(3.237.20.246) 您好!臺灣時間:2021/04/15 10:37
字體大小: 字級放大   字級縮小   預設字形  
回查詢結果

詳目顯示:::

我願授權國圖
: 
twitterline
研究生:楊詠安
研究生(外文):Yung-an Yang
論文名稱:高績效人力資源管理措施與員工離職之關係
指導教授:趙必孝趙必孝引用關係
指導教授(外文):Bih-Shiaw, Jaw
學位類別:碩士
校院名稱:國立中山大學
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:2008
畢業學年度:96
語文別:中文
論文頁數:121
中文關鍵詞:訪談離職率高績效人力資源管理措施
外文關鍵詞:high performance work practiceturnover rateinterview
相關次數:
  • 被引用被引用:5
  • 點閱點閱:414
  • 評分評分:系統版面圖檔系統版面圖檔系統版面圖檔系統版面圖檔系統版面圖檔
  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:5
當企業的人力流失嚴重,也就是員工的離職率過高時,不但造成企業成本的增加,影響員工的工作士氣,對顧客造成負面的觀感,並且長遠來說會影響企業的績效。本論文以質性訪談的方式,訪問了四家企業在人力資源管理上的作法,想試著找出他們採用了那些共同的人力資源管理最佳實務,也就是所謂的高績效人力資源管理措施,以至於能成功的降低或控制員工離職率在一個合理的範圍內。
在整理並歸納四家企業的訪談內容後有以下發現: 能夠幫助企業降低或維持較低員工離職率的高績效人力資源管理措施必須包括: 多元化的招募及首重人格特質的之甄選,建立績效考核制度、升遷發展制度、教育訓練制度,及個人薪資獎金之間的緊密連結,以及提供實用性與溫情式的員工福利。而這樣的作法同時適用於偏向讓數字說話的績效導向管理文化及寬厚仁慈的家長式管理,且不論企業處於高科技製造業亦或服務業,也都適用。
When employee turnover rate in a company is too high, not only it will result in the increase of cost, affecting employee morale, making negative impression on customers, but also impacting corporate performance in the long run. This research uses one of the qualitative research techniques to study the human resource management practices of the four interviewed companies, trying to identify the best practices they have in common that contribute to the decline of employee turnover rate or maintain it within acceptable level.
After interviewing the four companies, two in service industry and the other two in high-tech manufacture industry, this research analyzed their human resource management practices, and found five best practices they have in common that help these four companies successfully keep employee turnover rate in control. Therefore this research concluded that a company, whether it is in service industry or high-tech manufacture industry, or whether its organizational culture is more performance-oriented or rather paternalistic, by recruiting employees through diversified approaches and selecting them by their personalities, and strongly linking performance appraisal system, reward system, promotion system and training and development system together, the synergy of the best practices all together will contribute to the decline or maintain of employee turnover rate.
論文摘要 I
Abstract IV
表目錄 VI
圖目錄 VII
第一章 緒論 1
第一節 研究動機 1
第二節 研究目的 2
第三節 研究流程 3
第二章 文獻探討 5
第一節 人力資源管理與組織績效的關係 5
第二節 高績效人力資源管理措施 10
第三節 員工離職 14
第四節 影響員工離職的人力資源管理措施 19
第五節 員工離職對組織的影響 24
第三章 研究方法 28
第一節 個案研究法及研究架構 28
第二節 研究過程 29
第三節 研究限制 34
第四章 個案公司研究分析 35
第一節 A個案公司訪談分析 35
第二節 B個案公司訪談分析 43
第三節 C個案公司訪談分析 51
第四節 D個案公司訪談分析 57
第五節 個案綜合分析與命題發展 63
第五章 結論與建議 67
第一節 研究結論 67
第二節 研究建議 70
參考文獻 73
一、中文部分 73
二、英文部分 75
附錄 82
一、訪談問題大綱 82
二、個案公司訪談逐字稿 83
A公司訪談逐字稿 83
B公司訪談逐字稿 90
C公司訪談逐字稿 98
D公司訪談逐字稿 109
一、中文部分
方世榮譯(Dessler, G.著),2001。現代人力資源管理,臺北:華泰。

