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研究生:廖佳津
研究生(外文):Chia-Jin Liao
論文名稱:企業聲望認知與人力資源管理措施對於組織承諾之影響-以B個案公司為例
指導教授:黃同圳黃同圳引用關係
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
論文種類:學術論文
論文出版年:2005
畢業學年度:93
語文別:中文
論文頁數:48
中文關鍵詞:組織承諾人力資源管理措施企業聲望認知
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論文名稱:企業聲望認知與人力資源管理措施對於組織承諾之影響
─以B個案公司為例
校所組別:國立中央大學人力資源管理研究所
畢業時間及提要別:九十三學年度第二學期碩士論文摘要
研 究 生:廖佳津
指導教授:黃同圳 博士
論文頁數:48頁
論文摘要內容:

當一家企業擁有良好聲望時,將會吸引更多的顧客進入,這也使得在投資人的眼中良好聲望比起其它資源更具吸引力;對於人力資源的影響方面,當一家企業擁有聲望並產生正面的形象時,也愈能吸引頂尖的工作應徵者。因此,相較於外部企業聲望、形象,本研究希望能針對國內企業調查員工對於該企業外部聲望的認知(perceived external prestige,PEP),並且探討其認知對於員工組織承諾的影響。另外,有許多學者們主張高績效的人力資源管理措施,認為惟有不斷地對員工投資,才能提升其對組織的承諾(Duncan & Hoffman,1981; Rumberger, 1987),進而讓組織擁有維持競爭優勢的能力(Ulrich & Lake,1990; Arthur,1992)。因此本研究也欲了解是否企業亦能透過完善的內部管理機制來影響組織承諾。本研究以零售業一家居修繕公司之全體員工1800位員工為研究對象,主要目的在於探討:(ㄧ)企業聲望認知對於組織承諾之影響;及(二)人力資源管理措施對於組織承諾之影響。

本研究採取問卷調查法,蒐集個案公司有效問卷共1599份。資料分析則採用
SPSS 軟體之相關分析與迴歸分析對各研究假設加以驗證,結果發現:女性員工比男性員工有較高的組織承諾;而在人力資源管理措施中,「員工溝通」對於員工組織承諾之影響力最大,其次是薪資獎金與福利、教育訓練和升遷發展,而直屬主管之領導風格與績效制度對於員工組織承諾之影響則不顯著;最後,在所有自變數中,企業聲望認知對於員工組織承諾的影響為最大。因此,個案公司應長期
利用行銷策略經營公司形象,增加員工對於公司聲望的正面認知;或者檢視公司內部人力資源管理措施的規劃與執行並加以改進,這樣也可以在短期內增加員工對於組織的認同以及使其願意奉獻心力。
目錄
第一章 緒論 1
第一節 研究動機 1
第二節 研究目的 2
第二章 文獻探討 3
第一節 企業聲望認知 3
第二節 組織承諾 6
第三節 人力資源管理措施(HRM Practices) 8
第四節 企業聲望認知與組織承諾的關係 13
第五節 人力資源管理措施(HRM Practices)與組織承諾的關係 14
第三章 研究方法 17
第一節 研究架構 17
第二節 研究假設 18
第三節 研究變項之操作性定義與衡量 19
第四節 研究對象與資料蒐集方法 22
第五節 資料分析方法 23
第六節 問卷之信度分析 23
第四章 研究結果與分析 25
第一節 研究對象之樣本特性 25
第二節 變數間的相關分析 26
第三節 階層迴歸分析結果 28
第五章 結論與建議 33
第一節 研究結論 33
第二節 研究限制 35
第三節 研究建議 36
參考文獻 38
一、中文部分 38
二、英文部分 39
問卷構面附錄 45
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