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研究生: 陳琇嬿
Chen, hsiu-yen
論文名稱: 求職者被雇主在 Facebook 審查對求職意願的影響
Impact Of Pre-employment Screening Through Facebook On Job Pursuit Intention
指導教授: 孫弘岳
Suen, Hung-Yue
學位類別: 碩士
Master
系所名稱: 科技應用與人力資源發展學系
Department of Technology Application and Human Resource Development
論文出版年: 2018
畢業學年度: 106
語文別: 中文
論文頁數: 45
中文關鍵詞: 雇主監控社群媒體知覺隱私侵犯知覺程序公平求職者求職意願
英文關鍵詞: Pre-employment screening, social networking website, privacy violation, procedural justice, job pursuit intention
DOI URL: http://doi.org/10.6345/THE.NTNU.DTAHRD.024.2018.F06
論文種類: 學術論文
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  • 在數位時代中,社群媒體快速影響人們的日常。過去,在甄選過程中,雇主審查以求職者所提供的履歷為主,藉此來得知求職者的背景、能力及過去的經驗來判斷其求職者適不適合該職位;而今,社群媒體的出現,也為雇主審查增加了一個新的管道來了解求職者的興趣愛好以及真實的性格。但這樣的審查管道卻讓求職者感知到隱私侵犯以及程序不公,進而影響其求職意願。
    本研究探討當求職者受到雇主使用社群媒體的審查,及其求職者感知到隱私侵犯和程序不公對於求職者求職意願的影響。其研究對象為「在半年內有被招募或挖角經驗的求職者,並且平時有使用 Facebook 的習慣。」以電子問卷進行回收,有效回收為 132 份。本研究透過分析結果發現:(一)「求職者感知到隱私侵犯」與「求職者感知到程序公平」有負向相關。(二)「求職者感知到程序公平」在「求職者感知到隱私侵犯」和「求職者的求職意願」之間扮演部分中介的角色(三)組織吸引力在「求職者感知到隱私侵犯」與「求職者的求職意願」之間不具有調節效果(四)組織吸引力在「求職者感知到程序公平」與「求職者的求職意願」之間不具有調節效果。根據分析結果,本研究進一步探討研究意涵、研究限制與發現。

    Social networking site is a rapidly growing aspect of everyday life in the digital era. In tradition, pre-employment screening were conducted in basis of resume provided from candidates. Since the sue of social networking sites gained popularity rapidly, employers begin to screen the candidate’s Facebook information for making hiring decision because they desire more information outside from the resume or application forms such as their habits and real personality. Consequently, privacy concerns arise when job seekers become the target of being monitored and screened by potential employers. Furthermore, procedure justice of personnel selection became an issue when employers use non-work related information posted on Facebook to make hiring decisions. Thereby, it may influences to the intention of job pursuit.
    This study attempts to shed light on the issue of examining how job seekers perceive an employer’s use of Facebook screening, including their perception of privacy violation and procedural injustice, and therefore how this employer practice affects seekers’ job pursuit intention. The survey result from 132 passive job seekers who use Facebook in their daily life. The result indicated that the perception of procedural justice partially mediated the relationship between perceived privacy violation and job pursuit intention. Although organization attractiveness was associated with job pursuit intention, it did not have significant moderating effect in this study. The limitations and implications of the findings for practice and research are discussed in this thesis.

    中文摘要 i ABSTRACT ii 目錄 iv 表次 vi 圖次 vii 第一章 緒 論 1 第一節 研究背景與動機 1 第二節 研究目的與待答問題 4 第三節 名詞解釋 4 第二章 文獻探討 6 第一節 雇主使用Facebook進行審查 6 第二節 雇主使用Facebook審查求職者對隱私侵犯與程序公平的影響 7 第三節 隱私侵犯與程序公平如何影響求職意願 12 第四節 組織吸引力與求職意願 14 第三章 研究設計與實施 17 第一節 研究架構 17 第二節 研究假設 18 第三節 研究對象 19 第四節 研究工具 19 第五節 資料分析與解釋 24 第四章 結果與討論 27 第五章 結論與建議 31 第一節 研究發現 31 第二節 結論 32 第三節 研究限制與建議 34 參考文獻 36 一、中文部份 36 二、外文部份 36 附錄 44 附錄一 研究問卷 44

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    數位時代(2011年10月6日), 91%美國雇主用社群網路「審查」求職者,取自https://www.bnext.com.tw/article/20354/BN-ARTICLE-20354
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