臺灣博碩士論文加值系統

現今，台灣產業面臨市場全球化、高度複雜及變動的環境，必須強化企業本身的彈性與差異化，以追求競爭優勢。且隨著產業環境的變化，未來決定企業競爭力的關鍵因素，將取決於企業的創新能力。而企業的創新乃由個人創新所堆砌而成，企業的環境又與個人創新行為息息相關。因此，本研究目的在探討企業實施高績效人力資源實務是否可以提升員工社會支持知覺及組織承諾進而驅動個人的創新行為。本研究共發放702份問卷，回收276份有效問卷，透過因素分析、信度分析、效度分析、變異數分析、結構方程模式與巢狀分析等統計方法進行資料分析與驗證。

結果發現高績效人力資源實務對組織承諾、社會支持有顯著的正向影響。再者，組織承諾、社會支持與個人創新行為有顯著正向影響，且社會支持與組織承諾也有顯著的正向影響。而高績效人力資源實務會透過社會支持、組織承諾進而激發員工創新行為。

Nowadays, there are many enterprises facing the competitive, complex and highly changeable environment of the global economic policies in the world. Specifically, they need pursuing the adventage position of the envoirnment with reinforceing the flexibility and differentiateon of the enterprises in Taiwan. This is very important to possess innovateion capability. However the innovation of enterprises was piled up by individual innovated, and the environments of enterprises were closely linked with individual innovative behavior.
The purpose of this study is to explore whether high performance human resource practices can positively and significantly drive individual innovative behavior through the social support and organizational commitment. Two hundred and seventy six effective surveys were received. Factor analysis, reliability analysis, validity analysis, ANOVA, structural equation model and nested-model analysis were employed to analyze and verify the collected samples.
Results show that high performance human resources practices, organizational commitment, social support and individual innovative behavior have the high positive correlation. Moreover, social support and the organizational commitment has a positive influence on individual innovative behavior, and social support also has a positive influence on organizational commitment. The mediating effects of social support and the organizational commitment toward the high performance human resources practices can positively influence employee innovative behavior.

第一章 緒論
第一節 研究背景與動機...........1
第二節 研究目的................3
第三節 研究範圍................4
第四節 研究流程................5
第二章 文獻探討
第一節 高績效人力資源管理................6
第二節 社會支持........................15
第三節 組織承諾........................20
第四節 個人創新行為....................27
第五節 各變項之關係推導................ 32
第三章 研究設計
第一節 研究架構................39
第二節 研究假設................41
第三節 研究變數之操作性定義與衡量................ 42
第四節 研究對象選擇................48
第五節 資料分析方法與流程................50
第六節 驗證性因素分析與信度分析................52
第四章 實證結果與分析
第一節 不同員工特性在各構面間差異性分析................62
第二節 研究架構整體模式分析................73
第五章 結論與建議
第一節 結論................84
第二節 研究建議................86
第三節 研究限制................87
參考文獻
中文文獻................88
英文文獻................90

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