most Attractive Employers Top 100” 2009-2018 113
參考文獻 References
Al Ariss, A., Cascio, W. F., & Paauwe, J. (2014). Talent management: Current theories and future research directions. Journal of World Business, 49(2), 173-179.
Ambler, T., & Barrow, S. (1996). The employer brand. Journal of brand management, 4(3), 185-206.
Anderson, R. C. & Reeb, D. M. (2003). Founding-family ownership and firm performance: Evidence from the S&P 500. Journal of Finance 58(3), 1301-1329.
Arijs, D., Botero, I. C., Michiels, A., & Molly, V. (2018). Family business employer brand: Understanding applicants’ perceptions and their job pursuit intentions with samples from the US and Belgium. Journal of Family Business Strategy, 9(3), 180-191.
Backhaus, K., & Tikoo, S. (2004). Conceptualizing and researching employer branding. Career development international. 9(5), 501-517.
Batt, R., & Colvin, A. J. (2011). An employment systems approach to turnover: Human resources practices, quits, dismissals, and performance. Academy of Management Journal, 54(4), 695-717.
Baron, R. M., & Kenny, D. A. (1986). The Moderator-Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations, Journal of Personality and Social Psychology, 51(6), 1173-1182.
Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of management, 17(1), 99-120.
Barney, J. B. (2001). Resource-based theories of competitive advantage: A ten-year retrospective on the resource-based view. Journal of Management, 27(6), 643-650.
Barrow, S., & Mosley, R. (2011). The employer brand, bring the best of brand management to people at work. London: Wiley.
Binz Astrachan, C. (2014). Branding the family firm: an empirical exploration of the antecedents and consequences of family firm brand promotion. Unpublished Doctoral Dissertation, University of Witten/Herdecke: Witten, Germany.
Binz Astrachan, C., Hair, J., & Wanzenried, G. (2014). Assessing the attractiveness of family firm employers: An empirical exploration of managers’ attitudes towards working in family-owned companies. 14th annual IFERA world family business research conference, Lappeenranta.
Binz, C., Hair, J. F., Pieper, T. M., & Baldauf, A. (2013). Exploring the effect of distinct family firm reputation on consumers’ preferences. Journal of Family Business Strategy, 4(1), 3-11.
Binz-Astrachan, C., & Astrachan, J.H. (2015). Family business branding – leveraging stakeholder trust. Institute for Family Business Research Foundation Report, available at: www.academia.edu/15577451/Family_Business_Branding_Leveraging_stakeholder_trust.
Biswas, M. K., & Suar, D. (2016). Antecedents and consequences of employer branding. Journal of Business Ethics, 136(1), 57-72.
Botero, I. C. (2014). Effects of communicating family ownership and organisational size on an applicant's attraction to a firm: An empirical examination in the USA and China. Journal of Family Business Strategy, 5(2), 184-196.
Cable, D. M., & Turban, D. B. (2001). Recruitment image equity: Establishing the dimensions, sources and value of job seekers’ organizational beliefs. In G. R. Ferris (Ed.). Research in Personnel and Human Resources Management: 115-163. CT: JAI Press.
Cable, D. M., & Turban, D. B. (2003). The value of organizational reputation in the recruitment context: A brand‐equity perspective. Journal of Applied Social Psychology, 33(11), 2244-2266.
Cable, D. M., & Yu, K. Y. T. (2006). Managing job seekers' organizational image beliefs: The role of media richness and media credibility. Journal of Applied Psychology, 91(4), 828-840.
Ceja, L., & Tàpies, J. (2009). Attracting talent to family-owned businesses: The perceptions of MBA students. Working paper. Spain: University of Navarra.
Chandler, A. (1990). Scale and scope. New York: Free Press.
Chawla, N. V., Bowyer, K. W., Hall, L. O., & Kegelmeyer, W. P. (2002). Smote: Synthetic minority over-sampling technique. Journal of Artificial Intelligence Research, 16, 321-357.