石樸(1991),企業界員工工作滿足、工作投入與離職意願之研究。國立政治大學社會學研究所未出版碩士論文。

李隆盛、黃同圳主編(2000)。人力資源發展,台北:師苑圖書出版部。

巫喜瑞,2001。服務業內部行銷導向、組織支持、工作滿足與顧客導向間關係之研究-銀行業之例。中山大學,企業管理研究所博士論文。

吳芝儀、李奉儒譯 (Michael Q. Patton著),1995。質的評鑑與研究,台北縣: 桂冠。

吳忠吉(1983),高雄加工出口區離職率之研究:1972至1978的實證分析,經濟論文叢刊,第11輯,台大經研所。

余安邦(1980),企業組織中員工離職行為之研究。國立台灣大學心理學研究所未出版碩士論文。

邱豔婷(2005),人力資源高績效工作實務對員工作績效、組織公民行為關聯性之探討。國立中央大學,碩士論文。

尚容安譯(Robert K. Yin著),2001。個案研究法,台北: 弘智文化。

林孟彥譯(Stephen P. Robbins,Mary Coulter著),2003。管理學,頁321。台北: 華泰。

奚永明,1999。管理雜誌: 掌握要領訓練成效不打折扣。6月,第297期。

陳漪珮(2003),人力資源管理措施對非功能性離職與組織績效之影響。國立中央大學人力資源管理研究所碩士論文。

莊立民 (1995),溝通滿足工作,績效與離職傾向之相關研究-燁隆集團實證。義守大學管理科學研究碩士論文。

張火燦(1998),策略性人力資源管理,台北:揚智文化事業出版。

張緯良編譯 (Dessler著),1996。人力資源管理。台北: 華泰。

黃英忠(民78),現代人力資源管理。台北: 華泰。

黃英忠(1997),現代人力資源管理,台北:華泰出版。
黃同圳(1996),「高科技產業的教育訓練制度與組織績效之相關性研究」,科技管理學刊,第一卷第一期,頁57-83。

楊喜漢譯 (Einstein Sr. & Jr., 著),1980。商業基本知識譯叢-顧客關係。台北市: 聯經出版。

蔡淑娟(1986),企業碩士個人變項、工作滿足與離職傾向關係之研究。國立台灣大學商業研究所碩士論文。

廖純綺,1999。人力資源管理系統、競爭策略與組織績效之研究—兼論本土企業與外資企業之比較。國立中山大學人力資源管理研究所碩士論文。

劉秀娟、湯志安譯(Lawrence S. Kleiman著),1998。人力資源管理: 取得競爭優勢之利器,台北: 揚智文化。

鍾國雄、郭致平譯 (Lloyd L. Byars, and Leslie W. Rue著),2001。人力資源管理,台北:麥格羅希爾公司。

魏梅金譯(Lyle M. Spencer, Jr. & Signe M. Spencer著),2002。才能評鑑法: 建立卓越績效的模式,台北: 商周出版。

二、英文部分
Allan M. Mohrman, Jr., Susan M. Resnick-West, Edward E. Lawler, III, 1989. Designing Performance Appraisal Systems: Aligning Appraisals and Organizational Realities.

Amold, H. J. & Feldman, D.C., 1982 , A Multivariate Analysis of Determinants of Job Turnover, Journal of Applied Psychology, 67, pp350-360

Appelbaum, E.; Bailey, T., Berg, P. and Kallebergerg, A. L. ,2000. Manufacturing Advantage: Why High-Performance Work systems Pay Off, London, Cornell University.

Arthur, J. B. 1992. The link between business strategy and industrial relations systems in American steel minimills. Industrial and Labor Relations Review, 45: 488-506.

