本研究為探討求職者主要認同、薪資政策與家庭友善政策之相關性研究。本研究正式施測發放問卷1000份，以滾雪球方式進行問卷調查，回收問卷中經踢除填答不完整者，實得有效問卷735份，有效回收率73.5 %。 研究結果顯示：(1)組織對於一個求職者而言提供一個彈性的職涯路徑比傳統的職涯路徑將更具吸引力。(2)職涯路徑對於求職行為的影響，會受到個人主要認同的調節－個人主要認同的差異會影響其對職涯的選擇。(3)職涯路徑對於求職行為的影響，不會受到薪資政策的調節；亦即不論在何種職涯路徑下，薪資水準的高低，對求職吸引力並無顯著的解釋力。(4)職涯路徑對於求職行為的影響，會受到個人主要認同與薪資政策的調節。 本研究貢獻在於建議企業可藉由提供彈性的職涯路徑以吸引更多求職者的青睞。其次，研究結果亦支持個人主要認同的差異會影響求職者對其職涯的選擇，組織若能了解個人主要認同的差異，便可針個人認同的差異對其提供不同的職涯路徑，藉以吸引優秀人才增加企業競爭力。因此，企業不須一昧以高薪來吸引理想的求職者，而應考量現今勞動者之需求，提供能製造勞資雙贏的招募政策。

This study have explored the relations among career seeker’s salient identify, entrepreneur compensation policy and family friendly policies. The researcher distributed 1000 copies of questionnaires and asked employees to provide necessary information. 735 questionnaires were available and the return rate was 73.5%. Our findings can be summarized as follows:(1) Job attraction is significantly influenced by organizational career paths and policies. All categories of participants examined in the study show an attraction to organizations with flexible career paths and policies.(2) Individuals with a salient “family identity” will be most attracted to organizations with flexible paths and policies; secondly, with a “balance identity” will be taken as the second place, and mean while with a “career identity” will be the final. Furthermore, individuals with a salient “career identity” will be most attracted to organizations with traditional career paths and policies; with a “balance identity” will be regarded as the second factor; with a “family identity” will be the last one.(3) Salary was not significantly related to job attraction. The main contribution of this research is to suggest that the organization may provide flexible career paths and policies in order to attract to more career seekers. Secondly, these results also Take care, the value of salient identify as an individual difference that influences career decisions. In other words, if recognizing salient identity as an individual difference, the organization can provide different career paths based on salient identity for the purpose of attracting to the talent applicants and enhancing entrepreneur competitiveness. Therefore, entrepreneurs should take the demands of employees into the consideration instead of offering high payments

中文摘要　．．．．．．．．．．．．．．．．．．．．． iii 英文摘要　．．．．．．．．．．．．．．．．．．．．． iv 誌謝辭　　．．．．．．．．．．．．．．．．．．．．． vi 內容目錄　．．．．．．．．．．．．．．．．．．．．． vii 表目錄　　．．．．．．．．．．．．．．．．．．．．． ix 圖目錄　　．．．．．．．．．．．．．．．．．．．．． xi 第一章　　緒論．．．．．．．．．．．．．．．．．．． 1 　　第一節　　研究背景與動機．．．．．．．．．．．． 1 　　第二節　　研究問題與目的．．．．．．．．．．．． 3 　　第三節　　研究流程．．．．．．．．．．．．．．． 5 第二章　　文獻探討．．．．．．．．．．．．．．．．． 6 　　第一節　　職涯理論．．．．．．．．．．．．．．． 6 　　第二節　　認同理論．．．．．．．．．．．．．．． 16 　　第三節　　薪資政策．．．．．．．．．．．．．．． 21 第三章　　研究設計．．．．．．．．．．．．．．．．． 25 　　第一節　　設計架構與假設．．．．．．．．．．．． 25 　　第二節　　變項操作型定義及測量．．．．．．．．． 27 　　第三節　　研究對象、問卷發放與回收．．．．．．． 31 　　第四節　　問卷信度與效度分析．．．．．．．．．． 32 　　第五節　　資料分析方法．．．．．．．．．．．．． 37 第四章　　研究結果與分析．．．．．．．．．．．．．． 39 　　第一節　　描述性統計分析．．．．．．．．．．．． 39 　　第二節　　變異數分析．．．．．．．．．．．．．． 50 　　第三節　　迴歸分析．．．．．．．．．．．．．．． 55 第五章　　結論與建議．．．．．．．．．．．．．．．． 73 　　第一節　　研究結論．．．．．．．．．．．．．．． 73 　　第二節　　研究貢獻與研究限制．．．．．．．．．． 76 參考文獻　．．．．．．．．．．．．．．．．．．．．． 79 附錄A　　正式問卷 ．．．．．．．．．．．．．．．．． 92

