【摘要】：招聘廣告作為一種常見(jiàn)的招聘者與求職者的溝通媒介之一，在人才競(jìng)爭(zhēng)愈加激烈的今天，對(duì)于招聘機(jī)構(gòu)和潛在應(yīng)聘者而言都具有重要價(jià)值和意義。一方面，招聘公司旨在吸引并招到空缺崗位的最佳人選，另一方面，求職者也希望找到最設(shè)和自己的崗位，，只有兩者充分滿(mǎn)足才能達(dá)到彼此雙贏的局面。 在Verschueren順應(yīng)論的基礎(chǔ)上，通過(guò)對(duì)招聘廣告語(yǔ)言的分析，運(yùn)用定性研究的方法，選取國(guó)內(nèi)外兩大專(zhuān)業(yè)招聘網(wǎng)站www.51job.com及www.monster.com的語(yǔ)料，本文意圖解釋語(yǔ)言選擇是如何順應(yīng)中英文招聘廣告中交際者的心理世界及社會(huì)世界的。 通過(guò)研究發(fā)現(xiàn)，通過(guò)對(duì)語(yǔ)言的選擇，招聘廣告在心理世界方面順應(yīng)包括對(duì)縮短心理距離、期望得到公司關(guān)懷和公正性在內(nèi)的情感因素的順應(yīng)，以及包括對(duì)詳盡職位信息和公司信息、良好職業(yè)發(fā)展、愉快工作環(huán)境及有效應(yīng)聘指導(dǎo)的需要在內(nèi)的認(rèn)知因素的順應(yīng)。而在社會(huì)世界方面，語(yǔ)言選擇的順應(yīng)體現(xiàn)在對(duì)目標(biāo)社會(huì)群體、社會(huì)規(guī)范、社會(huì)文化和背景的順應(yīng)。 通過(guò)研究，作者建議在撰寫(xiě)招聘廣告時(shí)，招聘者要充分考慮到求職者的各種心理和認(rèn)知因素，并順應(yīng)所在社會(huì)的目標(biāo)人群、社會(huì)規(guī)范和文化。另外，在選擇語(yǔ)言時(shí)，社會(huì)招聘應(yīng)與校園招聘一樣得到重視；而在中文招聘廣告中，公平信信息應(yīng)得到更充分的展現(xiàn)。
[Abstract]:As one of the common communication media between recruiters and job seekers, recruitment advertising is of great value and significance to recruitment agencies and potential candidates in today's increasingly competitive talent market. On the one hand, recruitment companies aim to attract and recruit the best candidates for vacant jobs, on the other hand, job seekers also want to find the most established and their own positions, which can only be fully satisfied to achieve a win-win situation for each other. On the basis of Verschueren adaptation theory, through the analysis of recruitment advertising language and the qualitative research method, this paper selects the data of www.51job.com and www.monster.com, two major professional recruitment websites at home and abroad. This paper is intended to explain how language choice adapts to the psychological and social worlds of communicators in English and Chinese job advertisements. Through the study, it is found that through the choice of language, the recruitment advertisement adapts to the emotional factors in the psychological world, including shortening the psychological distance, expecting the care and fairness of the company, etc. And the cognitive factors including detailed position information and company information, good career development, pleasant working environment and the need for effective job guidance. In the social world, the adaptation of language choice is embodied in the adaptation to the target social group, social norms, social culture and background. The author suggests that recruiters should take into account the psychological and cognitive factors of job seekers and adapt to the target population, social norms and culture. In addition, when choosing language, social recruitment should be paid as much attention to as campus recruitment, and fair letter information should be more fully displayed in Chinese recruitment advertisements.
【學(xué)位授予單位】：上海外國(guó)語(yǔ)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類(lèi)號(hào)】：H313;H136

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