Arthur, J. B. 1994. Effects of human resource systems on manufacturing performance and turnover. Academy of Management Journal, 37(3): 670-687.

Azfar and Danninger(2001).Profit-sharing, Employment Stability, and Wage Growth.
Industrial and Labor Relations Review, Vol. 54.

Baird, L., & Meshoulam, I. 1998. Managing two fits of strategic human resource management. Academy of Management Review, 13: 116-128.

Barney, J. 1991. Firm resources and sustained competitive advantage. Journal of Management. 17:99-120.

Barney, 1995, Looking inside for competitive advantage, 53.

Baron, J. N. & Kreps, D. M. 1999. Strategic Human Resources. New York: John Wiley.

Becker, B.,& Gerhardt, B. 1996, The impact of human resource management on
organizational performance: progress and prospects, Academy of Management
Journal, 39(4): 779-801.

Becker, B. E., & Huselid, M. A. 1998. High performance work systems and firm performance: A synthesis of research and managerial implications. Research in Personnel and Human Resource Management, 16: 53-101.

Blinder, Alan S., & Alan B. Krueger, 1996, Labor Turnover in the USA and Japan: A Tale of Two Countries, Pacific Economic Review, Vol. 10, No. 1.

Booth and Zoega(1999).Do quit cause under-training? Oxford University Press.374-386.

Boudreau and Berger, (1985).Decision-theoretical utility analysis applied to employee separations and acquisitions. Journal of Applied Psychology.

Bowen, D.E. and B. Schneider, (1998). Service marketing and management:
Implication for organization behavior. In Research in Organizational Behavior.

Campion, M. 1991, Meaning and Measure of Turnover: Comparison of Alternative Measures and Recommendations for Research, Journal of Applied Psychology, Vol. 76, pp.199-2 12.5.

Cascio(1991). Costing Human Resources: The Financial Impact of Behavior in
Organizations. 3rd.

Casey Ichniowski, Shaw Kathryn, and Giovanna Prennushi (1997), The Effects of Human Resource Management Practices on Productivity: A Study of Steel Finishing Lines, The American Economic Review, June.

Cook D.S., & Ferris G.R., Strategic human resource management and firm effectiveness in industries experiencing decline, Human Resource Management, 25(3), 1986, pp.441-458.

Dalton, D.R. 1981, Turnover and absenteeism: Measures of personnel effectiveness, In R.S. Schuler, J.M. McMillan, &D.R. Dalton(Eds.),Applied readings in personnel and human resource management .St. Paul, Minn.: West publishing company , 20-38.

Dalton, Dan R., Todor, W.D., Krackhardt, David M. 1982, Turnover Overstated: The
Functional Taxonomy, The Academy of Management Review, pp.117-123.

Dalton D.R., & Todor, W.D. 1979, Turnover turned over: An expanded and positive
perspective , Academy of Management Review, 4, pp.225-236.

Darmon, R. Y. (1990).Identifying sources of turnover cost: A segmental approach.
Journal of Marketing.

Delery, J. E., & Doty, D. H. 1996. Modes of theorizing in Strategic Human Resource Management: Tests of Universalistic, Contingency, and Configurational Performance Predictions. Academy of Management Journal, 39(4): 802-835.

Dessler G.1994. Human Resource Management 6th ed. New Jersey: Prentice-Hall.

Dessler, G. 1996. Human resource management. Maryborough, Victoria: Prentice Hall.

Duncan, G., and S. D. Hoffman. 1981. The Incidence and Wage Effects of Overeducation. Economics of Education Review 1: 75-86.

Dyer, L., & Reeves, T. (1995). HR strategies and firm performance: What do we know and where do we need to go? International Journal of Human Resource Management, 6(3), 656-670.