參 考 文 獻 一、中文部分 Atkinson, R. L., Atkinson, R. C., Smith, E. R., & Hilgard, E. R. (1990)，心理學 (鄭伯壎、洪光遠、張東峰譯)，台北，桂冠圖書公司，122-124。 Jackson, S. E., & Schuler, R. S. (2001)，人力資源管理-合作的觀點 (吳淑華譯)，(第七版)，滄海書局，44。 Mcshane, S. L., & Von Glinow, M. A. (2006)，組織行為-剖析職場新思為 (艾昌瑞、陳加屏譯)，台北，麥格羅˙希爾出版集團 台灣分公司，83-84。 Mcshane, S. L., & Von Glinow, M. A. (2004)，組織行為 (陳瑞麟，趙美齡譯)，台北，學富文化事業有限公司，188-189。 Raymond, A. N. (2007)，員工訓練與能力發展(簡貞玉譯)，台北，麥格羅˙希爾出版集團 台灣分公司，515，(原文於2004年出版)。 Rita, L. A., Richard, C. A., Edward, E. S., & Ernest, R. H. (1990)，心理學 (鄭伯壎、洪光遠、張東峰譯)，台北，桂冠圖書公司，121-122。 行政院主計處(2008)，中華民國統計資訊網-台灣地區勞動力參與率[線上資料]，來源：http://win.dgbas.gov.tw/dgbas04/bc4/ manpower/w_103laborp_f.asp[2008，February 23] 行政院主計處(2005)，社會指標統計年報-女性就業與婚育概況，[線上資料]，來源：http://eng.stat.gov.tw/public/data/dgbas03/ bs2/socialindicator/employment-analysis02.doc[2007，May10] 辛秋菊(1993)，生涯發展、離職傾向及其關係之研究－以製造業及服務業為研究對象，淡江大學管理科學研究所未出版之碩士論文。 李建華，茅靜蘭(1995)，薪資制度與管理實務，清華管理科學圖書中心。 吳玉烽(2003)，薪資制度對組織吸引力之影響-以人格特質為幹擾變項，東吳大學企業管理學系未出版之碩士論文。 吳明隆(2006)，SPSS統計應用學習實務：問卷分析與應用統計(3版)，臺北：知城數位科技。 周淑華(2006)，行政機關女性高階主管職涯發展影響因素之研究，國立高雄師範大學成人教育所未出版之碩士論文。 徐敏雄(2002)，自我與社會的對話-論作為一份志業的成人教育[線上資料]，來源：http://www.fhl.net/main/sms/sms210659. html [2008，June 30] 徐嘉禧(2005)，由求職者觀點探討組織人才吸引力：層級分析法的應用，國立中山大學人力資源管理研究所未出版之碩士論文。 張秋蘭，林淑真(2007)，1,600大企業之福利實施與員工福利需求差異探討，人力資源學報，7(1)，19-40。 張春興（1987），心理學，臺北：東華書局，37。 陳柏豪(2006)，公開報導與招募廣告對求職者組織吸引力之影響，高雄師範大學人力與知識管理研究所未出版之碩士論文。 陳嵩淵(2000)，求職行為與組織承諾、離職傾向關係之研究，中國文化大學國際企業管理研究所未出版之碩士論文。 黃良志，黃家齊，溫金豐，廖文志，韓志翔(2007)，人力資源管理理論與實務，台北，華泰文化，370-371。 鄭淑媛(2007)，工作生活方案與工作耗竭之關係探討，私立大葉大學人力資源暨公共關係研究所未出版之碩士論文。 鄭嘉翔(1998)，求職行為、工作滿足與離職傾向之相關研究-以半導體廠女性直接人員為例，國立交通大學工業工程與管理系未出版之碩士論文。 錢天成(2007)，工作生活方案對員工生涯發展之影響－以組織文化為干擾變項，大葉大學事業經營研究所未出版之碩士論文。 譚啟平(1992)，薪資管理實務，台北，中興管理顧問公司。 二、英文部分 Basch, S. M. (1996). Work-life programs encompass broad range benefits of offerings. Employee Benefit Plan Review, 3, 26. Betz, M., & Judkins, B. (1975). The impact of voluntary association characteristics on selective attraction and socialization. The Sociological Quarterly, 16, 228-240. Breaugh, J. A., & Frye, N. K. (2007). An examination of the antecedents and consequences of the use of family-friendly benefits. Journal of Managerial Issues, 19, 35-52. Brenda, A. L., & Susan, C. E. (2006).Telecommuting, control, and boundary management: Correlates of policy use and practice, job control, and work-family effectiveness. Journal of Vocational Behavior, 68(2), 347-367. Bretz, R. D., & Judge, T. A. (1994). The role of human resource systems in job applicant decision processes. Journal of Management, 20(3), 531-551. Cable, D. M., & Judge, T. A. (1994). Pay preference and job search deceisions: A person-organization fit perspective. Personnel Psychology, 47(2), 317-348. Catherine, W. N., & Patricia, F. (2004). The effect of career ambition and satisfaction on attitudes towards equal opportunities and family-friendly policies for women. Publication Frequency: 4 issues per year, 7(1), 43-70. Chatman, J. A. (1989). Improving interactional organizational research: A model of person-organization fit. Academy of Management Review, 14, 333-349. Christensen, K. E., & Staines, G.. L. (1990). Flextime: A viable solution to work/family conflict?. The Journal of Family Issues, 11(4), 455-476. Clancy, M., & Tata, J. (2005). A Global perspective on balancing work and family. International Journal of Management, 2(2), 234-42. Daniel, M. C., & Timothya, J. (2006). Pay preferences and job search decisions: a person-organization fit perspective. Personnel Psychology, 47(2), 317-348. De Bruin, A., & Dupuis, A. (2004). Work-life balance? Insights from non-standard work. New Zealand Journal of Employment Relations, 29(1), 21-37 De Cieri, H., Holmes, B., Abbott, J., & Pettit, T.(2005). Achievements and challenges for work/life balance strategies in Australian organizations. International Journal of Human Resource Management, 16(1), 90-103. Eaton, S. C.