Cheers (2019.03). The most attractive employer survey. Cheers magazine. Retrieved from https://www.cheers.com.tw/article/article.action?id=5094349
Chen, M. H. (2010). The economy, tourism growth and firm performance in the Taiwanese hotel industry. Tourism Management, 31(5), 665-675.
Cheung, G. W. & Lau, R. S. (2017). Accuracy of Parameter Estimates and Confidence Intervals in Moderated Mediation Models: A Comparison of Regression and Latent Moderated Structural Equations. Organizational Research Methods, 20(4), 746-769.
Chi, W., Huang, H., Liao, Y., & Xie, H. (2009). Mandatory audit partner rotation, audit quality, and market perception: Evidence from Taiwan. Contemporary Accounting Research, 26(2), 359-391.
Chrisman, J. J., Devaraj, S., & Patel, P. C. (2017). The impact of incentive compensation on labor productivity in family and nonfamily firms. Family Business Review, 30(2), 119-136.
Chrisman, J. J., Sharma, P., & Taggar, S. (2007). Family influences on firms: An introduction. Journal of Business Research, 60(10), 1005-1011.
Chu, W. (2009). The influence of family ownership on SME performance: evidence from public firms in Taiwan. Small Business Economics, 33(3), 353-373.
Chu, W. (2011). Family ownership and firm performance: Influence of family management, family control, and firm size. Asia Pacific Journal of Management, 28(4), 833-851.
Chua, J. H., Chrisman, J. J., & Sharma, P. (1999). Defining the family business by behavior. Entrepreneurship theory and practice, 23(4), 19-39.
Chua, J. H., Chrisman, J. J., & Bergiel, E. B. (2009). An agency theoretic analysis of the professionalized family firm. Entrepreneurship Theory and Practice, 33(2), 355-372.
Collins, C. J., & Han, J. (2004). Exploring applicant pool quantity and quality: Th e effects of early recruitment practice strategies, corporate advertising, and firm reputation. Personnel Psychology, 57(3), 685-717.
Collins, C. J., & Kanar, A. M. (2014). Employer brand equity and recruitment research. In K. Y. T. Yu & D.M. Cable (Eds.) Oxford handbook of recruitment: 284-297. New York, NY: Oxford University Press.
Collins, C. J., & Stevens, C. K. (2002). The relationship between early recruitment-related activities and the application decisions of new labor-market entrants: a brand equity approach to recruitment. Journal of Applied Psychology, 87(6), 1121.
Covin, T. J. (1994a). Perceptions of family-owned firms: the impact of gender and education level. Journal of Small Business Management, 32(3), 29-39.
Covin, T. J. (1994b). Profiling Preference for Employment in Family‐Owned Firms. Family Business Review, 7(3), 287-296.
Cox, T. H., & Blake, S. (1991). Managing cultural diversity: Implications for organizational competitiveness. Academy of Management Perspectives, 5(3), 45-56.
Cruz, C., Larraza-Kintana, M., Garcés-Galdeano, L., & Berrone, P. (2014). Are family firms really more socially responsible? Entrepreneurship Theory and Practice, 38(6), 1295-1316.
Delery, J. E., & Doty, D. H. (1996). Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions. Academy of Management Journal, 39(4), 802-835.
Dineen, B. R., & Allen, D. G. (2016). Third party employment branding: Human capital inflows and outflows following “best places to work” certifications. Academy of Management Journal, 59(1), 90-112.
Donaldson, L., & Davis, J. H. (1991). Stewardship theory or agency theory: CEO governance and shareholder returns. Australian Journal of Management, 16(1), 49-64.
Edwards, M. R. (2009). HR, perceived organisational support and organisational identification: an analysis after organisational formation. Human Resource Management Journal, 19(1), 91-115.
Edwards, M. R. (2010). An integrative review of employer branding and OB theory. Personnel Review, 39(1), 5-23.
Elving, W. J., Westhoff, J. J., Meeusen, K., & Schoonderbeek, J. W. (2013). The war for talent? The relevance of employer branding in job advertisements for becoming an employer of choice. Journal of Brand Management, 20(5), 355-373.