Federico, J. M., Federico, P, & Lundquist, G. W.1976, Predicting women'' s turnover as a function of extent of met salary expectations and biodemographic data, Personnel Psychology, Vol.29, pp.559-566.

Flamholtz, (1985).Human Resources Accounting.

Fombrum, C., Tichy, N. M. & Devanna, M. A.(1984). Strategic Human Resource Management. New York: Wiley. USA.

Gomez-Mejia, Balkin, and Milko- vich, (1990). Rethinking your rewards for technical
employees. Organization Dynamics.

Graen, G.& Ginsburgh, S.1977, Job resignation as a function of role orientation and leader acceptance : A longitudinal investigation of organizational assimilation,
Organizational Behavior & Human Performance,Vol.3o,pp.109-131.

Greenberg, J., Employee Theft as a Reaction to Underpayment Inequity: The Hidden Cost of Pay Cuts, Journal of Applied Psychology, Vol. 75, No. 5, 1990, pp.561-569.

Gregson, T., 1987, Factor Analysis of Multiple-choice Format for Job Satisfaction, Psychological Reports, Vol.61, pp.747-750.

Guest D.E. 1995, Human resource management and performance: a review and research agenda. The International Journal of Human Resource Management, 5: May, 267-299.

Guest, D. E. (1987). Human resource management and industrial relations. Journal of Management Studies, 24(5), 503-21.

Guthrie J.P. (2001), High-involvement work practices, turnover, and productivity:
Evidence from New Zealand, Academy of Management Journal, Vol. 44/1,
pp 180-190.

Hall, D. T. and Associates 1988, Career Development In Organizations, Jossey-Base, publishers.pp54.

Harrison, D. A., & Hulin, C. L. (1989). Investigations of absenteeism: Using event history models to study the absence-taking process. Journal of Applied Psychology, 74, 300-316.

Hartel , F., 1994, Performance Management Where Is It Going, in Mitrani. A Dalziel, M. & Fitt, D.eds., Competency Based Human Resource Management, Kogan Page, London.

Herzberg, F., Mausner, B. & Snyderman, B. B. 1959, The Motivation to Work. New York: Wiley.

Hom(1992). Toward an understanding of lenient peer appraisals: A Comparative
examination of theories of rater motivation. Department of Management, Arizona
State University.

Hom, P. W., & Griffeth, R. W. (1995). Employee turnover. Cincinnati, Ohio: Southwestern College Publishing.

Hom, P. W., & Hulin, C. W. (1981). A competitive test of the prediction of reenlistment by several models (Electronic version). Journal of Applied Psychology, 66, (1),
23-39.

Hulin, C. L., M. Roznowski, and D. Hachiya. (1985). Alternative opportunities and
withdrawal decisions: Empirical and theoretical discrepancies and an integration.

Huselid, M. A.1995, The impact of human resources management practices on turnover, productivity and corporate financial performance, Academy of Management Journal, Vol. 38, pp.635-672.

Ivancevich, J.M. & Glueck, W.F. 1989 , Foundation of Personnel-Human Resource
Management, Boston: Homewood , 4thed, pp61.

James C., Yong M. L., Angela H. and David K. (2006), How much do high-performance work practices matter? A meta-analysis of their effects on organizational performance, Personnel Psychology 2006, 59, 501–528

Jeffery, K. S., Charles, M. F. & Rajan, V.1989, Exploring salesperson turnover: A causal model, Journal of Business Research, 18, 307.

Jones, G. R., Wright, P. M.,1992. An economic approach to conceptualizing the utility of human resource management practices, Research in Personnel and Human Resource Management, 10,271-299.

Keaveney, Susan M 1992, An Empirical Investigation of Dysfunctional Organizational Turnover Among Chain and Non-Chain Retail Store Buyers, Journal of Retailing. Greenwich: Summer. Vol. 68, Iss. 2; p. 145.

Kossek, E. E. & Block, R. N. 2000, Managing Human Resources in the 21st Century-From Core Concepts to Strategic Choices. South-Western College Publishing.

