臺灣博碩士論文加值系統

本研究主要探討企業實施人力資源管理中之「高績效人力資源管理措施(HPWP)」對於員工知覺「工作-家庭平衡(WFB)」與績效之影響，而「績效」分做兩個部份。第一部份探討組織層級之績效，本研究認為，透過高績效人力資源管理措施的實施，將對公司各項財務指標：資產報酬率、獲利率等組織績效有直接正向關係；第二部份探討員工個人層級之績效，近來學者從負面「工作-家庭衝突(WFC)」的觀念，轉變為正面「工作-家庭平衡(WFB)」，並強調其重要性。因此，本研究認為企業在實施高績效人力資源管理措施，可透過員工知覺工作-家庭平衡的提升，以進一步提高員工組織承諾。
研究方法採問卷調查法，樣本來源以國內一千大企業為主，分別調查人資部主管與企業員工，以瞭解該企業在人力資源政策實施情形與員工知覺工作-家庭平衡後對績效之影響，回收有效問卷338份，32家企業。分別以因素分析、層級迴歸分析與相關分析等統計分析來探討各變數間的關係。
本研究驗證高績效人力資源管理措施對於企業財務績效有正向提升效果，並透過文獻整理，瞭解學者對高績效人力資源管理措施的概念，來檢視其對於績效的影響內涵。其次，本研究重新界定「工作-家庭平衡」的概念，並說明其對員工之影響。

This study examines how Enterprise executes high performance work practices affect performance which divides into two levels. Firstly, we investigate organizational performance. Researcher holds that financial performance will be rise through Enterprise executes high performance work practices. For example, ROA .Secondly, we investigate individual performance. Recently scholars turn pessimistic work-family conflict into constructive work-family balance. They also stress the important of employee perception work-family balance; hence Researcher holds that individual performance will be rise through employee perception work-family balance after Enterprise executes high performance work practices.
Research data were collected from domestic enterprise. 338 questionnaires and 32 entries are usable. We proceed statistical analysis, including correlation, factor, and hierarchical regression analysis. The findings were showed as follows.
1. Employee perceptions more high performance work practices, and they perception the more work-family balance.
2. Employee perceptions more work-family balance, and they perception the more employee organization commitment.
3. We examine financial performance will be rise through Enterprise executes high performance work practices.

目 錄
摘 要……………………………………………………………………Ⅰ
ABSTRACT ………………………………………………………………Ⅱ
誌 謝……………………………………………………………………Ⅲ
圖目錄……………………………………………………………………Ⅳ
表目錄……………………………………………………………………Ⅴ
第一章 緒論 …………………………………………………………1
第一節 研究背景與動機 ……………………………………………1
第二節 研究目的 ……………………………………………………3
第三節 研究流程 ……………………………………………………5
第二章 文獻探討 ……………………………………………………6
第一節 高績效人力資源管理措施(HPWP) ………………………6
一、 高績效人力資源管理措施之演進…………………………6
二、 高績效人力資源管理措施之內涵 ………………………14
三、 高績效人力資源管理措施對組織績效之影響 …………22
四、 高績效人力資源管理措施對員工之影響 ………………25
第二節 工作-家庭平衡 (WFB) …………………………………/27
一、 工作-家庭平衡內涵之演進………………………………/28
二、 員工個人績效 ……………………………………………39
三、 工作-家庭平衡與組織承諾之關聯 ……………………/40
第三章 研究方法 ……………………………………………………45
第一節 研究架構 ………………………………………………45
第二節 研究假設 ………………………………………………46
第三節 變數之操作型定義 ……………………………………47
第四節 抽樣方法 ………………………………………………51
第五節 資料分析方法 …………………………………………55
第四章 實證分析 ……………………………………………………57
第一節 量表衡量結果檢測 ……………………………………… 57
第二節 各研究變項間之相關分析 ……………………………… 62
第三節 假設驗證 ………………………………………………… 64
第四節 共同方法變異分析 ……………………………………… 74
第五章 結論與建議……………………………………………………75
第一節 研究結論 ………………………………………………… 75
第二節 研究限制 …………………………………………………76
第三節 管理意涵 …………………………………………………77
第四節 後續研究建議 ……………………………………………78

參考文獻
一、中文部份
二、英文部份
附錄
一、主管部份問卷
二、員工部份問卷

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