Exploring interference factors between applicants with High Voice behaviors and Organizational Attraction

• Main Authors: Chang, Yu-tzu, 張育慈
• Other Authors: 陳建丞
• Format: Others
• Language: zh-TW
• Online Access: http://ndltd.ncl.edu.tw/handle/y8cqtj

碩士 === 國立臺北科技大學 === 經營管理系碩士班 === 105 === In the last few decades, scholars have noted that the business environments are changing at an increasingly rapid pace. These trends highlight the need for flexibility and adaptability in organizations. Accordingly, supervisors used to emphasize more on the technical skills of employees but now they recognize the importance of behaviors that emphasize employee initiative, such as making constructive suggestions for change, which could influence and benefit organizations. Therefore, our purpose was to specify and test a predictive model between applicants with high voice intension and organizational attraction. We tested this model with a few factors; Procedural Justice, Interactional Justice, Informational Justice, Voice Climate, High Voice Behavior Intention, and Interviewer’s Openness to Experience, some of which may influence the relationship between applicants with high voice intension and organizational attraction. After analyzing how to appeal to these applicants with high voice intension, we can make organizations constantly improve their products and services to remain competitive, stay more creative and work more efficiently. Data was collected from 69 job applicants who were randomly picked from different industries. Partial results supported our hypotheses. We found that applicants with high voice intention related more strongly to organizational attraction when the organization is with favorable voice climates. Results also demonstrated applicants with high voice intention related more strongly to organizational attraction when interviewer’s openness to experience was higher.