(2003). If you can use them: flexibility policies, organizational commitment, and perceived performance. Industrial Relations, 42(2), 145-167. Feldman, D. C., & Arnold, H. J. (1978). Position choice: Comparing the importance of organizational and job factors. Journal of Applied Psychology, 63, 706-710. Friedman, D. E. (1990). Work and family: The new strategic plan. Human Resource Planning, 13, 79-89. Frone, M. R., Yardley, J. K., & Markel, K. S. (1997). Developing and testing an integrative model of the work-family interface. Journal of Vocational Behavior, 50, 145-167. Galinsky, E., & Stein, P. J. (1990). The impact of human resource policies on employees: Balancing work-family life. Journal of Family Issues, 11(4), 368-383. Grover, S. L., & Crooker, K. J. (1995). Who appreciates family-responsive human resource policies: The impact of family-friendly policies on the organizational attachment of parents and non-parents. Personnel Psychology, 48, 271-288. Hall, D. T., Schneider, B., & Nygren, H. T. (1970). Personal factors in organizational identification. Administrative Science Quarterly, 15, 176-190. Hall, D. T. (1990). Promoting work/family balance: An organization-change issue. Organizational Dynamics, 44, 5-18. Hall, D.T. (2007). Career management and work-life integration. California: Sage Publications, 11. Honeycutt, T., & Rosen, B. (1997). Family friendly human resource policies, salary levels, and salient identity as predictors of organizational attraction. Journal of Vocational Behavoior, 50, 271-290. Johnston, W. B., & Packer, A. H. (1987). Workforce 2000: Work and workers for the 21st Century. Indianapolis: Hudson Institute. Judge, T. A., & Bretz, R. D. (1992). Effects of work values on job choice decisions. Journal of Applied Psychology, 77, 261-271. Kathleen, F. K., & Breauth, J. A. (2004). Family-Friendly policies, supervisor support, work–family conflict, family-work conflict, and satisfaction: a test of a conceptual model. Journal of Business and Psychology, 19, 197-220. Kossek, E. E., & Nichol, V. (1992). The effects of on-site child care on employee attitudes and performance. Personnel Psychology, 45(3), 485-509. Kossek, E. E., & Ozeki, C. (1998). Work-family conflict, policies, and the job-life atisfaction relationship:A review and directions for organizational behavior-human resources research. Journal of Applied Psychology, 83(2), 139-149. Landauer, J. (1997). Bottom-line benefits of work-life programs. HR Focus, 74, 3. Lambert, A. D., Marler, J. H., & Gueutal, H. G..(2008). Individual differences: factors affecting employee utilization of flexible work arrangements. Journal of Vocational Behavior, 73, 107-117. Lingard, H., Brown, K., Bradley, L., Bailey, C., & Townsend, K. (2007). Improving employees’ work-life balance in the construction Industry: project alliance case study. Journal of Construction Engineering and Management, 133(10), 807-815. Lobel, S. A., & Clair, L. (1992). Effects of family responsibilities, gender, and career identity salience on performance outcomes. Academy of Management Journal, 35(5), 1057-1069. Mary, E. R., Peter, A. C., & Glendon, I. (2008). The role of personality in adolescent career planning and exploration: A social cognitive perspective. Journal of Vocational Behavior, 73, 132-142. Osterman, P. (1995). Work/family programs and the employment relationship. Administrative Science Quarterly, 42 , 681-702. Rau, B. L., & Hyland, M. M. (2002). Role