Dineen Brian R, Ash Steven R, Noe Raymond A
Department of Management and Human Resources, The Ohio State University, Columbus 43210-1144, USA.
J Appl Psychol. 2002 Aug;87(4):723-34. doi: 10.1037/0021-9010.87.4.723.
Applicant attraction was examined in the context of Web-based recruitment. A person-organization (P-O) fit framework was adopted to examine how the provision of feedback to individuals regarding their potential P-O fit with an organization related to attraction. Objective and subjective P-O fit, agreement with fit feedback, and self-esteem also were examined in relation to attraction. Results of an experiment that manipulated fit feedback level after a self-assessment provided by a fictitious company Web site found that both feedback level and objective P-O fit were positively related to attraction. These relationships were fully mediated by subjective P-O fit. In addition, attraction was related to the interaction of objective fit, feedback, and agreement and objective fit, feedback, and self-esteem. Implications and future Web-based recruitment research directions are discussed.
在基于网络招聘的背景下，对求职者吸引力进行了研究。采用个人-组织（P-O）匹配框架来考察向个人提供有关其与组织潜在P-O匹配度的反馈如何与吸引力相关。还考察了客观和主观的P-O匹配度、对匹配度反馈的认同以及自尊与吸引力的关系。一项实验的结果发现，在一个虚拟公司网站提供自我评估后操纵匹配度反馈水平，反馈水平和客观P-O匹配度均与吸引力呈正相关。这些关系完全由主观P-O匹配度介导。此外，吸引力与客观匹配度、反馈和认同以及客观匹配度、反馈和自尊之间的相互作用有关。讨论了其意义和未来基于网络招聘的研究方向。
