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研究生:李彰耘
研究生(外文):Chung-Yun Li
論文名稱:員工人力資源管理措施知覺對個人態度之影響研究-以個人組織配適、需要供給配適與需求能力配適為中介變數
論文名稱(外文):A Study of the Impact of Human Resource Management Practices Perception on Employee’s Attitude-Mediated by Person-Organization Fit, Needs-Supplies Fit andDemands-Abilities Fit
指導教授:林金賢林金賢引用關係
指導教授(外文):Chin-Shien Lin
學位類別:碩士
校院名稱:國立中興大學
系所名稱:企業管理學系所
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2009
畢業學年度:97
語文別:中文
論文頁數:63
中文關鍵詞:人力資源管理措施個人組織配適需要供給配適需求能力配適組織承諾工作滿意度
外文關鍵詞:human resource management practiceperson-organization fitneeds-supplies fitdemands–abilities fitorganization commitmentjob satisfaction
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本研究主要探討員工知覺個人在人力資源管理措施(Human Resource Management Practices)、個人組織配適(Person-Organization Fit)、需要供給配適(Needs-Supplies Fit)、需求能力(Demands-Abilities Fit)配適、組織承諾(Organization commitment)與工作滿意度(Job satisfaction)間的關係。其研究對象為中部私立醫院與中小企業員工為主,採用問卷調查法,本問卷施測樣本共582位業界人士,問卷回收有效樣本為459份,有效回收率78.87 %。其研究結果有以下:
首先,研究結果發現員工在知覺人力資源管理措施對於個人組織配適與個人工作配適有正向的影響;個人組織配適、需要供給配適與需求能力配適對於組織承諾與工作滿意度有正向的影響。
最後,在人力資源管理措施知覺與組織承諾的中介效果檢定發現個人組織配適、需要供給配適與需求能力配適有部分中介效果;人力資源管理措施與工作滿意度的中介效果檢定發現個人組織配適、需要供給配適與需求能力配適有部分中介效果。本研究將在後續針對所獲取的的實證結果加以分析討論,並提供給學術界與實務界意見作為參考用途。
The main purpose of this study is to discuss about the relationship among bundle of human resource management practices, person-organization fit, needs-supplies fit, demands–abilities fit, organization commitment and job satisfaction. In 582 participants, we collected 459 valid questionnaires completed by employee from hospitals and corporate in middle area of Taiwan, resulting a return rate of 78.87%.
Data were analyzed via hierarchical regression and the results are as following: First, we found that the human source management practices has positive effect on person-organization fit, needs-supplies fit and demands-abilities fit. Besides, person-organization fit, needs-supplies fit and demands abilities fit all have positive effects on both organization commitment and job satisfaction.
Second, we also found the mediation effect in person-organization fit, needs-supplies fit and demands-supplies fit between the human resource management practice and organization commitment, meanwhile, we also found the mediation effect of person-organization fit, needs-supplies fit and demands-supplies fit between the human resource management system and job satisfaction.
At the end, we provided the discussion and conclusion. Theoretical and managerial implications were stated and followed by the suggestions for the future study.
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 2
第三節 論文結構 3
第二章 文獻探討 4
第一節 人力資源管理 4
第二節 人力資源管理措施 7
第三節 個人與環境配適 8
第四節 人資管理措施、個人組織、個人工作配適的關係 10
第五節 組織承諾與工作滿意度 13
第三章 研究方法 17
第一節 研究架構 17
第二節 研究對象與研究工具 17
第三節 變數測量 18
第四節 統計方法分析 20
第四章 結果與分析 22
第一節 敘述性統計分析 22
第二節 各研究構面之相關分析 25
第三節 人資管理措施、個人組織、個人工作配適、組織承諾與工 作滿意度之關係檢定 26
第四節 中介效果檢定 32
第五章 結論與建議 40
第一節 研究結論 41
第二節 管理實務意涵與學術貢獻 45
第三節 研究限制與未來研究建議 47
參考文獻49
中文文獻 49
英文文獻 50
附錄一 問卷 59
附錄二 共線性檢定(以組織承諾為依變數)62
共線性檢定(以工作滿意度為依變數)63
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