本文選題：雇主品牌 + 性格傾向性　； 參考：《西南財經(jīng)大學(xué)》2009年碩士論文

【摘要】： 人類社會正在步入一個以知識資源為主要依托的經(jīng)濟(jì)時代,作為經(jīng)濟(jì)發(fā)展的首要資源,從事知識創(chuàng)新、傳播和運用的人力資源成為國家和企業(yè)發(fā)展所需要的關(guān)鍵性戰(zhàn)略資源。在知識資源豐富化,但人才相對稀缺化的時代,誰能在市場中抓住潛力人才、留住核心人才、發(fā)展創(chuàng)新人才,使其愿意為企業(yè)長期服務(wù),誰就能在知識經(jīng)濟(jì)時代的競爭中占據(jù)優(yōu)勢地位,獲得發(fā)展空間。企業(yè)的核心人才對現(xiàn)代企業(yè)的發(fā)展和未來起著至關(guān)重要的作用。如何創(chuàng)造人力資源競爭優(yōu)勢,并進(jìn)而轉(zhuǎn)化為企業(yè)持續(xù)競爭優(yōu)勢,是值得我們探索的話題。 雇主品牌理論正是基于人才在全球范圍內(nèi)爭奪而造成的企業(yè)人才短缺和信息不對稱造成的人才市場的結(jié)構(gòu)性過剩的情況下產(chǎn)生的和興起的。日益突出的人才短缺和向高端市場發(fā)展的驅(qū)動力使得企業(yè)急于發(fā)現(xiàn)和留住合適的人才。而強大的雇主品牌有利于吸引一流的人才,獲取一流的人力資本。因此,通過有效的人力資源管理營造強大的雇主品牌則為全球企業(yè)的成功奠定了基礎(chǔ)。雇主品牌作為品牌的一個新分支,不管是國內(nèi)還是國外都是個新的概念。國內(nèi)外關(guān)于雇主品牌的研究主要基于組織內(nèi)部的視角,而在本研究中筆者試圖從組織外部的視角來分析探討雇主品牌與員工之間的關(guān)系。 市場化的人力資源流動和配置機制決定了雇主和員工之間雙向的自由選擇,即雇主通過各種招聘的途徑和方式選擇適合的員工,員工也會通過各種信息渠道選擇符合個人訴求標(biāo)準(zhǔn)的雇主。一般認(rèn)為,個體的擇業(yè)行為同時受組織因素和個人因素的影響。雇主品牌的類型即是組織的典型特征的體現(xiàn),因此,本研究將雇主品牌類型作為組織因素納入研究范圍。性格是個性心理即非智力因素的核心部分,也是普通意義上的個性,它決定著個體活動的性質(zhì)和方向。因此,本研究將性格特征作為典型的個人因素納入研究的范圍。性格貫穿在一個人的態(tài)度和整個行為中,是具有穩(wěn)定傾向性的心理特征,是人的個性特征的核心成分。性格作為個體穩(wěn)定的心理特征決定了一個人的較長時期內(nèi)恒定的偏好,無論時間如何流動,它們都保持著本質(zhì)的穩(wěn)定,而偏好體現(xiàn)了人們概率上的選擇行為。心理學(xué)家們指出個性決定了一個人的部分偏好,而這種偏好導(dǎo)致人的行為差別。也就是說,個人的性格特征會影響個人對雇主品牌類型的偏好和選擇行為。正是基于此,本文將性格特征作為研究的基點探討個體性格傾向性對雇主品牌類型偏好的影響,一方面有助于企業(yè)根據(jù)自身雇主品牌定位選擇符合企業(yè)價值取向的人才,另一方面有助于個人根據(jù)自身的性格特征選擇符合自身價值取向的雇主,從而降低企業(yè)與員工的適配風(fēng)險。 本文主要分析歸納了雇主品牌這一新概念,對雇主品牌的相關(guān)研究進(jìn)行了總結(jié)和歸納,通過研究員工的性格特征對雇主品牌類型偏好的影響構(gòu)建了基于性格傾向性的雇主品牌偏好的理論模型,并提出了當(dāng)今中國企業(yè)雇主品牌建設(shè)和降低企業(yè)與員工的適配風(fēng)險的相關(guān)管理對策和建議。本研究的具體思路如下:第一章為緒論,從雇主品牌理論興起的背景極其對企業(yè)管理的重要性出發(fā),結(jié)合實際分析了我國企業(yè)雇主品牌建設(shè)的缺失、員工與企業(yè)之間的適配風(fēng)險,引出雇主品牌構(gòu)建的重要性,指出了本文的研究的目的和意義、主要內(nèi)容以及研究方法。第二章為文獻(xiàn)綜述,詳細(xì)介紹了雇主品牌的提出、發(fā)展現(xiàn)狀、以及研究背景,介紹了性格的相關(guān)理論,并界定了雇主品牌和性格傾向性的類型。第三章為研究設(shè)計,介紹了本研究的總體構(gòu)思和研究假設(shè),并對研究模型和方法做出解釋。第四章為問卷研究與分析,介紹了此次調(diào)查問卷的設(shè)計和修訂以及調(diào)查對象,并對調(diào)查問卷進(jìn)行信度和效度的檢驗,對調(diào)研結(jié)果進(jìn)行探索性因素分析、因子分析、方差分析、相關(guān)性分析、回歸分析和正態(tài)分布檢驗。第五章為研究結(jié)論及對策建議,根據(jù)統(tǒng)計分析結(jié)果進(jìn)行分析研究,提出了構(gòu)建基于性格傾向性的雇主品牌類型偏好的理論模型,并探討了中國企業(yè)構(gòu)建雇主品牌和降低企業(yè)與員工適配風(fēng)險的對策和建議。最后總結(jié)全文,并結(jié)合本研究存在的局限性,提出未來的研究方向。 本研究提出的研究假設(shè)為人的性格傾向性類型和對雇主品牌類型的偏好是符合正態(tài)分布的;性格傾向性與其對雇主品牌類型的偏好相關(guān),性格傾向性的不同會導(dǎo)致其對雇主品牌類型的偏好不同。為了初步檢驗樣本研究所進(jìn)行的理論探索的合理性和有效性,本研究構(gòu)建了個人性格傾向性與雇主品牌類型偏好的模型,并通過問卷調(diào)查獲得的數(shù)據(jù)對這個模型進(jìn)行實證檢驗、分析和修訂。 為了便于研究,筆者借鑒了國內(nèi)外的研究成果設(shè)計了《基于性格傾向性的雇主品牌類型偏好的調(diào)查問卷》并在較大范圍內(nèi)實施調(diào)查,調(diào)查分析結(jié)果表明問卷具有較好的效度和信度,根據(jù)調(diào)查分析結(jié)果提出了雇主品牌類型的六種分類,證實了性格傾向性對雇主品牌偏好的影響,分析了不同性格傾向性的潛在員工和現(xiàn)有員工對雇主品牌類型偏好的差異性,并在此基礎(chǔ)上提出了基于性格傾向性的雇主品牌類型的偏好的理論模型,探討了構(gòu)建雇主品牌和降低企業(yè)與員工適配風(fēng)險的對策和建議。 經(jīng)過實證分析,本研究得到的結(jié)論如下:人的性格傾向性類型和雇主品牌類型偏好是符合正態(tài)分布的;雇主品牌可以細(xì)分為六種類型:優(yōu)化管理型、感情文化型、價值認(rèn)同型、工作樂趣型、職業(yè)發(fā)展型、績效薪酬型;身份類別、學(xué)歷水平、年齡、工作年限與性格傾向性類型不相關(guān);學(xué)歷水平、年齡、工作年限與其對雇主品牌的類型偏好不相關(guān);性別與人的性格傾向性類型相關(guān),女性比男性性格更外向;性別與其對雇主品牌類型的偏好相關(guān),女性比男性更偏好職業(yè)發(fā)展型的雇主品牌;身份類別與雇主品牌類型偏好相關(guān),在校大學(xué)生比非在校大學(xué)生更偏好感情文化型的雇主品牌;性格傾向性類型與雇主品牌類型的偏好相關(guān),性格外向的比性格內(nèi)向的明顯更偏好感情文化型和職業(yè)發(fā)展型的雇主品牌,性格內(nèi)向的比性格外向的更偏好優(yōu)化管理型的雇主品牌。 本研究創(chuàng)新點主要體現(xiàn)在以下幾個方面:第一,論文選題的新穎。雇主品牌是一個非常新的研究領(lǐng)域,國內(nèi)關(guān)于雇主品牌的研究才剛起步,大量的研究還處于定性的分析其概念和內(nèi)涵層面,實證研究方面比較欠缺。正是出于對雇主品牌研究極富價值的判斷,筆者才選擇了以雇主品牌作為本次研究的內(nèi)容,并通過實證研究基于個體性格傾向性的雇主品牌類型偏好的關(guān)系,具有現(xiàn)實意義;第二,在引用國外已有的研究中提出的雇主品牌特征變量的基礎(chǔ)上根據(jù)中國的現(xiàn)實情況進(jìn)行補充和修訂,設(shè)計出了此次實證研究的調(diào)查問卷;第三,在前人的理論研究和實證分析的基礎(chǔ)上構(gòu)建了基于性格傾向性類型的雇主品牌類型偏好的理論模型;第四,在理論分析和實證研究的基礎(chǔ)上提出了中國企業(yè)如何構(gòu)建自己的雇主品牌和降低企業(yè)與員工的適配風(fēng)險的對策和建議,對中國企業(yè)的發(fā)展有積極的促進(jìn)作用。 最后,由于相關(guān)條件的限制,本研究也存在一定的局限性,在本文的最后一部分,對此進(jìn)行了討論,并針對這些局限性以及從實證研究結(jié)果中到的啟發(fā),提出了需要在今后深入研究的幾個問題。
[Abstract]:Human society is stepping into an economic era based on knowledge resources. As the primary resource of economic development, the human resources engaged in knowledge innovation and dissemination and application have become the key strategic resources for the development of state and enterprise. In the era of rich knowledge resources, but the relatively scarce of talent, who can be in the market Grasp the potential talents, retain the core talents, develop the innovative talents, make it willing to serve the enterprise for a long time, who can occupy the dominant position in the competition of the knowledge economy era and obtain the development space. The core talents of the enterprise play a vital role in the development and future of the modern enterprise. Transforming into sustainable competitive advantage of enterprises is a topic worthy of our exploration.