Krackhardt, D. M., Mckenna,J., Porter. L.W., &Steers, R.M 1981, Supervisory behavior and employee turnover: A field experiment, Academy of Management Journal,
24,249-259.

Lado, A. & Wilson, R.. 1994. Human Resource Systems and Sustained competitive Advantage: A Competency Based Perspective. Academy of Management Review. 19(4):699-727.

Lawler, E. E. (1992), The Ultimate Advantage: Creating the high-Involvement Organization. San Francisco: Jossey-Bass.

Levine, D. (1995), Reinventing the Workplace: How Business and Employer Can Both Win. Washington, DC: Brookings Institution.

Lewin, D. & Mitchell, D. J. B. (1995). Human resource management: An economic approach . Cincinnati, OH: South-Western College.

Louis, Posner, and Powell, (1983). The availability and helpfulness of socialization
practices. Personnel Psychology.

MacDuffie, J. P. 1995. Human resource bundles and manufacturing performance: Organizational logic and flexible production systems in the world auto industry. Industrial and Labor Relations Review, 48: 197-221.

March, J. G. & Simon, H. A.1958, Organizations, New York: Wiley.

Marchington, M. and Grugulis, I. (2000), Best practice human resource management: perfect opportunity or dangerous illusion?, International Journal of Human Resource Management, Vol. 11, pp. 1104-246.

Marsh, R. M., And Mannari, H.(1977).Organizational Commitment and Turnover: A prediction Study, Administrative Science Quarterly , 22 : 57-75.

Martell K. & Carroll S.J., How strategic is HRM?, Human Resource Management, 34(2), 1995, pp.253-267.

Milkovich,G.T.,& Newman,J.M.,1990, Compensation, Boston: Homewood, IL.

Miller, E. L., Beechler, S., Bhatt, B. & Nath, R.The relationship between the global strategic planning process and the human resource management function, Human Resource Planning,9 (1),pp9-23, 1986.

Mobley, W. H.1977, Intermediate linkages in the relationship between job satisfaction and employee turnover, Journal of Applied Psychology, Vol. 67,pp.53. 59.

Mobley, W. H., Horner, S. O., & Hollingsworth, A.T., 1978. An evaluation of precursors of hospital employee turnover. Journal of Applied Psychology, 63(4), p 410

Mobley, W. H. (1982). Employee Turnover: Causes, Consequences, and Control.
Mobley, W. H., Griffeth, R. W., Hand, H. H. and Meglino, B. M.1979, Review and
conceptual analysis of the employee turnover process, Psychological Bulletin,
Vol. 86, pp. 493-522.

Motowidlo, S. J.,& Van Soctter, J.R.(1994).Evidence that task performance should be Distinguished from contextual performance, Journal of Applied Psychology, Vol.79, pp.475-480.
Mowday, R., Porter, L.W., & Stone, E.F.1978, Employee characteristic as predictors of turnover among female clerical employees in two organizations, Journal of
Vocation;Behavior,112,321-332.
Mowday, Porter, and Steers,(1982). Employee- Organization Linkages. New York:
Academic Press.

Muchinsky, P. M., & Morrow, P. C. 1980, A multidimensional model of voluntary employee turnover, Journal of Vocational Behavior, Vol. 17, pp. 263-290.

Nowday, R.T., Stone, E. F., & Porter, L.W.1979, The interaction of personality and job scope in predicting turnover, Journal of Vocational Behavior, 15,78-89.

Pfeffer, J. 1994. Competitive Advantage Through People, Boston, Mass: Harvard business School Press.

Pfeffer, J. 1998. The Human Equation: Building Profits by Putting People first. Boston: Harvard Business School Press.

Price, J. L.1977, The study of turnover, Ames, LA.:The Iowa State University Press.

Price, J. L., and Mueller, C.W. [1981], A causal of turnover of nurse, Academy of
Management Journal, Vol. 24, No.3, pp.547.