Ensley, M. D., Pearson, A. W., & Sardeshmukh, S. R. (2007). The negative consequences of pay dispersion in family and non-family top management teams: An exploratory analysis of new venture, high-growth firms. Journal of Business Research, 60(10), 1039-1047.
Faccio, M., Lang, L. P. H., & Young, L. (2001). Dividends and expropriation, American Economic Review, 91(1), 54-78
Filatotchev, I., Lien, Y., & Piesse, J. (2005). Corporate governance and performance in publicly listed, family-controlled firms: Evidence from Taiwan. Asia Pacific Journal of Management, 22(3), 257-283.
Fulmer, I. S., Gerhart, B., & Scott, K. S. (2003). Are the 100 best better? An empirical investigation of the relationship between being a “great place to work” and firm performance. Personnel Psychology, 56(4), 965-993.
Gallucci, C., Santulli, R., & Calabrò, A. (2015). Does family involvement foster or hinder firm performance? The missing role of family-based branding strategies. Journal of Family Business Strategy, 6(3), 155-165.
Gardner, T. M., Erhardt, N. L., & Martin-Rios, C. (2011). Rebranding employment branding: Establishing a new research agenda to explore the attributes, antecedents, and consequences of workers’ employment brand knowledge. Research in Personnel and Human Resources Management, 30(1), 253-304.
Gatewood, R. D., Gowan, M. A., Lautenschlager, G. J., & Mayfield, D. L. (1990). Applicant responses to recruitment advertisements: Effect of content and examination of decision-making strategies. In annual meeting of the Academy of Management, San Francisco.
Gersick, K., Davis, J., Hampton, M., & Lansberg, I. (1997). Generation to generation: Life cycles of the family business. Boston,MA: Harvard Business School Press.
Ghielen, S., & De Cooman, R. (2018). Refining Employer Branding Research: Linking Employer Attractiveness to Clear and Targeted Brands. In Academy of Management Proceedings (Vol. 2018, No. 1, p. 14194). Briarcliff Manor, NY 10510: Academy of Management.
Gibb Dyer Jr., W. (2006). Examining the “family effect” on firm performance. Family Business Review, 19(4), 253-273.
Gilani, H., & Cunningham, L. (2017). Employer branding and its influence on employee retention: A literature review. The Marketing Review, 17(2), 239-256.
Glebbeek, A. C, & Bax, E. H. (2004). Is high employee turnover really harmful? An empirical test using company records. Academy of Management Journal, 47(2), 277-286.
Gotsl, M., & Wilson, A. (2001). Corporate reputation management: “Living the brand”. Management Decision, 39 (2), 99-104.
Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of Management, 26(3), 463-488.
Gromark, J., & Melin, F. (2011). The underlying dimensions of brand orientation and its impact on financial performance. Journal of Brand Management, 18(6), 394-410.
Guthrie, J. P. (2001). High-involvement work practices, turnover, and productivity: Evidence from New Zealand. Academy of Management Journal, 44(1), 180-190.
Guthrie, J. P., Flood, P. C., Liu, W., & MacCurtain, S. (2009). High performance work systems in Ireland: human resource and organizational outcomes. The International Journal of Human Resource Management, 20(1), 112-125.
Hall, R. (1992). The strategic analysis of intangible resources. Strategic Management Journal, 13(2), 135-144.
Hancock, J. I., Allen, D. G., Bosco, F. A., McDaniel, K. R., & Pierce, C. A. (2013). Meta-analytic review of employee turnover as a predictor of firm performance. Journal of Management, 39(3), 573-603.
Hausknecht, J. P., & Trevor, C. O. (2011). Collective turnover at the group, unit, and organizational levels: Evidence, issues, and implications. Journal of Management, 37(1), 352-388.
Hauswald, H., Hack, A., Kellermanns, F. W. J., & Patzelt, H. (2016). Attracting new talent to family firms: who is attracted and under what conditions? Entrepreneurship Theory & Practice, 40(5), 963-989.