The theory of employer brand is based on the structural surplus of talent market caused by talent shortage and information asymmetry caused by the global competition. The increasingly prominent talent shortage and the driving force to the high-end market make the enterprises eager to find and retain the right talents. The big employer brand is beneficial to attract top talent and obtain first-rate human capital. Therefore, building a powerful employer brand through effective human resource management lays the foundation for the success of the global enterprise. As a new branch of the brand, the employer brand is a new concept both at home and abroad. The main research of the main brand is based on the internal perspective of the organization, and in this study, the author tries to analyze the relationship between the employer brand and the employee from the perspective of the organization.
The market oriented human resource flow and allocation mechanism determines the two-way free choice between employers and employees, that is, employers choose suitable employees through various recruitment channels and ways, and employees will also choose employers who meet the standards of personal appeal through various information channels. The type of employer brand is the embodiment of the typical characteristics of the organization. Therefore, this study incorporates the employer brand type as the organizational factor into the research scope. Character is the core part of the personality psychology, the non intellectual factor, and the personality in the general sense. It determines the nature and direction of the individual activities. Therefore, this study is a study of the nature and direction of individual activities. Character characteristics as a typical individual factor into the scope of the study. Character throughout a person's attitude and the whole behavior, is a stable tendency of psychological characteristics, is the core of the personality characteristics of a person. As a individual stable psychological characteristics, determines a person's long period of constant preference, regardless of time, such as They maintain the essential stability, and the preference reflects the choice behavior of people. Psychologists point out that personality determines a person's partial preference, which leads to human behavior differences. In other words, personal character characteristics will affect the individual's preference and choice behavior to the type of employer's brand. As a basis of the study, this paper discusses the influence of individual disposition tendency on employer brand type preference. On the one hand, it is helpful for enterprises to select qualified personnel according to their own employer brand orientation, on the other hand, to help individuals choose their own employment according to their own character characteristics. To reduce the risk of business and employees.
This paper mainly analyzes and summarizes the new concept of employer brand, summarizes and summarizes the related research on employer brand, and constructs a theoretical model of employer brand preference based on Personality Orientation by studying the influence of employee's character characteristics on employer brand type preference, and puts forward the construction of employer brand in Chinese enterprises and the employer brand. To reduce the risk management countermeasures and suggestions for enterprises and employees. The specific ideas of this study are as follows: Chapter 1 is the introduction, starting from the background of the employer brand theory and the importance of the enterprise management, combining with the actual analysis of the lack of employer brand construction in our enterprises, the risk of adaptation between employees and enterprises. The importance of the employer brand construction, points out the purpose and significance of the study, the main content and the research methods. The second chapter is the literature review, which introduces the employer brand, the development status, and the research background, introduces the related theories of the character, and defines the types of employer brand and personality tendency. The third chapter is the research of the study. This paper introduces the overall conception and hypothesis of this study, and explains the research model and method. The fourth chapter is the research and analysis of the questionnaire. It introduces the design and revision of the questionnaire and the object of investigation. It also tests the reliability and validity of the questionnaire, and makes exploratory factor analysis on the results of the survey and the factor score. Analysis, analysis of variance, correlation analysis, regression analysis and normal distribution test. The fifth chapter is the research conclusion and the countermeasures and suggestions, according to the analysis and research of statistical analysis, it puts forward a theoretical model for the construction of employer brand type preference based on personality tendency, and discusses the construction of employer brand in Chinese enterprises and the reduction of enterprises and employees. Finally, the paper summarizes the full text, and puts forward the future research direction combined with the limitations of this study.
