基于性格倾向性的雇主品牌类型偏好的实证研究

发布时间：2018-05-29 15:45

本文选题：雇主品牌 + 性格倾向性　；参考：《西南财经大学》2009年硕士论文

【摘要】： 人类社会正在步入一个以知识资源为主要依托的经济时代,作为经济发展的首要资源,从事知识创新、传播和运用的人力资源成为国家和企业发展所需要的关键性战略资源。在知识资源丰富化,但人才相对稀缺化的时代,谁能在市场中抓住潜力人才、留住核心人才、发展创新人才,使其愿意为企业长期服务,谁就能在知识经济时代的竞争中占据优势地位,获得发展空间。企业的核心人才对现代企业的发展和未来起着至关重要的作用。如何创造人力资源竞争优势,并进而转化为企业持续竞争优势,是值得我们探索的话题。雇主品牌理论正是基于人才在全球范围内争夺而造成的企业人才短缺和信息不对称造成的人才市场的结构性过剩的情况下产生的和兴起的。日益突出的人才短缺和向高端市场发展的驱动力使得企业急于发现和留住合适的人才。而强大的雇主品牌有利于吸引一流的人才,获取一流的人力资本。因此,通过有效的人力资源管理营造强大的雇主品牌则为全球企业的成功奠定了基础。雇主品牌作为品牌的一个新分支,不管是国内还是国外都是个新的概念。国内外关于雇主品牌的研究主要基于组织内部的视角,而在本研究中笔者试图从组织外部的视角来分析探讨雇主品牌与员工之间的关系。市场化的人力资源流动和配置机制决定了雇主和员工之间双向的自由选择,即雇主通过各种招聘的途径和方式选择适合的员工,员工也会通过各种信息渠道选择符合个人诉求标准的雇主。一般认为,个体的择业行为同时受组织因素和个人因素的影响。雇主品牌的类型即是组织的典型特征的体现,因此,本研究将雇主品牌类型作为组织因素纳入研究范围。性格是个性心理即非智力因素的核心部分,也是普通意义上的个性,它决定着个体活动的性质和方向。因此,本研究将性格特征作为典型的个人因素纳入研究的范围。性格贯穿在一个人的态度和整个行为中,是具有稳定倾向性的心理特征,是人的个性特征的核心成分。性格作为个体稳定的心理特征决定了一个人的较长时期内恒定的偏好,无论时间如何流动,它们都保持着本质的稳定,而偏好体现了人们概率上的选择行为。心理学家们指出个性决定了一个人的部分偏好,而这种偏好导致人的行为差别。也就是说,个人的性格特征会影响个人对雇主品牌类型的偏好和选择行为。正是基于此,本文将性格特征作为研究的基点探讨个体性格倾向性对雇主品牌类型偏好的影响,一方面有助于企业根据自身雇主品牌定位选择符合企业价值取向的人才,另一方面有助于个人根据自身的性格特征选择符合自身价值取向的雇主,从而降低企业与员工的适配风险。本文主要分析归纳了雇主品牌这一新概念,对雇主品牌的相关研究进行了总结和归纳,通过研究员工的性格特征对雇主品牌类型偏好的影响构建了基于性格倾向性的雇主品牌偏好的理论模型,并提出了当今中国企业雇主品牌建设和降低企业与员工的适配风险的相关管理对策和建议。本研究的具体思路如下:第一章为绪论,从雇主品牌理论兴起的背景极其对企业管理的重要性出发,结合实际分析了我国企业雇主品牌建设的缺失、员工与企业之间的适配风险,引出雇主品牌构建的重要性,指出了本文的研究的目的和意义、主要内容以及研究方法。第二章为文献综述,详细介绍了雇主品牌的提出、发展现状、以及研究背景,介绍了性格的相关理论,并界定了雇主品牌和性格倾向性的类型。第三章为研究设计,介绍了本研究的总体构思和研究假设,并对研究模型和方法做出解释。