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论文编号：	5227
作者编号：	2120112507
上传时间：	2013/6/5 15:01:51
中文题目：	求职者的组织吸引力感知过程研究
英文题目：	The research on job seekers'' perceptual processes of organizational attraction
指导老师：	袁庆宏 教授
中文关键字：	大学生求职者；组织吸引力；自我调节；社会认同；求职者感知
英文关键字：	University job-seekers, Organizational attraction, Self-regulation, Social identity, Perception of job-seekers
中文摘要：	随着社会和经济的发展，企业之间的竞争越来越白热化，并且日趋复杂化，企业只有不断提高其竞争力才能在夹缝中求发展。企业之间的竞争无处不在并且方方面面，品牌的竞争，创新能力的竞争，管理的竞争，这些都是企业的竞争点。但这一切竞争归根到底是人才的竞争，换句话说人力资源的竞争是一切企业竞争的基本。在企业内部的劳动力市场机制的作用下，企业需要不断的积累人力资源和优秀劳动力，否则企业就可能面临破产的危险。因此，寻找到优秀的人力资源是企业长足发展的关键。随着高等教育的不断发展，各高校成为优秀人力资源的聚集地，这就致使很多企业将目光投向了高校的校园招聘。同社会求职者相比，大学生求职者具有良好的可塑性、巨大的发展潜力、较高的综合素质等特点。在竞争激烈的市场环境中，尤其是在经济形势不好的情况下，企业会全力保留核心员工，并会集中资源和力量寻找最优秀、最合适人才，所以大学生求职者对企业来说具有很强的吸引力。所以在校园招聘过程中，企业之间的竞争也越发激烈，如何吸引大学生求职者成为众多企业必须面临的现实问题。大学生求职者由于其自身固有和易受社会环境因素影响的特点，使得其在求职过程中对于组织吸引力的认识和感知是一个不断变化的过程。因此，本研究主要关注企业校园招聘，并对大学生求职者的组织吸引力感知过程特征进行详细总结和分析。本研究首先对组织吸引力的概念进行界定，并对当前国内外组织吸引力研究状况进行梳理，进而提出求职者对于组织吸引力的感知并不是静止不变，而是动态变化的过程；其次对班杜拉社会认知观自我调节理论和社会认同理论进行回顾，并构建相关过程模型；再次，在对大学生求职者进行深度访谈的基础上，分析总结求职者的组织吸引力感知过程特征及影响因素，并以此为基础构建求职者的组织吸引力感知过程特征模型；最后，为用人单位、大学生求职者和高校管理部门提供意见和建议。本研究主要关注校园招聘过程中大学生求职者对于组织吸引力的认知过程及其影响因素，并选择结合自我调节理论、社会认同理论以及组织行为学和人力资源管理的角度，为人力资源招聘理论提供了一个新的研究视角；本研究在对求职者的组织吸引力感知过程特征描述和分析的基础上，提出了具体的措施建议，以期为相关利益方提供借鉴。
英文摘要：	With the development of society and the economy, competition among enterprises is more and more intense, and become more complex. In order to seek development in the cracks, enterprises have to continue to improve their competitiveness. Competition to enterprises is everywhere and almost in all aspects ,such as brand value, innovation ability, managing ability. Above all the competition , the talent competition, in other words, the human resources is the basic and the most important. Following the internal labor market mechanisms, enterprises need to keep the accumulation of human resources and excellent workforce, or they may face the risk of bankruptcy. So finding the excellent human resources is the key to the rapid development. With the continuous development of higher education, the university has become a gathering place for the excellent human resources, which led many enterprises set their sights on university graduates who compared to the social workers have good plasticity，developing potential and higher quality. In the highly competitive market environment, especially in the case of the bad economic situation, enterprises are fully committed to retaining core staff and will focus resources and strength to find the best and most suitable talent, so university job seekers for enterprises with a very strong attraction. So in the campus recruitment process , competition between enterprises becomes more and more intense．How to attract university job-seekers becomes a really important problem for all the enterprises. With the social environment affection, awareness and perception of the university job-seekers for the enterprises change in the process of seeking job. Therefore focused on the campus recruitment, this study makes a detailed summary and analysis of the process. Firstly, this study will defines the concept of organizational attraction and sort out the current research, then put forward that the perception of job-seekers for the organizational attraction is not static, but dynamic. Secondly, reviewing the view of self-regulation theory and social identity theory of Bandura and building a model about some related process. Thirdly, on the base of the interviews of university job-seekers, summarizing and analyzing the perception process and influencing factors of university job-seekers, then building a model. Finally, putting forward some comments and suggestions to the employers, university job-seekers and university management department. Focused on the the perception process and influencing factors of university job-seekers during the campus recruitment process, the study bases on the self-regulation theory and social identity theory , organizational behavior and human resource management, and then provides new perspective. What’s more, it puts forward some specific measures for employers, university job-seekers and university management department.
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