The research proposed in this study assumes that personality tendency type and preference for employer brand type are in normal distribution; personality tendency is related to preference of employer brand type, and different personality tendency will lead to different preference for employer brand type. The research is reasonable and effective. This study constructs a model of personal disposition tendency and employer brand type preference, and carries out an empirical test, analysis and revision through the data obtained from the questionnaire survey.
In order to facilitate the study, the author designed the questionnaire based on the personality preference of employer brand type based on the research results at home and abroad and carried out a survey in a larger scope. The results show that the questionnaire has good validity and reliability. According to the results of investigation and analysis, six categories of employer brand types are put forward. The influence of personality tendency on employer brand preference is realized, and the difference between potential employees and existing employees on employer brand type preference is analyzed. On this basis, a theoretical model of preference of employer brand type based on personality tendency is put forward to discuss the construction of employer brand and reduce enterprise and employee. Countermeasures and suggestions to fit the risk.
After empirical analysis, the conclusions of this study are as follows: People's personality type and employer brand type preference are in normal distribution; the employer brand can be divided into six types: optimal management, emotional culture, value identification, work fun, career development, performance compensation; identity category, education level, age, The year of work is not related to the type of personality tendency; the level of education, age and working life are not related to the type preference of the employer's brand; sex is related to the personality type of the person; the female is more extroverted than the male character; the sex is closely related to the preference of the employer brand type, and the female prefers the career development type of employer product more than the male. The identity category is related to the employer brand type preference, and the college students prefer the emotional and cultural employer brand more than the non school students; the character tendency type is related to the preference of the employer brand type, and the extrovert is more than the introverted personality. Extrovert prefers to optimize the management of employer brand.
The innovation points of this study are mainly embodied in the following aspects: first, the title of the thesis is novel. The employer brand is a very new research field. The domestic research on the employer brand has just started, a large number of research is still in the qualitative analysis of its concept and connotation level, and the empirical research is relatively deficient. It is just out of the research on the employer brand. The ultimate rich value judgment, I chose the employer brand as the content of this study, and through empirical research based on individual personality tendency of employer brand type preference relationship, has practical significance. Second, on the basis of reference to the actual situation of China on the basis of the employer brand characteristic variables introduced in the previous studies abroad. The situation is supplemented and revised, and the questionnaire of this empirical study is designed. Third, on the basis of previous theoretical and empirical analysis, the theoretical model of employer brand type preference based on character orientation is constructed. Fourth, on the basis of theoretical analysis and empirical research, the Chinese enterprises how to build their own The countermeasures and suggestions of employer brand and reducing the fit risk between enterprises and employees will play a positive role in promoting the development of Chinese enterprises.
Finally, due to the limitations of the related conditions, this study also has some limitations. In the last part of this paper, it is discussed, and in view of these limitations and the inspiration from the results of the empirical study, some problems which need to be studied in depth in the future are put forward.
【學(xué)位授予單位】：西南財經(jīng)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2009
【分類號】：F272

