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研究生:潘秀貞
研究生(外文):Hsiu-chen Pan
論文名稱:人力資源彈性策略對員工角色知覺及工作態度之影響
論文名稱(外文):The Effect on the Role Perception and Job Attitude of Workers after Enterprises Applying Human Resource Flexibility Strategies
指導教授:林珮珺林珮珺引用關係
指導教授(外文):Pei-chun Lin
學位類別:碩士
校院名稱:國立屏東科技大學
系所名稱:工業管理系
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2002
畢業學年度:90
語文別:中文
論文頁數:162
中文關鍵詞:人力資源彈性策略角色知覺工作態度
外文關鍵詞:human resource flexibility strategyrole perceptionjob attitude
相關次數:
  • 被引用被引用:57
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  • 收藏至我的研究室書目清單書目收藏:20
為滿足生產高峰的需求、降低勞動人事成本、限制企業員工人數增加及專注於企業專長以發揮競爭優勢,企業普遍運用人力資源彈性策略以達到其目的。而人力資源彈性策略之實施,勢必使得與工作相關之特性改變,該制度對員工所產生之影響,將決定員工對該工作之努力程度、曠職或離職。因此本研究以天下雜誌於2001年所公佈的前500大服務業為研究對象,採用問卷調查法,以「工作態度」探討員工對「人力資源
彈性策略」制度的知覺感受,並以員工對「工作特性」之知覺感受作為中介變項,探討「人力資源彈性策略」制度的實施,員工「角色知覺」及「工作態度」的知覺感受。研究結果發現,「人力資源彈性策略」的運用直接對受訪者「工作態度」之知覺感受有正向的影響,也會間接透過受訪者「工作特性」之知覺感受對其「工作態度」之知覺感受程度有正向的影響。故企業應透過財務上的獎勵制度及各類的教育訓練使員工熟悉各項工作,培養多能工,以提高其工作態度。
In order to increase productivity, lower labor cost, limit the number of workers and focus on the speciality of enterprise to develop competition advantage, enterprises always apply human resource flexibility strategy to achieve purposes. However, the practice of human resource flexibility strategy those change the job related characteristic, and cause workers work harder, to be absence or leave. Our object was service industry, we adopted questionnaire to discuss the “job attitude” of workers for performing the “human resource flexibility strategy”, and the “role perception” and “job attitude” of workers by the intermediary variable “job characteristic”. Our results of the research are as the following: to perform the human resource flexibility strategy has positive relative with “job attitude” of workers direct, and by the “job characteristic ” of workers, they has positive relative indirect. So an enterprise should build a good system of rewards and education training to make workers know all about their job, and nurture they be a multi-skill workers, and enhance their job attitude.
目錄
中文摘要 I
Abstract III
誌謝 IV
目錄 V
圖索引 VII
表索引 VIII
第一章 緒論 1
第一節 研究動機 1
第二節 研究目的與範圍 3
第三節 研究流程 4
第二章 文獻探討 6
第一節 人力資源彈性策略 6
第二節 工作特性 20
第三節 角色知覺 26
第四節 工作態度 33
第三章 研究設計 46
第一節 研究架構 46
第二節 研究假設 49
第三節 問卷設計 50
第四節 抽樣方法與資料蒐集 61
第五節 資料分析方法 63
第六節 研究限制 66
第四章 結果分析與討論 67
第一節 描述性統計 67
第二節 個人特徵對工作特性、角色知覺與工作態度之關係 83
第三節 人力資源彈性策略與工作特性之關係 93
第四節 人力資源彈性策略與工作態度之關係 96
第五節 工作特性對角色知覺之關係 100
第六節 工作特性對工作態度之相關分析 102
第七節 角色知覺對工作態度之相關分析 106
第八節 LISREL分析 107
第五章 結論與建議 110
第一節 結論 110
第二節 建議 123
參考文獻 125
附錄一 研究問卷 135
附錄二 個人特徵對工作特性、角色知覺與工作態度之t檢定表 139
附錄三 LISREL之程式及執行結果 155
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