conflict and flexible work arrangements: The effects on applicant attraction. Personnel Psychology, 55(1), 111-136. Roberts, S. (1996). Employers see value in work-family benefits. Business Insurance, 30, 3. Rothausen, T. J., Gonzalez, J. A., Clarke, N. E., & O’Dell, L. L. (1998). Family-friendly backlash-fact or fiction. The case of organizations on-site child care centers. Personnel Psychology, 51, 685-706. Rynes, S. L., & Miler, H. E. (1983). Recruiter and job influences on candidates for employment. Journal of Applied Psychology, 68, 147-154. Rynes, S. L., Schwab, D .P., & Heneman, H. G. (1983). The role of pay and market pay variability in job application decisions. Organizational Behavior and Human Performance, 32, 353-364. Rynes, S. L. (1987). Compensation strategies for recruiting. Topics in Total Compensation, 2, 185-196. Rynes, S. L. (1991). Recruitment, job choice, and post-hire consequences: A call for new research directions. In M. D. Dunnette and L. M. Hough (Eds.), Handbook of industrial and organizational psychology . Palo Alto, CA: Consulting Psychol- ogists Press Inc, 2, 399-444. Saks, A. M., Wiesner, W. H., & Summers, R. J. (1996). Effects of job previews and compensation policy on applicant attraction and job choice. Journal of Vocational Behavior, 49(18), 68-85. Sally, C. (2007). Applicant Attraction: The role of recruiter function, work-life balance policies and career salience. International Journal of Selection and Assessment, 15(4), 394-404. Saltzstein, A. L., Ting, Y., & Saltzstein, G.. H. (2002). Work-Family balance and job satisfaction: the impact of family-friendly policies on attitudes of federal government employees. Public Administration Review, 61(4), 452-467. Scheibl, F., & Dex, S. (1998). Should we have more family-friendly policies?. European Management Journal, 16(5), 586-599. Schwoerer, C., & Rosen, B. (1989). Effects of employment-at-will policies and compensation policies on corporate image and job pursuit intentions. Journal of Applied Psychology, 74, 653-656. Schwartz, F. N. (1989). Management women and the new facts of life. Harvard Business Review, 67, 65-76. Sigelman, L. (1975). Reporting the news: An organizational analysis. American Journal of Sociology, 79, 132-151. Stryker, S. (1968). Identity salience and role performance: The relevance of symbolic interaction theory for family research. Journal of Marriage and the Family, 30, 558-564. Tajfel, H., & Turner, J. C. (1985). The social identity theory of intergroup behavior. In S.Worchel and W.G. Austin (Eds.). Psychology of intergroup relations (2nd ed.). Chicago: Nelson-Hall. Thompson, C. A., Bearvais, L. L., & Lynees, K. S. (1999). When work-family benefits are not enough: The influence of work-family culture on benefit utilization, organizational attachment, and work-family conflict. Journal of Vocational Behavior, 54, 392-415. Thomas, L. T., & Ganster, D. C. (1995). Impact of family-supportive work variables on work–family conflict and strain: A control perspective. Journal of Applied Psychology, 80(1), 6-15. Yongsun, P., Praveen, P. K., & Wonshul, S. (2007). The relationship between perceived compensation, organizational commitment and job satisfaction: the case of Mexican workers in the Korean Maquiladoras. The International Journal of Human Resource Management, 18(10), 1768-1781. Zedeck, S. (1977). An information processing model and approach to the study of motivation. Organizational Behavior and Human Performance, 18, 47-77.