國立臺北科技大學 工商管理研究所 博士 學位 論文 作者 : 林玫玫 論文發表日期 :2011.1 2. 面試官正向情緒表達與組織人才吸引力之 關係 : 中介 機制與限制情境之探討. 職場壓力與情緒管理 授課老師 : 黃峰蕙 班級 : 碩研人資一甲 主講人 : 吳秉倫. Outline. 緒論 文獻探討 前導研究 研究一 研究 二 結論與 建議. ( 面試官正向情緒表達與組織人才吸引力之中介模型 ). ( 面試官正向情緒表達與組織人才吸引力之限制情境 ). 第一章 緒論. 研究動機 (1/4). - PowerPoint PPT Presentation
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()()2
3(1/4) 85%~90%(Bell, 1992)(2/4)
(e.g., ) (3/4)
(4/4)(emotional contagion)
(1/2) (2/2) P-O fitP-J fitP-R fit
10(1/2)
(Watson & Walker, 1996)(affectivity)(Watson & Clark,
1984) (Tellegen, 1982, 1985)(2/2)
(1/1)
(emotion)(cognitive)(motivational)(behavioral)(multi-component)(Frijda,
1986; Scherer, 1984)(Manstead & Fischer, 2001)(Payne &
Cooper, 2001)(1/1)
(social influence theory) ()( )(1/1): person-environment fit,
P-E fit(Pervin, 1968; Schneider, 1987(P-E fit
person-organization fit, P-O fitperson-job fit, P-J
fitsubordinate-supervisor fit, P-S fit)(person-recruiter fit, P-R
fit)(1/2) (affective-consistency) (Yu, 2009)()()() ()
(2/2)
()()()
(1/1)
(signalingtheory) mood-as-input model()
(1/1)
-() P-O fit P-R fit (1/1)
(emotional contagion)
(1/1)
()(1/1)
(Gilbert & Malone, 1995) (1/1)
(perceived marketability) Farrell and Rusbult (1981) (1/1)
(1/1)
26(1/1)
15 (1/4)
1. (15) 2. 3. 4. item (2/4)
5. clarity 6.
(3/4)
7. 8. 9. (1)(2)(3) (4) (4/4)10. 11. (1) (2)
(1/1)
92 6 86 86 5 5 66.7% 71 (1/1)() 2129.6 57.0 912.7() 2636.6
1014.1 71100
()34(1/1)
50 100 (1/1)
(1/1)
(1/9) ()()(P-O fit)( = 0.36p < 0.001()()(=0.34p <
0.01()(P-O fit)()( = 0.56 p 0.1P-O fit (2/9) ()
(3/9) ()()(P-J fit)( = 0.43p < 0.001()(P-J fit)()( = 0.49p
0.1P-J fit
(4/9) ()
(5/9)
()()(P- Rfit)( = 0.50p < 0.001()(P-R fit)()( = 0.66p <
0.001()()( = 0.06p> 0.1P-R fit (6/9) ()
(7/9)
()()()( = 0.58 p < 0.001()()()( = 0.58 p < 0.001()()( =
0.02 p > 0.1 (8/9) ()
(9/9)
()47(1/1)
EMBA 240 30 (1/1)
(1/1)
(1/6)
()()
(2/6)
()(3/6)
(4/6)
(5/6)
(6/6)
57(1/1)
(1/1) P-O fit, P-J fit P-R fit P-R fit P-O fit P-J fit
(1/1) (1/1)
(1/2) P-OP-JP-R fit (2/2)
!!64