Hom, P. W., & Griffeth, R. W. (1995). Employee turnover. Cincinnati, OH: South-Western
Hom, P. W., Lee, T. W., Shaw, J. D., & Hausknecht, J. P. (2017). One hundred years of employee turnover theory and research. Journal of Applied Psychology, 102(3), 530-545.
Hoopes, D. G., & Miller, D. (2006). Ownership preferences, competitive heterogeneity, and family-controlled businesses. Family Business Review, 19(2), 89-101.
Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38(3), 635–642.
Jayaraman, N., Khorana, A., Nelling, E., & Covin, J. (2000). CEO founder status and firm financial performance. Strategic Management Journal, 21(12), 1215-1224.
Jensen, M., & Meckling, W. (1976). Theory of the firm: Managerial behavior, agency costs and ownership structure. Journal of Financial Economics, 3(4), 305-360.
Joo, B.-K. and Mclean, G.N. (2006). Best employer studies: a conceptual model from a literature review and a case study. Human Resource Development Review, 5(2), 228-257.
Kacmar, K. M., Andrews, M. C., Van Rooy, D. L., Chris Steilberg, R., & Cerrone, S. (2006). Sure everyone can be replaced… but at what cost? Turnover as a predictor of unit-level performance. Academy of Management Journal, 49(1), 133-144.
Kahlert, C., Botero, I. C., & Prügl, R. (2017). Revealing the family: Effects of being perceived as a family firm in the recruiting market in Germany. Journal of Family Business Management, 7(1), 21-43.
Kelloway, E. K., Gallagher, D. G., & Barling, J. (2004). Work, employment, and the individual. Theoretical perspectives on work and the employment relationship. Champaign, IL: Industrial Relations Research Association, 105-131.
Kenny, D. A., Korchmaros, J. D., & Bolger, N. (2003). Lower level mediation in multilevel models. Psychological Methods, 8(2), 115-128.
Kidwell, R. E., Eddleston, K. A., Cater III, J. J., & Kellermanns, F. W. (2013). How one bad family member can undermine a family firm: Preventing the Fredo effect. Business Horizons, 56(1), 5-12.
Knox, S., & Freeman, C. (2006). Measuring and managing employer brand image in the service industry. Journal of Marketing Management, 22(7-8), 695-716.
Koehn, D., & Leung, A. (2008). Dignity in Western versus in Chinese cultures: Theoretical overview and practical illustrations. Business and Society Review, 113(4), 477-504.
Kohler, U., & Kreuter, F. (2005). Data analysis using Stata. Stata press.
Koys, D. J. (2001). The effects of employee satisfaction, organizational citizenship behavior, and turnover on organizational effectiveness: A unit‐level, longitudinal study. Personnel Psychology, 54(1), 101-114.
Lau, R. S., & Cheung, G. W. (2012). Estimating and Comparing Specific Mediation Effects in Complex Latent Variable Models. Organizational Research Methods, 15(1), 3-16.
Lievens, F. (2007). Employer branding in the Belgian Army: The importance of instrumental and symbolic beliefs for potential applicants, actual applicants, and military employees. Human Resource Management, 46(1), 51-69.
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., & Slaughter, J. E. (2016). Employer image and employer branding: What we know and what we need to know. Annual Review of Organizational Psychology and Organizational Behavior, 3, 407-440.
Lievens, F., Van Hoye, G., & Anseel, F. (2007). Organizational identity and employer image: Towards a unifying framework. British Journal of Management, 18(1), S45-S59.
Lin, L. H. (2011). Cultural and organizational antecedents of guanxi: The Chinese cases. Journal of Business Ethics, 99(3), 441-451.
Lin, W. T. (2012). Family ownership and internationalization processes: Internationalization pace, internationalization scope, and internationalization rhythm. European Management Journal, 30(1), 47-56.
Lin, C. C., & Peng, T. K. (2012). Testing Mediation in Organizational Research: Origins, Challenges, Research Design, and Analysis. Journal of Management, 29(4), 333-354(in Chinese).
