近年來，許多企業發現越來越難吸引所需人才，如何使企業在招募時能找到與企業需求相符的應徵者，並使招募效率提高，成為企業人力資源部門重要的任務。由此，雇主品牌概念逐漸興起，藉由雇主品牌的建立，協助企業在招募時能提高成效，達成吸引人才進而找出企業真正所需員工之目的。
本研究以填寫問卷方式，以431位大三、大四及研究所等即將求職之社會新鮮人，與已有工作經驗之求職者為對象，分析填答者五大人格特質傾向對於人力資源品牌的偏好，並進行具備工作經驗與否，對於前述偏好關係產生影響之分析。
研究結果發現，五大人格特質「外向性」、「開放性」、「神經質性」、「勤勉正直性」、「親和性」對人力資源品牌之「薪酬制度」與「職涯發展」有顯著正向影響；五大人格特質中「外向性」、「神經質性」、「勤勉正直性」、「親和性」對人力資源品牌之「員工關係管理」有顯著正向影響。「工作經驗」則對於人格特質與人力資源品牌構面間關聯性不具正向干擾效果。

Presently, enterprises have been frustrated to find the talent they really needed. How to attract candidates to apply for jobs which meet the enterprises’ needs and increase the efficiency of recruitment are important issues for human resource department. Therefore, enterprises have taken the “Employer Brand” thought to help them to attract talent and improve efficiency when recruiting.
This study collects 431questionnaires from college junior, senior undergraduates, Master's students and job applicants with a few years’ working experience. Responds from questionnaires were analysis to explore how persons with different personal traits will prefer different human resources brands. On the other hand, wondering how work experience moderates the relationship between personal traits and human resource brands.
The result of this research found that Big-Five personality “extraversion, openness to experience, neuroticism, conscientiousness, and agreeableness” are key factors to “compensation” and “career development” in human resource brands. In addition, “extraversion, neuroticism, conscientiousness, and agreeableness” are key factors to “employee relationship management” in human resource brands. However, work experience is not a moderator between personal traits and human resource brands.

中文文獻
(1) 葉佳綾、許壹傑，「企業聲望對組織人才吸引力與求職意圖之影響」，臺灣企業績效學刊， 3（1），103-119，2009。
(2) 溫金豐，「新進專業人員的組織社會化戰術與組織認同之關係：工作經驗與成長需求強度的干擾效應」，台大管理論叢，15（2）， 143-164，2005。
(3) 蔡維奇、黃嘉雄、顏麗真，「人力資源管理制度及其組合對組織人才吸引力的影響」，台大管理論叢，19（1）， 1-28，2008。
(4) 鄧景宜、曾旭民、李怡禎、游朝舜，「“International English Big-Five Mini-Markers"之繁體中文版量表發展」，管理學報，28(6)，579-600，2011。
英文文獻
(1) Aiman-Smith, L., Bauer, T. & Cable, D. (2001). Are you attracted? Do you intend to pursue? A recruiting policy-capturing study. Journal of Business and Psychology,16, 219-37.
(2) Ambler, T. & Barrow, S. (1996). The employer branding. The Journal of Brand Management, 4 (3), 185-205.
(3) Backhaus, K. & Tikoo, S. (2004). Conceptualizing and researching employer branding. Career Development International, 9 (5), 501-17.
(4) Barber, A., & Roehling, M., (1993). Job postings and the decision to interview: a verbal protocol analysis. Journal of Applied Psychology, 78, 845-856.
(5) Barber, A. E. (1998). Recruiting employees: Individual and organizational perspectives. Thousand Oaks, CA: sage.
(6) Berthon, P., Ewing, M., & Hah, L.L. (2005). Captivating company: dimensions of attractiveness in employer branding. International Journal of Advertising, 24(2), 151-172.
(7) Brown, T. (2008). The employer branding: A strategic tool to attract, recruit and retain talent. Society for human resource management, 1-8.
(8) Cable, D. M., & Judge, T. A. (1996). Person–organization fit, job choice decisions, and organizational entry. Organizational Behavior & Human Decision Processes, 67(3), 294–311.
(9) Cable & Graham (2000). The determinants of job seekers' reputation perceptions. Journal of Organizational Behaviour. 21, 929-947.
(10) Chapman, D.S., Uggerslve, K.L., Carroll, S.A., Pissentin, K.A., & Jones, D.A. (2005). Applicant attraction to organizations and job choice: a meta-analytic review Of the correlates of recruiting outcomes. Journal of Applied Psychology, 90(5), 928-944.
(11) Costa, P. T., & McCrae, R. R. (1992). NEO Five-Factor Inventory professional manual. Odessa, FL: Psychological Assessment Resources.
(12) Denissen, J.J.A. & Penke, L. (2008). Motivational individual reaction norms underlying the five-factor model of personality: First steps toward a theory-based conceptual framework. Journal of Research in Personality, 42, 1285-1302.
(13) Diener, E., Larsen, R.J. & Emmons, R.A. (1984). Person X situation interactions: choice of situations and congruence response models. Journal of Personality and Social Psychology, 47(3), 580-92.
(14) Edwards JR. (1991). Person-job fit: A conceptual integration, literature review and methodological critique. International Review of Industrial Organizational Psychology, 6, 283-357.
(15) Ehrhart, K.H. & Ziegert, J.C. (2005). Why are individuals attracted to organizations? Journal of Management, 31(6), 901-919.
