改革与战略
改革與戰略
개혁여전략
Reformation & Strategy
2015年
3期
156~160
,共null页
环境价值观契合 组织声誉 人才吸引力
環境價值觀契閤 組織聲譽 人纔吸引力
배경개치관계합 조직성예 인재흡인력
environmental values fit; organizational reputation; talent attractiveness
文章旨在研究环境价值观契合对人才吸引的影响效果及影响机理。采用层次回归的方法分析环境价值观契合、组织声誉和人才吸引力之间的关系，研究样本包括246名配对样本数据，结果表明，环境价值观契合的三个维度对组织声誉具有潜在预测作用，环境价值观契合完全通过组织声誉对人才吸引力产生正向影响。
文章旨在研究環境價值觀契閤對人纔吸引的影響效果及影響機理。採用層次迴歸的方法分析環境價值觀契閤、組織聲譽和人纔吸引力之間的關繫，研究樣本包括246名配對樣本數據，結果錶明，環境價值觀契閤的三箇維度對組織聲譽具有潛在預測作用，環境價值觀契閤完全通過組織聲譽對人纔吸引力產生正嚮影響。
문장지재연구배경개치관계합대인재흡인적영향효과급영향궤리。채용층차회귀적방법분석배경개치관계합、조직성예화인재흡인력지간적관계，연구양본포괄246명배대양본수거，결과표명，배경개치관계합적삼개유도대조직성예구유잠재예측작용，배경개치관계합완전통과조직성예대인재흡인력산생정향영향。
The purpose of this research is to study the environment value congruence effect and mechanism of talent attraction. Methods by using hierarchical regression analysis of the relationship between environmental values fit, organizational reputation and attractiveness, the sample of the study included 246 paired sample data, the results show that the three dimensions of environmental values fit and potentially predictive of organizational reputation, environmental values fit entirely through organizational reputation has a positive impact on the attractiveness.
