過去探討影響組織吸引力前因之研究，大多針對薪資福利、社會形象與企業文化等因素，較少探討招募廣告的內容對求職者其組織吸引力知覺之關係。因此，本研究探討求職者對應徵公司組織吸引力的知覺，是否會受該公司提供正式師徒制度與否之影響。此外，並探討求職者的親和性人格特質與成就需求是否調節前述關係。本研究採用受試者間設計，以商學院同學為研究對象，隨機請研究對象閱讀兩家虛擬之公司簡介，一共獲得388份有效資料。根據階層迴歸分析的結果顯示，提供正式師徒制度的公司，其求職者知覺到的組織吸引力較高。此外，求職者的親和性人格特質對於正式師徒制度與組織吸引力之關係具有調節效果；亦即，在組織提供正式師徒制度時，高親和性的求職者其組織吸引力知覺會顯著高於低親和性的求職者；但未提供正式師徒制度之組織，此兩類求職者之組織吸引力則無差異。然而，成就需求的調節效果則不顯著。本研究並根據研究結果，對招募文獻的未來研究方向加以討論，且對企業招募人才方面提供具體實施之建議。

Most past empirical research on organizational attraction has focused on the roles of salaries, benefits, social image and organizational culture. Relatively less attention has been paid to context of recruitment advertisements on applicants’ attraction to organization. This study examined whether the provision of information regarding formal mentoring programs influenced applicants’ perceptions of organizational attraction and whether applicants’ agreeableness and need for achievement moderated the above relationship. Using a between-subjects design, 388 valid responses were collected. Results of hierarchal regression analyses suggest that the provision of information regarding formal mentoring programs in a recruitment context related positively to applicants’ perceptions of organizational attraction. Furthermore, applicants’ agreeableness moderated the above relationship whereas applicants’ need for achievement did not. The managerial implications and limitations of the study are discussed.

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