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研究生:游千慧
研究生(外文):Chien-hui Yu
論文名稱:工作家庭人力資源實務與工作績效、離職傾向的關係:以組織公民行為為中介變項
論文名稱(外文):A Study of Relationship Between Work-Family Human Resource Practice and Performance、Turnover:The Mediating Effect of Organization Citizenship Behaviors
指導教授:劉敏熙劉敏熙引用關係
指導教授(外文):Min-Shi Liu
學位類別:碩士
校院名稱:東吳大學
系所名稱:企業管理學系
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:2011
畢業學年度:99
語文別:中文
論文頁數:82
中文關鍵詞:工作家庭人力資源實務組織公民行為工作績效離職傾向
外文關鍵詞:Work-Family Human Resource PracticeOrganization Citizenship BehaviorsPerformanceTurnover
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隨著時代的變遷,產業和教育水準的提高,女性開始進入職場工作,傳統家庭結構被改變,因此不管是男性或女性都面臨到了工作和家庭所產生的衝突,越來越多的組織開始實施所謂的友善職場和友善家庭的政策,認為兩者的平衡對員工與公司來說是有益處的,特別是員工的工作績效與離職傾向上面可以有所改善,並基於社會交換理論,當員工感知到組織所給予的支持時,會以某種方式報答組織,本研究稱為這樣自動自發的行為稱為組織公民行為。本研究將以工作家庭人力資源為出發點、了解是否可以產生較高之組織公民行為,並透過組織公民行為了解其對工作績效、離職傾向之間的影響。
本研究使用問卷調查法,調查台灣地區百大金融業,並使用迴歸去探討之間的關聯性,主要研究結果發現:一、工作家庭人力資源實務會正向影響組織公民行為。二、組織公民行為會正向影響工作績效。三、組織公民行為會負向影響離職傾向。四、工作家庭人力資源實務會透過組織公民行為影響工作績效。五、工作家庭人力資源實務不會透過組織公民行為影響離職傾向。
More and more firms pay attention to family life except work, they believe that family life and work’s balance have benefit. Employees think that they will pay back when get a reward according to social exchange theory, this is called organization citizenship behaviors. Our research will discuss a study of relationship between work-family human resource practice, organization citizenship behaviors, job performance and turnover. Therefore, this study start from work-family human resource practice, trying to understand if work-family human resource practice can help to develop better organization citizenship behaviors, and if better organization citizenship behaviors can lead to improve job performance and turnover.
We use questionnaire survey to be our research method, and discuss the relationship between each other by regression analysis. The results revealed that work-family human resource practice is positively associated with organization citizenship behaviors, and organization citizenship behaviors is positively associated with job performance and negatively associated with turnover. In addition, organization citizenship behaviors have mediating effect among work-family human resource practice and job performance.But organization citizenship behaviors have no mediating effect among work-family human resource practice and turnover.
第一章、 前言 1
1.1 研究背景與動機 1
1.2 研究目的 4
1.3 研究流程 5
第二章、 文獻探討 6
2.1 工作家庭人力資源實務 6
2.2 組織公民行為 16
2.3 工作績效 19
2.4 離職傾向 22
2.5 工作家庭人力資源實務與組織公民行為的關係 26
2.6 組織公民行為與工作績效的關係 27
2.7 組織公民行為與離職傾向的關係 28
2.8 工作家庭人力資源實務、組織公民行為與績效的關係 29
2.9 工作家庭人力資源實務、組織公民行為與離職傾向的關係 30
第三章、 研究方法 32
3.1 研究架構 32
3.2 研究設計 33
3.3 研究分析方法 38
3.4 樣本資料來源 39
第四章、 研究結果 40
4.1 樣本特性分析 40
4.2 問卷信效度分析 46
4.3 相關分析 51
4.4 迴歸分析與驗證假設檢定 53
第五章、 結論與建議 65
5.1 研究結論 65
5.2 管理意涵 69
5.3 研究限制與建議 70
第六章、 參考文獻 71
附錄 員工問卷 80
附錄 主管問卷 82
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