摘要
依据社会认同理论、信号理论等观点,以及国外多项研究表明,企业社会业绩和企业对求职者的吸引力之间存在正相关关系,因而企业能够通过提高自身的社会业绩来吸引潜在的求职者从而增加企业的竞争优势。在国内,大多数企业把招聘大学生作为充实自己企业人力资源的一个重要途径。所以本文基于前人的理论和研究成果,以大学生求职者作为研究对象,通过问卷法、访谈法探究国内企业社会业绩与企业对大学生求职者吸引力之间的关系。
实证研究发现,行业内的企业社会责任相对水平已经成为企业能否吸引大学生求职者的重要因素。以行业平均水平为参照,在企业社会责任水平独立作用时,领先的社会责任水平暂时不能直接提升企业吸引力,但社会责任水平落后的企业在人才争夺中处于显著劣势;当引入薪酬作为调节变量时,领先的社会责任水平能够提升企业吸引力,达到“粘滞”人才的效果;与国外的研究结果不同,国内大学生求职者对企业社会责任的评价以及对企业吸引力的评价未受到性别、学科背景、实习经历等个人特征的显著影响。
此外,研究还发现大部分求职者能够较为全面的理解企业社会责任的内涵,并且赞同企业应该积极履行社会责任的观点;但关于各个利益相关者在社会责任建设过程中的作用,求职者的认识却很不平衡,对政府和投资者依赖性强,对自身作用认识不足;社会责任信息披露渠道不健全、信息不可靠等,制约了求职者对企业社会责任的重视程度,也成为全面推进企业社会责任建设的瓶颈。
Drawing on the social identity theory and signaling theory, several studies from abroad have shown that there is a positive correlation between corporate social performance(CSP) and organizational attractiveness to job-seekers, and thus corporate can improve their CSP to attract potential job-seekers in order to increase their competitive advantage. In China, most of the enterprises consider undergraduate students as an important human resource. Therefore, based on the theory and previous research, this paper investigates the relationship between CSP and attractiveness to undergraduate students as employers by questionnaire and interview in China.
The study found that the corporate social performance has also become an important factor for job seekers in China. A leading social performance can not directly raise the level of organizational attractiveness to prospective employees ,however, poor social performance hurts it; We also compare CSP with other factors like salary and research the impacts of other personal characteristics, such as gender, academic background, practical experience. The results are quite different from the previous research from abroad.
Our empirical study also found that corporate social performance has become one of the most important reasons, when the prospective employees from universities consider which job to choose. Most of the job-seekers have a comprehensive understanding of the connotations of CSP and quite agree to carry out corporate social responsibility actively; however, job-seekers awareness is very uneven, when considering which role the various stakeholders play in the process of building social responsibility, they dependent on the government and investors so much, but ignore their own role. Lack of the sources and authenticity of the CSP information has restricted the job-seekers paying great attention to CSP, and also prevented the building of a comprehensive corporate social responsibility.
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