Dineen Brian R, Noe Raymond A
School of Management, Gatton College of Business and Economics, University of Kentucky, USA.
J Appl Psychol. 2009 Jan;94(1):224-34. doi: 10.1037/a0012832.
The authors examined 2 forms of customization in a Web-based recruitment context. Hypotheses were tested in a controlled study in which participants viewed multiple Web-based job postings that each included information about multiple fit categories. Results indicated that customization of information regarding person-organization (PO), needs-supplies, and demands-abilities (DA) fit (fit information customization) and customization of the order in which these fit categories were presented (configural customization) had differential effects on outcomes. Specifically, (a) applicant pool PO and DA fit were greater when fit information customization was provided, (b) applicant pool fit in high- versus low-relevance fit categories was better differentiated when configural customization was provided, and (c) overall application rates were lower when either or both forms of customization were provided. (PsycINFO Database Record (c) 2009 APA, all rights reserved).
作者在基于网络的招聘环境中研究了两种定制形式。在一项对照研究中对假设进行了检验，在该研究中，参与者查看了多个基于网络的招聘信息，每个招聘信息都包含有关多个匹配类别的信息。结果表明，关于个人 - 组织（PO）、需求 - 供应和需求 - 能力（DA）匹配的信息定制（匹配信息定制）以及这些匹配类别呈现顺序的定制（配置定制）对结果有不同影响。具体而言，（a）当提供匹配信息定制时，申请人库的PO和DA匹配度更高；（b）当提供配置定制时，申请人库在高相关性与低相关性匹配类别中的匹配度差异更明显；（c）当提供任何一种或两种定制形式时，总体申请率较低。（《心理学文摘数据库记录》（c）2009美国心理学会，保留所有权利）
