| 而且Highhouse等（2003）也曾指出，最直接的吸引力测量应当是针对真实的申请职位并最终选择它的人。所以后续研究应针对被录用人员展开调查。
参考文献
1 Berthon P, Ewing M, Hah L. L. Captivating Company: Dimensions of Attractiveness in Employer Branding[J]. International journal of advertising,2005,23(2):151-172
2 Devendorf S.A, Highhouse S. Applicant-Employee Similarity and Attraction to an Employer[J]. Journal of Occupational andOrganizational Psychology, 2008.81,607-617
3 Hannon J.M. Organizational Attractiveness in Japan: a Screening Perspective[J].The International Journal of HumanResource Management,1996.5,489-507
4 Highllouse S., Lievens F., Sina E.F. Measuring Attraetion to Organizations[J]. Educational and PsyehologicalMeasurement, 2003.63(6):986-1001
5 Lievens F, Decaesteker C, Coetsier P. Organizational Attractiveness for Prospective Applicants: A Person-Organization Fit Perspective[J]. AppliedPsychology: an International Review, 2001.50(1):30-51
6 Turban D.B. Organizational Attractiveness as an Employer on College Campuses: An Examination of the Applicant Population[J]. Journal of Vocational Behavior, 2001.58,293-31
7 Ziegert J.C, Ehrhart K.H. A Theoretical Framework and Guide for Future Research on Applicant Attraction[J]. Academy of Management Best Conference Paper, 2004 HR:C1-C6
8 梁钧平、李晓红,象征性个人与组织匹配对雇主吸引力的影响—一项对雇主品牌象征性含义的研究[J],南大商学评论,2006.7,99-117
9 殷志平,雇主吸引力维度:初次求职者与再次求职者之间的对比[J],东南大学学报(哲学社会科学版),2007.5,57-61
10 王养成,企业人才吸引力及其定量评价研究[J],工业技术经济,2006.12,115-119
345028334 qq.com, 3/3 首页 上一页 1 2 3 |