Ling, Y., & Kellermanns, F. W. (2010). The effects of family firm specific sources of TMT diversity: The moderating role of information exchange frequency. Journal of Management Studies, 47(2), 322-344.
Liu, C., Eubanks, D. L., & Chater, N. (2015). The weakness of strong ties: Sampling bias, social ties, and nepotism in family business succession. The Leadership Quarterly, 26(3), 419-435.
Lloyd, S. (2002). Branding from the inside out. Business Review Weekly, 24(10), 64-66.
Love, L.F., & Singh, P. (2011). Workplace Branding: Leveraging Human Resources Management Practices for Competitive Advantage Through “Best Employer” Surveys. Journal of Business and Psychology, 26(2), 175-181.
Luo, X. R., & Chung, C. N. (2013). Filling or abusing the institutional void? Ownership and management control of public family businesses in an emerging market. Organization Science, 24(2), 591-613.
McElroy, J. C., Morrow, P. C., & Rude, S. C. (2001). Turnover and organizational performance: A comparative analysis of voluntary, involuntary, and reduction-in-force turnover. Journal of Applied Psychology, 86(6), 1294-1299.
Miller, D., & Le Breton‐Miller, I. (2006). Family governance and firm performance: Agency, stewardship, and capabilities. Family Business Review, 19(1), 73-87.
Miller, D., Le Breton-Miller, I., Lester, R. H., & Cannella Jr., A. A. (2007). Are family firms really superior performers? Journal of Corporate Finance, 13(5), 829-858.
Minichilli, A., Corbetta, G., & MacMillan, I. C. (2010). Top management teams in family‐controlled companies: ‘familiness’, ‘faultlines’, and their impact on financial performance. Journal of management studies, 47(2), 205-222.
Misangyi, V. F., Elms, H., Greckhamer, T., & Lepine, J. A. (2006). A new perspective on a fundamental debate: a multilevel approach to industry, corporate, and business unit effects. Strategic Management Journal, 27(6), 571-590.
Morck, R., & Yeung, B. (2003). Agency problems in large family business groups. Entrepreneurship Theory and Practice, 27(4), 367-382.
Moser, K. J., Tumasjan, A., & Welpe, I. M. (2017). Small but attractive: Dimensions of new venture employer attractiveness and the moderating role of applicants' entrepreneurial behaviors. Journal of Business Venturing, 32(5), 588-610.
Muthén, L. K., & Muthén, B. O. (1998-2012). Mplus user’s guide. (Seventh Edition). Los Angeles, CA: Muthén & Muthén.
Neckebrouck, J., Schulze, W., & Zellweger, T. (2018). Are family firms good employers? Academy of Management Journal, 61(2), 553-585.
Paauwe, J. (2009). HRM and performance: Achievements, methodological issues and prospects. Journal of Management Studies, 46(1), 129-142.
Padgett, M. Y., & Morris, K. A. (2005). Keeping it" all in the family:" does nepotism in the hiring process really benefit the beneficiary? Journal of Leadership & Organizational Studies, 11(2), 34-45.
Park, T. Y., & Shaw, J. D. (2013). Turnover rates and organizational performance: A meta-analysis. Journal of Applied Psychology, 98(2), 268-309.
Peng, T. K., & Lin, C. C. (2008). Level issues in understanding organizational phenomena: Concepts and an empirical analysis of data non-independence. Organization and Management, 1(1), 95-121. (in Chinese)
Pfarrer, M. D., Pollock, T. G., & Rindova, V. P. (2010). A tale of two assets: The effects of firm reputation and celebrity on earnings surprises and investors' reactions. Academy of Management Journal, 53(5), 1131-1152.
Pfeffer, J. (1994). Competitive advantage through people. California Management Review, 36(2), 9-28.
Phillips, J. M., & Gully, S. M. (2015). Multilevel and strategic recruiting: Where have we been, where can we go from here? Journal of Management, 41(5), 1416-1445.
