外部招募與內部轉職員工在工作適應狀況之比較研究-業務主管觀點分析
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Date
2021
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企業的人才招募會有兩種主要的管道，一種是透過外部人力資源網站上面刊登職缺需求，另一種則是在企業內部尋求優秀人才。在這個論文中，我採用個人與環境適配的觀點，試圖探索這兩種招募管道對於人才個人與環境適配上的異與同。本研究討論六項個人與環境的適配面向，包含個人與環境適配與華人個人與環境適配的五個面向（勝任、人和、平衡、學習與發揮）。透過與J公司的業務部門五位主管訪談，我們了解外部招募與內部轉職員工在適應上的表現。研究結果顯示，內部轉職員工因對J公司的熟悉度在六大面向上被業務主管歸納為適應力優於外部招募員工。而因J公司業務型態之緣故，需求高技術含量之人員，內部招募員工對於既有職場J公司的營業項目、工作項目都會比外部員工來的了解，所以在最後也以研究之結果給予日後J公司在人才招募的相關建議與未來公司管理提出看法。
Organizations can recruit talents from either external or internal sources. In the present study, I take a person-environment fit perspective and examine how talents recruiting from these two sources are similar and different along six person-environment fit dimensions, from person-organization fit, harmonious connections at work, competence at work, work-life balance, cultivation, and realization. Via in-depth interviews with the five supervisors of a sales department from J company, I identify how recruiting sources impact on the person-environment fit dimension. The practical implications are discussed.
Organizations can recruit talents from either external or internal sources. In the present study, I take a person-environment fit perspective and examine how talents recruiting from these two sources are similar and different along six person-environment fit dimensions, from person-organization fit, harmonious connections at work, competence at work, work-life balance, cultivation, and realization. Via in-depth interviews with the five supervisors of a sales department from J company, I identify how recruiting sources impact on the person-environment fit dimension. The practical implications are discussed.
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外部招募, 内部轉職, 個人環境適配, External recruitment, Internal transfer, person-environment fit