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 黃維德;打造雇主品牌:企業(yè)的人力資源新戰(zhàn)略[J];中國人才;2004年02期

2 郭偉君;;打造品牌的“第三極”——中國雇主品牌的建立與傳播[J];大市場.廣告導(dǎo)報;2006年11期

3 楊艷軍;楊吉華;;基于雇主品牌理念的戰(zhàn)略人力資源管理[J];湖南工程學(xué)院學(xué)報(社會科學(xué)版);2008年01期

4 梅曉文;蔣寒迪;;中國企業(yè)雇主品牌建設(shè)的缺位及策略[J];經(jīng)濟(jì)導(dǎo)刊;2007年10期

5 周昱;;淺談中小企業(yè)如何打造優(yōu)秀雇主品牌[J];經(jīng)濟(jì)論壇;2007年17期

6 劉劍榮;胡培;;基于多維個性偏好的管理者優(yōu)化配置研究[J];科技進(jìn)步與對策;2007年07期

7 梁鈞平;李曉紅;;象征性個人與組織匹配對雇主吸引力的影響——一項對雇主品牌象征性含義的研究[J];南大商學(xué)評論;2005年04期

8 張佩麗;宋淵洋;;樹立優(yōu)秀雇主品牌[J];人才開發(fā);2006年06期

9 莊衛(wèi)民;關(guān)于中國人力資源戰(zhàn)略的若干思考[J];人口與經(jīng)濟(jì);1999年03期

10 何增科;人才被全球爭奪[J];人民論壇;2004年01期

相關(guān)碩士學(xué)位論文 前1條

1 張艷清;基于性格的員工滿意度研究[D];成都理工大學(xué);2005年

，

本文編號：1951429