The main purpose of this study is to investigate whether applicants' impression management (IM) tactics indirectly influence hiring recommendations through cognitive mechanisms (i.e. recruiters' perceptions of person–organisation [P–O] fit, person–job [P–J] fit, and person–recruiter [P–R] fit) or affective mechanisms (i.e. recruiters' positive mood) during authentic employment interviews for actual job openings. Participants consisted of 221 applicant–recruiter dyads from 50 companies in Taiwan. The results demonstrated that applicants' self‐focused IM tactics are positively related to recruiter perceptions of P–J fit, which in turn influence hiring recommendations. In addition, applicant other‐focused IM tactics affect hiring recommendations through recruiters' perceptions of P–O fit. Moreover, applicants' non‐verbal IM tactics were positively related to recruiters' positive mood, which in turn affected recruiters' perceptions of P–J fit and P–O fit, thereby affecting hiring recommendations.

With the development and application of Internet technology, the Internet has become a critical tool for employee recruitment. The main purpose of this study is to investigate whether the characteristics of corporate websites would predict job seekers' perceptions of person -organization fit and person-job fit, which in turn would predict the seekers' attraction to the organization. Data were collected from 353 job seekers through a bulletin board system and websites of job-related forums. The results indicate that the website content (i.e. organizational culture, compensation, and job preview) and website stylistic features (i.e. aesthetics and navigational usability) had differential effects on job seekers' fit perceptions, which in turn affected organizational attraction. Directions for future research and practical implications are also discussed in this paper.

Volunteers are a group of people willing to provide services and work without pay. The lack of financial incentives and benefits may cause the volunteers to leave at anytime. Most non-profit organizations invest large amounts of time and money to train the volunteers before they come on board; therefore the turnover of volunteers will cause a significant loss for the organization.
This paper is a study on Lifeline in Taiwan; it explores the major reasons for turnover by using a survey on volunteers at 10 Lifeline branches. The results show that although the volunteers have different characteristics, there is no significant difference in the turnover factors or intentions. Through regression, the three factors, leadership style, volunteer assistance programs, incentive programs, have no significant effect on the turnover intention. Finally, this paper makes some practical management suggestions.

Because communication media is existence that leads to public figures change public affairs get easier via their speech statement or article. Above lures makes this work considers character of the leader would significant influence to whole enterprise operation. Therefore this work supposes leader emotion maybe positive emotion or negative emotion would affect the relationship between leader role and employee impression. According to the result of statistical analysis reveals emotion that involve with positive emotion and negative emotion of leader is moderator to influence the relationship between leader role and employee impression. If a company would like to create a designate employee impression style could be focus on leader character also employee impression built upon the leader emotion. Thus this work explains rank-and-file employees impression created will be different in positive leader emotion or negative leader emotion. Emotion of leader would deep and far affect a company through employees indirectly.

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