企業的人才是組織中最重要的資源，也是所有競爭優勢的基礎(Ireland & Hoskisson，2001)，要讓企業成功重要的第一步就是「找對人」( Collions，2002)。隨著網際網路的盛行，勞動市場亦受到相當程度的衝擊，求職者與雇主均改變其搜尋工作與人才的方式，以期獲得更滿意的工作與更優秀的人才。企業一直在探討，到底哪種招募管道對於特定人才的招募較為有效，但從求職者的角度來思考，到底哪種招募管道的選擇才是適合自己。人才不足是讓許多企業負責人難以安心的議題，然而每年仍存在許多失業者，其根本原因在於勞動市場上供需雙方認知產生失衡，雇主亟欲透過招募管道甄選符合組織需要的菁英人才，而求職者卻常常無法經由選擇適合自己的招募管道來發展一己之長。
   本研究探討工作者之人格特質、資訊素養對招募管道的選擇影響，以及招募管道的不同選擇在個人與組織配適度及工作績效是否有差異。經由便利抽樣採取問卷發放的方式來收集樣本資料，得到有效樣本209份，再依據樣本數據進行統計分析，分析方法包括：敘述性統計分析、信度分析、因素分析、邏輯斯迴歸、單因子變異數分析及卡方檢定，其分析結果可歸納為以下五點結論：
一、工作者成就動機對所選擇的招募管道具有顯著影響。
二、工作者資訊素養對所選擇的招募管道不具有顯著影響。
三、工作者選擇招募管道的不同在個人與組織配適度上不具有顯著差異。
四、工作者選擇招募管道的不同在工作績效上具有顯著差異。
五、工作者人口統計變項不同在人格特質、資訊素養、招募管道、個人與組織配適度及工作績效會有顯著差異。

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.

目錄
目錄....................................................I
表目錄..................................................IV
圖目錄..................................................VIII
第一章：緒論............................................1
  第一節  研究背景與動機................................1
  第二節  研究目的與問題................................4
  第三節  研究範疇與流程................................5
第二章：文獻探討........................................7
  第一節  台灣勞動市場與人力招募概況....................7
  第二節  招募管道相關理論..............................14
  第三節  人格特質相關理論..............................23
  第四節  資訊素養相關理論..............................28
  第五節  個人與組織配適度相關理論......................35
  第六節  工作績效相關理論..............................42
  第七節  各變項間交互關係相關理論......................45
第三章：研究方法........................................48
  第一節  研究架構與假設................................48
  第二節  變項的定義、衡量及問卷設計....................50
  第三節  抽樣設計與調查方法............................62
  第四節  資料分析方法..................................63
第四章：資料分析與探討..................................65
  第一節  問卷回收及樣本資料分析........................65
  第二節  在職工作者使用招募管道之剖析..................70
  第三節  各變項之因素分析及因素命名....................78
  第四節  人格特質與資訊素養對招募管道之影響分析........88
  第五節  招募管道對個人與組織配適度、工作績效之差異分析99
  第六節  人口統計變項在人格特質、資訊素養、個人與組織配
          適度、工作績效及招募管道之分析................101
第五章 結論、討論及建議.................................116
  第一節 研究結論與討論.................................116
  第二節 研究貢獻.......................................122
  第三節 實務建議.......................................124
  第四節 未來研究方向及限制.............................126
參考文獻................................................127
  一、中文文獻..........................................127
  二、機構文獻..........................................129
  三、網路文獻..........................................129
  四、英文文獻..........................................130
附錄一：研究問卷........................................136