第四章为问卷研究与分析,介绍了此次调查问卷的设计和修订以及调查对象,并对调查问卷进行信度和效度的检验,对调研结果进行探索性因素分析、因子分析、方差分析、相关性分析、回归分析和正态分布检验。第五章为研究结论及对策建议,根据统计分析结果进行分析研究,提出了构建基于性格倾向性的雇主品牌类型偏好的理论模型,并探讨了中国企业构建雇主品牌和降低企业与员工适配风险的对策和建议。最后总结全文,并结合本研究存在的局限性,提出未来的研究方向。本研究提出的研究假设为人的性格倾向性类型和对雇主品牌类型的偏好是符合正态分布的;性格倾向性与其对雇主品牌类型的偏好相关,性格倾向性的不同会导致其对雇主品牌类型的偏好不同。为了初步检验样本研究所进行的理论探索的合理性和有效性,本研究构建了个人性格倾向性与雇主品牌类型偏好的模型,并通过问卷调查获得的数据对这个模型进行实证检验、分析和修订。为了便于研究,笔者借鉴了国内外的研究成果设计了《基于性格倾向性的雇主品牌类型偏好的调查问卷》并在较大范围内实施调查,调查分析结果表明问卷具有较好的效度和信度,根据调查分析结果提出了雇主品牌类型的六种分类,证实了性格倾向性对雇主品牌偏好的影响,分析了不同性格倾向性的潜在员工和现有员工对雇主品牌类型偏好的差异性,并在此基础上提出了基于性格倾向性的雇主品牌类型的偏好的理论模型,探讨了构建雇主品牌和降低企业与员工适配风险的对策和建议。经过实证分析,本研究得到的结论如下:人的性格倾向性类型和雇主品牌类型偏好是符合正态分布的;雇主品牌可以细分为六种类型:优化管理型、感情文化型、价值认同型、工作乐趣型、职业发展型、绩效薪酬型;身份类别、学历水平、年龄、工作年限与性格倾向性类型不相关;学历水平、年龄、工作年限与其对雇主品牌的类型偏好不相关;性别与人的性格倾向性类型相关,女性比男性性格更外向;性别与其对雇主品牌类型的偏好相关,女性比男性更偏好职业发展型的雇主品牌;身份类别与雇主品牌类型偏好相关,在校大学生比非在校大学生更偏好感情文化型的雇主品牌;性格倾向性类型与雇主品牌类型的偏好相关,性格外向的比性格内向的明显更偏好感情文化型和职业发展型的雇主品牌,性格内向的比性格外向的更偏好优化管理型的雇主品牌。本研究创新点主要体现在以下几个方面:第一,论文选题的新颖。雇主品牌是一个非常新的研究领域,国内关于雇主品牌的研究才刚起步,大量的研究还处于定性的分析其概念和内涵层面,实证研究方面比较欠缺。正是出于对雇主品牌研究极富价值的判断,笔者才选择了以雇主品牌作为本次研究的内容,并通过实证研究基于个体性格倾向性的雇主品牌类型偏好的关系,具有现实意义;第二,在引用国外已有的研究中提出的雇主品牌特征变量的基础上根据中国的现实情况进行补充和修订,设计出了此次实证研究的调查问卷;第三,在前人的理论研究和实证分析的基础上构建了基于性格倾向性类型的雇主品牌类型偏好的理论模型;第四,在理论分析和实证研究的基础上提出了中国企业如何构建自己的雇主品牌和降低企业与员工的适配风险的对策和建议,对中国企业的发展有积极的促进作用。最后,由于相关条件的限制,本研究也存在一定的局限性,在本文的最后一部分,对此进行了讨论,并针对这些局限性以及从实证研究结果中到的启发,提出了需要在今后深入研究的几个问题。
[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.
【学位授予单位】：西南财经大学
【学位级别】：硕士
【学位授予年份】：2009
【分类号】：F272

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