甄选背景下应聘者知觉研究的理论框架及评述  

A Critical Review of the Theoretical Patterns of Applicant Perceptions

作　　者：徐伟丹[1] 袁安府[1] 

机构地区：[1]浙江工商大学工商管理学院,浙江杭州310018

出　　处：《改革与战略》2008年第8期158-160,137,共4页Reformation & Strategy

基　　金：浙江省社会科学基金项目<和谐员工多元化研究>(07CGGL045YBM)阶段性成果

摘　　要：从20世纪80年代开始,有关应聘者如何知觉甄选过程的研究逐渐成为甄选研究领域新的热点。文章介绍应聘者知觉的三种主要理论研究框架:传统组织公平理论、Gilliland的模型和归因理论,并分别对这三种理论框架的研究状况进行概述,提出未来研究进展的方向。Increasing research attention has been directed toward understanding how applicants perceive and react to selection procedures since 1980s. This paper critically reviews the three main theoretical patterns that have been applied to studying applicant perceptions by most of researches： traditional organization fairness theory, Gilliland＇s model and attribution theory; and then suggestions for key research directions are put forward.

关 键 词：应聘者知觉 组织公平理论 Gilliland的模型 归因理论 

分 类 号：F272.92[经济管理—企业管理]