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

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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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