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研究生:邱琛榆
研究生(外文):Chen-Yu Chiu
論文名稱:人力資源管理措施對員工敬業度之影響-以創業導向氛圍為中介變項
論文名稱(外文):The Effect of Human Resource Practices on Employee Engagement - The Mediation of Entrepreneurial Orientation
指導教授:陳明園陳明園引用關係
指導教授(外文):Ming-Yuan Chen
學位類別:碩士
校院名稱:國立中央大學
系所名稱:人力資源管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2019
畢業學年度:107
語文別:中文
論文頁數:62
中文關鍵詞:創業導向傳統型人力資源管理措施自由裁量型人力資源管理措施員工敬業度
外文關鍵詞:Entrepreneurial OrientationTraditional HRMDiscretionary HRMEmployee Engagement
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自從創業導向的概念被提出以來,陸續有學者證實在動盪的產業環境中,具有創業導向的組織能夠創造更好的組織績效。另外,擁有敬業的員工以及完善的人力資源管理措施也都能對組織績效有正面的提升效果。因此,若此三者能夠在組織中發揮綜效,或許能為組織帶來競爭優勢。故本研究針對人力資源管理措施對員工敬業度之影響進行探討,並以員工感知創業導向氛圍為中介變項,試圖以人力資源管理的角度為創業導向的組織提供增進員工敬業度的建議,進而促進組織績效的提升。本研究以問卷發放進行資料蒐集,發放對象為全臺為具有人力資源部門企業之員工,共發放306份,有效回收158份。經結構方程式檢定,研究結果顯示員工感知風險承擔性之創業導向氛圍對於傳統型人力資源管理措施與員工敬業度之關係具有顯著正向影響;自由裁量型人力資源管理措施對於員工敬業度有顯著正向影響。因此,企業若想要讓員工更投入工作、為組織做出更多貢獻,以求在快速變動的環境中取得優勢,除了採取創業導向的策略之外,也需要同時重視傳統型與自由裁量型人力資源管理措施。
Since the concept of entrepreneurial orientation has been proposed, scholars have confirmed that entrepreneurial-oriented organizations can create better organizational performance in a turbulent industrial environment. In addition, dedicated employees and comprehensive human resource management practices can also have a positive effect on organizational performance. Therefore, it may bring a competitive advantage to the organization if these three factors can play a comprehensive role. In order to provide suggestions for improving employee engagement from the perspective of human resource management(HRM), this study explores the effect of human resource practices on employee engagement and uses the employees’ awareness of entrepreneurial orientation of the organization as a mediator. The data was collected through questionnaires and distributed to employees in Taiwan with human resource departments. A total of 306 copies were distributed and 158 were effectively recovered.
We found that only when employees aware the orientation of risk-taking can traditional HRM has a significantly positive effect on employee engagement. In contrast, discretionary HRM can directly improve employee engagement. As a result, in addition to adopting entrepreneurial-oriented strategies, organizations need to focus both on traditional and discretionary HRM if they want to make their employees more engaged in work, and therefore gaining an advantage in a turbulent industry environment.
第一章、緒論 1
第二章、文獻探討 3
第一節、人力資源管理措施 3
第二節、員工敬業度 5
第三節、創業導向 7
第四節、人力資源管理措施與員工敬業度之關係 10
第五節、人力資源管理措施與員工感知創業導向氛圍之關係 12
第六節、員工感知創業導向氛圍與員工敬業度之關係 14
第七節、員工感知創業導向氛圍之中介效果 15
第三章、研究方法 16
第一節、研究架構 16
第二節、研究假設 16
第三節、問卷發放對象 17
第四節、變項定義與衡量 17
第一項、人力資源管理措施 17
第二項、員工敬業度 18
第三項、員工感知創業導向氛圍 19
第四章、研究結果 21
第一節、樣本來源與樣本特性 21
第二節、信度分析 23
第三節、驗證性因素分析 23
第四節、相關性分析 25
第五節、假設驗證 27
第一項、結構方程式模型建立 27
第二項、巢狀檢定 28
第三項、中介假設檢驗 29
第六節、多群體分析 32
第五章、結論與建議 35
第一節、研究結論 35
第二節、學術貢獻 37
第三節、管理意涵 38
第四節、研究限制與未來建議 40
第一項、員工感知創業導向氛圍與創業導向之差異 40
第二項、加入環境因素的影響 40
第三項、針對特定群體對象進行研究探討 40
參考文獻 42
一、中文資料 42
二、英文資料 43
附錄、研究問卷 51
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