The relationship between theories of recruitment and selection, and current practice in Taiwanese sport organisations

Yeh, Chien Mu

The relationship between theories of recruitment and selection, and current practice in Taiwanese sport organisations

Yeh, Chien Mu

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Publication Type:: Thesis
Issue Date:: 2005

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Field	Value	Language
dc.contributor.author	Yeh, Chien Mu
dc.date.accessioned	2017-02-12T22:38:45Z
dc.date.available	2017-02-12T22:38:45Z
dc.date.issued	2005
dc.identifier.uri	http://hdl.handle.net/10453/79823
dc.description	University of Technology, Sydney. Faculty of Business.	en_AU
dc.description	NO FULL TEXT AVAILABLE. Access is restricted indefinitely. The hardcopy may be available for consultation at the UTS Library.
dc.description.abstract	NO FULL TEXT AVAILABLE. Access is restricted indefinitely. ----- This thesis investigates the relationship between recruitment and selection theory and practices in Taiwanese sport organisations. A number of studies have indicated that the Taiwanese sport industry is growing and more and more Taiwanese sport organisations are expected to be established. In the given situation, Taiwanese sport organisations will be in the demands of hiring employees. However, the research on recruitment and selection of sport organisations has attracted less attention in Taiwanese sport management. The purpose of the current research is to bridge the gap. The current research proposes that organisational thoughts lead organisational behaviours but various factors may also influence organisational behaviours. Consequently, three subquestions are asked to assist in examining the recruitment and selection of Taiwanese sport organisations. Theories and methods of recruitment and selection are analysed. The main theoretical perspectives taken in this thesis build on Person-Organisation (P-0) fit model and Resource-Based theory. Case study is used by current research because in-depth investigations can be reached. One club respectively from Taiwanese baseball and basketball leagues participated voluntarily in the current research. Document analysis and unstructured interviews were conducted to collect the data. The principal conclusion reached is that referral and internet recruitment are the tools used by partnership clubs to create a pool of job candidates. Resume checks and unstructured interviews are the vehicles they use to screen out unqualified job candidates. P-0 fit are reached by both partnership clubs and a resource-based view is taken into consideration when one of the partnership clubs hires employees. The findings have implications for sport managers and human resource professionals.	en_AU
dc.format	Thesis (MA)
dc.language.iso	en_AU	en_AU
dc.rights	info:eu-repo/semantics/closedAccess
dc.rights	The author owns the copyright in this thesis including all reproduction and reuse rights for the work. The work may not be altered without the permission of the copyright owner. Attribution is essential when quoting or paraphrasing from this thesis.
dc.title	The relationship between theories of recruitment and selection, and current practice in Taiwanese sport organisations	en_AU
dc.type	Thesis	en_AU
utslib.copyright.status	closed_access

Abstract:

NO FULL TEXT AVAILABLE. Access is restricted indefinitely. ----- This thesis investigates the relationship between recruitment and selection theory and practices in Taiwanese sport organisations. A number of studies have indicated that the Taiwanese sport industry is growing and more and more Taiwanese sport organisations are expected to be established. In the given situation, Taiwanese sport organisations will be in the demands of hiring employees. However, the research on recruitment and selection of sport organisations has attracted less attention in Taiwanese sport management. The purpose of the current research is to bridge the gap. The current research proposes that organisational thoughts lead organisational behaviours but various factors may also influence organisational behaviours. Consequently, three subquestions are asked to assist in examining the recruitment and selection of Taiwanese sport organisations. Theories and methods of recruitment and selection are analysed. The main theoretical perspectives taken in this thesis build on Person-Organisation (P-0) fit model and Resource-Based theory. Case study is used by current research because in-depth investigations can be reached. One club respectively from Taiwanese baseball and basketball leagues participated voluntarily in the current research. Document analysis and unstructured interviews were conducted to collect the data. The principal conclusion reached is that referral and internet recruitment are the tools used by partnership clubs to create a pool of job candidates. Resume checks and unstructured interviews are the vehicles they use to screen out unqualified job candidates. P-0 fit are reached by both partnership clubs and a resource-based view is taken into consideration when one of the partnership clubs hires employees. The findings have implications for sport managers and human resource professionals.

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http://hdl.handle.net/10453/79823