Earticle

초록

영어

The purpose of this study is to examine the relationships between recruitment sources and posterior outcomes. In this study, two hypotheses are tested. Hypothesis I is that posterior outcomes are different with recruitment sources. HypothesisⅡ is that recruitment source effects are mediated by differential informations and applicant population differences. The findings of this study are as follows. First, posterior outcomes of referents source were low than those of public recruitment source and school source. Second, there were sizeable differences in premier knowledge and applicant population across recruitment sources. Referents source had more information, high ages and tenures. Also it was composed of low education levels and females. Third, recruitment source effects were differentiated by education levels, Under high school graduates, effects were significant. The meanings of results were discussed with differential informations and applicant population differences. In view of premier knowledge, referents source has more subjective expectations as well as informations. Its unrealistic expectations may cause deep depressions afterward. With regard to applicant population, korea`s differential human resource systems due to sex and education level explain posterior outcomes among recruitment sources. As referents source is comprised by low education levels and females, posterior outcomes are low. Within same education level, recruitment source effects in high school graduates are inferred from varieties of skill and ability. Applicants holding high talents are recruited by formal sources. Not with standing this findings, study has limitations of narrow sample, cross-sectional design, and uncontrollable variables. As conclusion, the results of this study suggest theoretical and practical improvements. Theoretically, recruitment source effect studies should consider human resource system variables in order to comprehend recruitment source effects. Practically, selecting recruitment sources should consider applicants` education level and sex. Also is required realistic job preview.

목차

I. 서언
 II. 인적자원확보에 관한 이론적 고찰
  1. 인적자원확보의 개념과 방법
  2. 인적자원확보의 원천과 결과
  3. 한국기업의 인적자원 확보실태
 III. 실증조사의 설계 및 방법
  1. 가설의 설정
  2. 조사설계
 IV. 조사결과의 분석
  1. 측정도구의 타당도와 신뢰도
  2. 인적자원의 확보원천에 따른 결과분석
  3. 인적자원의 확보원천에 따른 정보와 개인차 분석
 V. 결론
 참고문헌
 Abstract

저자

• 尹大赫 [ 윤대혁 | 동아대학교 강사 ]

참고문헌