Ployhart, R. E. (2006). Staffing in the 21st century: New challenges and strategic opportunities. Journal of Management, 32(6), 868-897.
Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879-903.
Preacher, K. J., Rucker, D. D., & Hayes, A. F. (2007). Addressing Moderated Mediation Hypotheses: Theory, Methods, and Prescriptions, Multivariate Behavioral Research, 42(1), 185-227.
Raudenbush, S. W. (1993). A crossed random effects model for unbalanced data with applications in cross-sectional and longitudinal research. Journal of Educational Statistics, 18(4), 321-349.
Rindova, V. P., Williamson, I. O., Petkova, A. P., & Sever, J. M. (2005). Being good or being known: An empirical examination of the dimensions, antecedents, and consequences of organizational reputation. Academy of management journal, 48(6), 1033-1049.
Russell, S., & Brannan, M. J. (2016). “Getting the Right People on the Bus”: Recruitment, selection and integration for the branded organization. European Management Journal, 34(2), 114-124.
Sageder, M., Mitter, C., & Feldbauer-Durstmüller, B. (2018). Image and reputation of family firms: a systematic literature review of the state of research. Review of Managerial Science, 12(1), 335-377.
Saini, G.K., Rai, P. and Chaudhary, M.K. (2014). What do best employer surveys reveal about employer branding and intention to apply? Journal of Brand Management, 21(2), 95-111.
Scherbaum, C. A., & Ferreter, J. M. (2009). Estimating statistical power and required sample sizes for organizational research using multilevel modeling. Organizational Research Methods, 12(2), 347-367.
Schneider, B., & Bowen, D. E. (1985). Employee and customer perceptions of service in banks: Replication and extension. Journal of applied Psychology, 70(3), 423-433.
Schulze, W. S., Lubatkin, M. H., Dino, R. N., & Buchholtz, A. K. (2001). Agency relationships in family firms: Theory and evidence. Organization Science, 12(2), 99-116.
Schulze, W. S., Lubatkin, M. H., & Dino, R. N. (2003). Exploring the agency consequences of ownership dispersion among the directors of private family firms. Academy of management journal, 46(2), 179-194.
Sciascia, S., & Mazzola, P. (2008). Family involvement in ownership and management: Exploring nonlinear effects on performance. Family Business Review, 21(4), 331-345.
Sengupta, A., Bamel, U., & Singh, P. (2015). Value proposition framework: implications for employer branding. Decision, 42(3), 307-323.
Samara, G., & Arenas, D. (2017). Practicing fairness in the family business workplace. Business Horizons, 60(5), 647-655.
Shaw, J. D. (2011). Turnover rates and organizational performance: Review, critique, and research agenda. Organizational Psychology Review, 1(3), 187-213.
Shaw, J. D., Gupta, N., & Delery, J. E. (2005). Alternative conceptualizations of the relationship between voluntary turnover and organizational performance. Academy of Management Journal, 48(1), 50-68.
Shaw, J. D., Delery, J. E., Jenkins, G. D., & Gupta, N. (1998). An organizational-level analysis of voluntary and involuntary turnover. Academy of Management Journal, 41(5), 511-525.
Shaw, J. D., Park, T. Y., & Kim, E. (2013). A resource‐based perspective on human capital losses, HRM investments, and organizational performance. Strategic Management Journal, 34(5), 572-589.
Sraer, D., & Thesmar, D. (2007). Performance and behavior of family firms: Evidence from the French stock market. Journal of the European Economic Association, 5(4), 709-751.
Stahl, G., Björkman, I., Farndale, E., Morris, S. S., Paauwe, J., Stiles, P., ... & Wright, P. (2012). Six principles of effective global talent management. Sloan Management Review, 53(2), 25-42.
Tenbrunsel, A. E., & Diekmann, K. A. (2002). Job-decision inconsistencies involving social comparison information: the role of dominating alternatives. Journal of Applied Psychology, 87(6), 1149-1158.
Timming, A. R. (2017). Body art as branded labour: At the intersection of employee selection and relationship marketing. Human Relations, 70(9), 1041-1063.
