| Summary: | 碩士 === 淡江大學 === 企業管理學系碩士班 === 97 === As people are most important resources in the organizations, and also be the basis of competitive advantage for all business (Ireland & Hoskisson , 2001). The first step to make business success is to "find people"( Collions , 2002). With the prevalence of the Internet, the labor market was also subject to a considerable degree of impact. Both job seekers and employers changed their way to seek jobs and people and wished to obtain satisfying jobs and outstanding people.Enterprises had been to explore what kind of recruiting route for a particular pipeline was more effective recruitment. However, from the perspective of job-seekers, what kind of recruiting route would be the suitable choice for them. As lack of talent people was a main difficulty for many enterprises. However, there were still many unemployed and with talented people in the external labor market each year. The reason was that the labor market facing imbalances between supply and demand. Employers always try to recruit talent through the routes to fit the organizational needs, but they often feel disappointed. And job seekers are often unable to choose suitable recruitment routes to get the jobs and develop their own careers.
This study using the achievement motivation, information literacy on the choice of recruitment channels as independent variables to predict what would be the suitable applied route for job-seeker. And we also try to investigate what would the effect for job-seekers when they choose different applied routes on their performance and fitness with jobs that they were employed. The study was taken through a questionnaire survey to collect samples’ data. Using convenient sampling, 209 samples were effectively. The statistics methods used in this study
include descriptive statistics, reliability analysis, factor analysis, logistic regression,ANOVA and chi-squire test. The results of this study were:
First, achievement motivations of workers have significant impact on the recruitment route they selected.
Second, information literacy of the workers doesn’t have significant impact on the recruitment route they selected.
Third, the recruiting routes chosen by workers don’t have significant differences on their person-organization fitness.
Fourth, the recruiting routes chosen by workers have significant differences on their performance.
Fifth, there are significant differences on the related variables used in this study with different demographic variables of employees.
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