(16) Ewing, M.J., Pitt, L.F., de Bussy, N.M. & Berthon, P. (2002). Employment Branding in the Knowledge Economy. International Journal of Advertising, 21, 3-22.
(17) Gatewood, R. D., Gowan, M. A. & Lautenschlager, G. J. (1993). Corporate Image, Recruitment Image and Initial Job Choice. Academy of Management Journal, 35(2), 414-427.
(18) Gault, J., Redington, J. & Schlager, T. (2000). Undergraduate business internship and career success: are they related? Journal of Marketing Education, 22, (1), 45-54.
(19) Gomes, D. & Neves, J. (2011). Organizational attractiveness and prospective applicants' intentions to apply. Personnel Review, 40(6), 684-686.
(20) Hair, J. F., William, C. B., Babin, B. J., Anderson, R. E., & Tatham, R. L. (1998). Multivariate Data Analysis. New Jersey: Pearson University Press.
(21) Hair, J. F., William, C. B., Babin, B. J., Anderson, R. E., & Tatham, R. L. (2006). Multivariate Data Analysis. New Jersey: Pearson University Press.
(22) Judge TA, & Bretz RD Jr. (1992). Effects of work values on job choice decisions. Journal of Applied Psychology. 77, 261-271.
(23) Keller, K.L. (1993). Conceptualizing, measuring, and managing customer-based brand equity,” Journal of Marketing, 57(1), 1-22.
(24) Knox & Freeman (2006). Measuring and managing employer branding image in the service industry. Journal of Marketing Management. 22, 695-716.
(25) Kristof, A. L. (1996). Person–organization fit: an integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49(1), 1–49.
(26) Lievens, F., Decaesteker, C., Coetsier, P., & Geirnaert, J. (2001). Organizational attractiveness for prospective applicants: A person-organisation fit perspective. Applied Psychology: An International Review, 50, 30-51.
(27) Lievens, F. & Highhouse, S. (2003). The relation of instrumental and symbolic attributes to a company’s attractiveness as an employer. Personnel Psychology, 56(1), 75-102.
(28) Lin Long-Yi (2010). The relationship of consumer personality trait, brand personality and brand loyalty: an empirical study of toys and video games buyers. Journal of Product & Brand Management,19 (1), 4-17.
(29) Migliore (2011). Relation between big five personality traits and Hofstede’s cultural dimensions. Cross Cultural Management: An International Journal, 18 (1), 38-54.
(30) Mount, M. K., & Barrick, M. R. (1995). The Big Five personality dimensions: Implications for research and practice in human resources management. In K. M. Rowland and G. Ferris (Eds.), Research in personnel and human resource management (Vol. 13, pp. 153–200). Greenwich, CT: JAI Press.
(31) O’Reilly, C. A., J. Chatman, & D. Caldwell (1991). People and Organizational Culture: A Profile Comparison Approach to Assessing Person–Organization Fit. Academy of Management Journal, 34, 487–516.
(32) Pervin, L.A. (1989). Persons, situations, interactions: the history of a controversy and a discussion of theoretical models. Academy of Management Review. 14(3), 350-60.
(33) Resick, Baltes, & Shantz (2007). Person-Organization fit and work-related attitudes and decisions: examining interactive effects with job fit and conscientiousness. Journal of Applied Psychology, .92(5), 1446-1455.
(34) Robert, D., Bretz JR. & Judge T.A. (1994). Person-organization fit and the theory of work adjustment: Implications for satisfaction, tenure, and career success. Journal of Vocational Behavior,44, 32-54.
(35) Rynes, S. L. (1989). The employment interview as a recruitment device. In R. W Eder & G. R. Ferris (Eds.), The employment interview (pp. 127-141). Beverly Hills, CA: Sage.
(36) Rynes, S. L., & Barber, A. E. (1990). Applicant attraction strategies: An organizational perspective. Academy of Management Review, 15, 286-310.
(37) Rynes, S., Bretz, R. & Gerhart, B. (1991). The importance of recruitment in job choice: a different way of looking. Personnel Psychology, 44, 487-521.
(38) Sekiguchi, T. (2004). Person-Organization fit and Person-job fit in employee selection: A Review of the Literature. Osaka Keidi Ronshu, 54 (6), 179-196.
(39) Schneider, B. (1987). The people make the place. Personnel Psychology, 40(3), 437–453.
(40) Turban D.B., & Keon, T.l. (1993). Organization attractiveness: An integrationist perspective. Journal of Applied Psychology, 78, 184-193.
(41) Turban, D. B., Campion, J. E, & Eyring, A. R. (1995). Factors related to job acceptance decisions of college recruits. Journal of Vocational Behavior, 47, 193-213.
(42) Turban, D.B., Forret, M.L. & Hendrickson, C.L. (1998). Applicant Attraction to Firms: Influences of Organization Reputation, Job and Organizational Attributes, and Recruiter Behaviours. Journal of Vocational Behavior, 52, 24-44.
(43) Vancouver JB, & Schnitt NW. (1991). An exploratory examination of person-organization fit: Organizational goal congruence, Personnel Psychology, 44,333-352.
(44) Waston, D., & Clark, L.A. (1992). On traits and temperament: general and specific factors of emotional experience and their relation to the five-factor model. Journal of Personality, 60, 441-746.