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论文编号：	2153
作者编号：	2120051935
上传时间：	2010/4/28 16:27:45
中文题目：	基于人-组织匹配的招聘模式研究
英文题目：	Person-Organization Fit, Recruitment,
指导老师：	袁庆宏
中文关键字：	人-组织匹配 招聘 人-组织匹配招聘模式
英文关键字：	Person-Organization Fit, Recruitment, Person-Organization Fit Recruitment Model
中文摘要：	匹配研究的基础是人与环境的互动理论，良好的匹配体现为人在环境系统中感受到较低的压力。管理学者将匹配研究纳入组织层面，提出与组织匹配的雇员会表现出更高的绩效、组织承诺和满意等。 学者们对人-组织匹配的概念、前因和结果变量进行了深入的研究，并且提出了很多有价值的理论。招聘是人力资源管理的核心职能之一，直接关系组织中雇员的质量和组织的未来。人-组织匹配理论研究的发展对人力资源管理的各个职能都产生了重要影响。 人-组织匹配角度的招聘研究取得了丰富的实证研究成果。本研究旨在探索以人-组织匹配理论为指导的组织招聘模式，分析其在不同雇佣模式下人力资源管理系统中的特征，组织实践的操作策略和保障措施。 本研究首先梳理了人-组织匹配理论、组织招聘和人-组织匹配视角的组织招聘三个领域的文献，发现基于人-组织匹配的招聘模式构建尚未得到充分研究。其次，将招聘纳入组织人力资源管理系统，以ASA模型展示了基于人-组织匹配招聘的过程，系统分析了构建基于人-组织匹配的招聘模式的必要性。再次，在对具有代表性的组织招聘模式进行比较分析的基础上，结合现有研究成果，本研究构建了人-组织匹配招聘模式。组织分析是人-组织匹配招聘模式的第一步，包括组织价值观、组织战略、组织结构和组织气氛，其中工作分析因纳入组织结构分析而具有组织独特性特征；感知人-组织匹配是组织招聘流程和申请人工作搜选过程的中介；人-组织匹配影响申请人工作搜寻和工作选择阶段。最后，本研究结合招聘过程中的招聘渠道、招聘者和招聘信息管理三方面可控因素，设计了人-组织匹配招聘模式的实施策略。这部分还讨论了人-组织匹配招聘模式作为人力资源管理职能实施时应采用的保障措施，包括社会化阶段深化、组织文化建设和组织职业生涯管理。
英文摘要：	The interaction theory is the foundation of fit research. Good fit can make people feel less stress in the environment system. Management researchers explored fit in the organization aspect, suggesting that good Person-Organization Fit (POF)can make employees yield high work performance、commitment. Scholars conducted amounts of studies in POF conception、attendances、outcomes and achieved lots of value conclusions. Recruitment and Selection is the core function in Human Resource Management (HRM), directly relating to the employee quality and an organization future success. POF theory affects all HRM functions greatly. The POF recruitment research got many important field findings. The paper aims to explore recruitment model using POF theory, analyzes its characters under different HRM systems of different employment and how it conducts. After reviewing researches of POF theory、recruitment and recruitment research founded in POF, this paper found little research in recruitment model founded in POF。Then this paper discussed the theory process of POF recruitment model basing on ASA model. Further，Comparing with recruitment models in the past, connecting with research results before, the paper constructed POF recruitment model. Organization analysis is the first step of POF recruitment model, including four aspects: value、strategy、system and climate. The model combined recruitment and job searching process with perceived POF, and expectation. POF affected applicant work search and choice. At last, the paper designed organization analysis technology、attraction and recruiter image control strategy basing on recruitment resources、recruiters and recruitment information management. The research also pointed some guarantee mechanism to make the model work under HRM system, including socialization、organization culture construction and organization career management.
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