Theurer, C. P., Tumasjan, A., Welpe, I. M., & Lievens, F. (2018). Employer branding: A brand equity‐based literature review and research agenda. International Journal of Management Reviews, 20(1), 155-179.
Torgo, L. (2010). Data Mining using R: learning with case studies. CRC Press (ISBN: 9781439810187).
Tsai, H. (2017). Key report of Chinese family businesses. Board of Directors Review, 11, 18-27(In Chinese).
Tsao, C. W., Chen, S. J., Lin, C. S., & Hyde, W. (2009). Founding-family ownership and firm performance: The role of high-performance work systems. Family Business Review, 22(4), 319-332.
Tsao, C. W., Wang, Y. H., Chen, S. J., & Wang, M. J. (2019). Organizational antecedents of firms’ adoption of strategic human resource practices: Toward a reconciliation of CEO perceptions and family influence. German Journal of Human Resource Management, 33(3), 223-248.
Tumasjan, A., Kunze, F., Bruch, H., & Welpe, I. M. (2020). Linking employer branding orientation and firm performance: Testing a dual mediation route of recruitment efficiency and positive affective climate. Human Resource Management, 59(1), 83-99.
Turban, D. B., & Cable, D. M. (2003). Firm reputation and applicant pool characteristics. Journal of Organizational Behavior, 24(6): 733-751.
Turban, D. B., Forret, M. L., & Hendrickson, C. L. (1998). Applicant attraction to firms: Influences of organization reputation, job and organizational attributes, and recruiter behaviors. Journal of Vocational Behavior, 52(1), 24-44.
Ulrich, D., Halbrook, R., Meder, D., Stuchlik, M., & Thorp, S. (1991). Employee and customer attachment: Synergies for competitive advantage. Human Resource Planning 14(2), 89-103.
Van Hoye, G., Bas, T., Cromheecke, S., & Lievens, F. (2013). The instrumental and symbolic dimensions of organisations' image as an employer: A large‐scale field study on employer branding in Turkey. Applied Psychology, 62(4), 543-557.
Villalonga, B., & Amit, R. (2006). How do family ownership, control and management affect firm value? Journal of Financial Economics, 80(2), 385-417.
Ward, J (2004). Perpetuating the Family Business: 50 Lessons Learned from Long Lasting, Successful Families in Business (Family Enterprise Publishers, Marietta, GA).
Wayne, S. J., Lemmon, G., Hoobler, J. M., Cheung, G. W., & Wilson, M. S. (2017). The ripple effect: A spillover model of the detrimental impact of work–family conflict on job success. Journal of Organizational Behavior, 38(6), 876-894.
Wright, P., Ferris, S. P., Hiller, J. S., & Kroll, M. (1995). Competitiveness through management of diversity: Effects on stock price valuation. Academy of Management Journal, 38(1), 272-287.
Wright, P. M., Gardner, T. M., Moynihan, L. M., & Allen, M. R. (2005). The relationship between HR practices and firm performance: Examining causal order. Personnel psychology, 58(2), 409-446.
Youndt, M. A., & Snell, S. A. (2004). Human resource configurations, intellectual capital, and organizational performance. Journal of Managerial Issues, 16(3), 337-360.
Zellweger, T. (2017). Managing the family business: Theory and practice. Edward Elgar Publishing.
Zientara, P. (2017). Socioemotional wealth and corporate social responsibility: A critical analysis. Journal of Business Ethics, 144(1), 185-199.
Zorn, T. E., Roper, J., & Richardson, M. (2014). Positive employment practices or reputational capital? Tensions inherent in third-party legitimation processes. Management Communication Quarterly, 28(3), 347-374.
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 2025-05-14
校外 Off-campus:永不公開 not available

您的 IP(校外) 位址是 34.239.176.54
論文開放下載的時間是 校外不公開

Your IP address is 34.239.176.54
This thesis will be available to you on Indicate off-campus access is not available.

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 2025-05-14

QR Code