在二十一世紀的人才戰爭中，員工推薦是重要手段之一，且隨著網路快速發展，越來越多求職者尋找工作會透過網路上的評論，因此愈來愈多研究開始探究不同的傳播動機如何影響推薦意圖。故本研究運用網路口碑傳播動機與員工推薦意圖理論為基礎發展理論架構，探討網路口碑傳播動機對員工推薦意圖所產生的影響，並加入工作涉入、自由的選擇、資訊複雜性作為干擾變數。本研究針對553位社會人士進行假設驗證。本研究結果顯示，網路口碑傳播動機會正向影響員工推薦意圖，且不同的動機造成的影響也有所不同。此外不同的高/低工作涉入、資訊複雜性會對網路口碑傳播動機以及員工推薦意圖產生干擾，而不同的高/低自由的選擇對於網路口碑傳播動機以及員工推薦意圖之間則不會有明顯差異。

In twenty first century, the war of recruiting talent by employee referral has been a critical issue to organizations. By the rapid growing of the internet, there are more and more job seekers will find job through the Internet. This research shows the fact that the effect on eWOM transmission motivation toward employee referral in the context of human resource. The study develops a conceptual framework to outline employee response to different job involvement based on eWOM transmission motivation and employee referral theory. Our study conducted one experiment which involving 553 participants to test the research hypotheses.
The results are partial consistent with our theoretical expectations and suggest that eWOM transmission motivation to have stronger intention of employee referral. The results are different with different transmission motivation. Moreover, job involvement moderate the effect of eWOM transmission motivation on employee referral.

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