表目錄
【表2-1】近5年勞動力指標................................7
【表2-2】就業者特性.....................................8
【表2-3】非勞動力人口原因...............................10
【表2-4】各國企業招募困難度排行.........................12
【表2-5】歷年就業者之獲得現職方法.......................13
【表2-6】內部來源與外部來源優點比較.....................15
【表2-7】國內常用招募管道的優缺點比較...................19
【表2-8】人格特質分類整理表.............................25
【表3-1】成就動機題項...................................54
【表3-2】資訊素養題項...................................56
【表3-3】個人與組織配適度題項...........................59
【表3-4】個人工作績效量表...............................61
【表4-1】問卷回收統計表.................................65
【表4-2】樣本基本資料統計表.............................67
【表4-3】招募管道有效性統計表...........................70
【表4-4】招募管道偏好性統計表...........................71
【表4-5】耗費成本最高之招募管道統計表...................72
【表4-6】曾使用過招募管道統計表.........................73 
【表4-7】招募管道受肯定度統計表.........................74
【表4-8】目前工作所使用的招募管道統計表.................75
【表4-9】取得目前工作所使用招募管道的總花費統計表.......76
【表4-10】未來再求職最想使用的招募管道統計表............77
【表4-11】人格特質之KMO與Bartlett檢定...................78
【表4-12】人格特質轉軸後的成分矩陣......................79
【表4-13】人格特質解釋變異量及信度......................80
【表4-14】資訊素養之KMO與Bartlett檢定...................80
【表4-15】資訊素養轉軸後的成分矩陣......................81
【表4-16】資訊素養解釋變異量及信度......................82
【表4-17】個人與組織配適度之KMO與Bartlett檢定...........83
【表4-18】個人與組織配適度轉軸後的成分矩陣..............84
【表4-19】個人與組織配適度解釋變異量及信度..............85
【表4-20】工作績效之KMO與Bartlett檢定...................85
【表4-21】工作績效轉軸後的成分矩陣......................86
【表4-22】工作績效解釋變異量及信度......................87
【表4-23】招募管道合併分類統計表........................88
【表4-24】人格特質與資訊素養對招募管道之邏輯斯迴歸─變項
          ─概似比檢定..................................89
【表4-25】人格特質與資訊素養對招募管道之邏輯斯迴歸─變項
          ─參數估計值..................................90
【表4-26】招募管道之邏輯斯迴歸─變項─交叉分類..........91
【表4-27】人格特質與資訊素養對招募管道之邏輯斯迴歸─變項
          ─總整理......................................91
【表4-28】人格特質與資訊素養對招募管道之邏輯斯迴歸─因素
          ─概似比檢定..................................93
【表4-29】人格特質與資訊素養對招募管道之邏輯斯迴歸─因素
          ─參數估計值..................................95
【表4-30】招募管道之邏輯斯迴歸─因素─交叉分類..........97
【表4-31】人格特質與資訊素養對招募管道之邏輯斯迴歸─因素
          ─總整........................................98
【表4-32】招募管道對個人與組織配適度及工作績效之變異素分
          析............................................99
【表4-33】人口統計變項在人格特質之變異數分析............101
【表4-34】人口統計變項在資訊素養之變異數分析............102
【表4-35】人口統計變項在個人與組織配適度之變異數分析....103
【表4-36】人口統計變項在工作績效之變異數分析............104
【表4-37】人口統計變項與招募管道之卡方分配..............105
【表4-38】年齡在招募管道之卡方分配......................105
【表4-39】招募管道與年齡交叉表..........................106
【表4-40】職業在招募管道之卡方分配......................107
【表4-41】招募管道與職業交叉............................108
【表4-42】教育程度在招募管道之卡方分配..................109
【表4-43】招募管道與教育程度交叉表......................110
【表4-44】年資在招募管道之卡方分配......................111
【表4-45】招募管道與年資交叉表..........................112
【表4-46】年收入在招募管道之卡方分配....................113
【表4-47】年收入在招募管道之卡方分配....................114
【表5-1】本研究之假設驗證結果...........................116
 
圖目錄
【圖1-1】本研究之流程圖.................................6
【圖2-1】資訊素養分析圖.................................30
【圖2-1】Kristof(1996)之個人與組織契合的意義型態........39
【圖3-1】研究架構.......................................48

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