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摘要随着市场竞争的核心逐步向人才竞争转变，人——组织匹配也越来越受到组织的重视，不仅企业要挑选合适的人才，求职者也在越来越在意未来的雇佣环境与自己是否匹配，本文将从求职者的角度探讨在面试过程中可获得哪些能够体现组织特征的线索，来形成自己的匹配感知从而做出相关决策的。在面试中可获得的线索主要分为两类：内容线索和情境线索。本研究采用策略攫取方法来设计实验，策略攫取实验是用来检测在面试情境中哪些线索对于求职者评估P-O匹配起到决定性作用的，本实验采用了2*2组间实验设计，共调查了87名被试，均为大学拥有企业面试经验的应届毕业生，结果显示，无论是内容线索——价值观问题，还是情境线索——面试官行为，都会对求职者在求职过程中形成P-O匹配水平的感知造成显著的影响。18807
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关键词 人——组织匹配 策略攫取方法 内容线索 情境线索
毕业论文外文摘 要
Title How Interviewees Consider Content and Context Cues To Person-Organization Fit.
Abstract
With the core of market competition gradually changing to talent competition, person - organization fit become more and more important. While companies need to recruit the “right person”, employees also pay more attention to the fitness between themselves and the future employment environment. This article explore which available cues can reflect the organizational characteristics in the interview process to form the P-O fit perception of job seekers .Cues obtained in the interview is pided into two categories: content cues and context cues. In this paper, policy-capturing method is conducted to design the experiment, the experiment is designed to detect content cues and context cues of a interview which play a decisive role to interviewees to evaluate P-O fit .The experiment used a 2*2 groups experimental design, A total of 87 participants haved been investigated , all of them are the graduates of session of University who have the experiments of enterprise interview.According to the results of the experiment, both content cues--values-relevant interview questions and context cues---interviewer behaviors would form the significant effect of P-O fit perception in the process of the interview.
Keywords Person-Organization Fit Policy-Capturing Content cues Context cues
目 次
1 引言 1
2 文献综述 2
2.1 人——组织匹配理论基础 2
2.2 信息加工理论 4
2.3 判断与决策理论 4
2.4 内容效应和情境效应 5
2.4.1 面试中内容因素的影响 6
2.4.2 面试中情境因素的影响 6
3 研究方法：策略攫取 7
3. 1 实验方法 7
3.2选择被试 7
3.3实验开展 8
3.3.1 第一阶段：实验准备 8
3.3.2 第二阶段：情景创设 10
3.3.3 第三阶段：P-O匹配感知程度调查 11
4 数据分析 13
5 讨论 14
5.1 本研究的贡献 14
5.2 本研究的局限性 14
5.3 今后的发展 14
结 论 16