Schuler, R. & Jackson, S. 1987. Linking competitive strategies and human resource management practices. Academy of Management Executive, 1(3): 207-219.

Rosse, J. G.,(1988). Relations among lateness, absence and turnover: Is there a
progression of withdrawal? Human Relations, 41:517-31.

Rhodes, S. R., and R. M. Steers. (1990). Managing Employee Absenteeism. Reading,
Mass.: Addison—Wesley.

Reichheld , (1993).Loyalty-based management. Harvard Business Review.
Rumberger, R. 1987. The Impact of Surplus Schooling on Productivity and Earnings. Journal of Human Resources 22: 24-50.

Sanz-Valle, R., Sabater-Sanchez, R. & Aragon-Sanchez, A. (1999), Human resource management and business strategy links: An empirical study. The International Journal of Human Resource Management, vol.10, no.4, pp.655-671.

Schlesinger, L. A., and J. L. Heskett(1991). The service-driven service company.
Harvard Business Review.

Schneider, B., Bowen, D.E. (1992), Personnel/Human Resources Management in the Service Sector, in Rowland, K.R., Ferris, G.R. (Eds),Research in Personnel and Human Resources Management, JAI Press, Greenwich, CT, .

Schuler, R.S. & MacMillan. 1984. Gaining competitive advantage through human resource management practices. Human Resource Management. 23(2):241-255.

Shaw, J. D., Delery, J. E., Jenkins, G. D., and Gupta, N.(1998), An organization-level Analysis of Voluntary and Involuntary Turnover, Academy of Management Journal, Vol.41, pp.511-525.

Sheridan, J, E. (1992). Organizational culture and employee retention. Academy of
Management Journal, 35:1036—56.

Staw,B.M.,& Oldam, R.R. 1978,Reconsidering out dependent variables: A critique and empirical study, Academy of Management Journal.,21,539-559.

Staw, B. M.(1980). The consequences of turnover. Journal of Occupational Behavior.

Steers RM. Problems in Measurement of Organizational Effectiveness, Administrative Science Quarterly, 1975, 20, 549.

Strauss G.﹐and L. R. Sayles(1980),Personnel:The Human Problems of Management﹐Prentice-Hall﹐Inc.﹐Englewood Cliffs﹐NJ.

Thurow, L.C.(1992). Head to Head: Coming economic battles.

Turbin and Rosse,(1990).Staffing issues in the high technology industry. In
Organizational Issues in High Technology Management.

Ulrich, Halbrook, Meder, Stuchlik, and Thorpe(1991). Employee and customer
attachment: Synergies for competitive advantage. Human Resource Planning.

Venkatraman, N. , Ramanujam, V. (1986). Measurement of business performance on
Strategy.

Wright, P. M. & Mc Mahan, G. C. 1992. Theoretical Perspectives for Strategic Human Resource Management. Journal of Management, 18(2): 295-320.

Wright, P. M. & Snell, S. A. 1998. Toward a unifying framework for exploring fit and flexibility in strategic human resource management. Academy of Management Review, 23(4): 756-772.

Youndt, M.A. S.A Snell, J.W. Dean Jr., and D. P. Lepak (1996), Human Resource Management, Manufacturing Strategy and Firm Performance, Academy of
Management Journal, Vol. 39, No. 4, pp 836-866.

Youndt, M.A. & Snell, S.A., 1998. Human resource management, intellectual capital, and organizational performance. Annual Conference of the Academy of Management, San Diego, CA.

Zeynep Y. Yalabik, Shyh-Jer Chen, John Lawler & Kwanghyun Kim, 2008, High-Performance Work System and Organizational Turnover in East and Southeast
Asian Countries, Industrial Relations: A Journal of Economy and Society, Vol. 47, Issue 1, pp. 145-152, January 2008.
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top
系統版面圖檔 系統版面圖檔