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研究生:傅姍娜
研究生(外文):ZuzanaFolprechtova
論文名稱:The Influence of HRM Practices on Temporary Employees’ Outcome in the Czech Republic Moderated by LMX, TMX and POS
論文名稱(外文):The Influence of HRM Practices on Temporary Employees’ Outcome in the Czech Republic Moderated by LMX, TMX and POS
指導教授:史習安史習安引用關係
指導教授(外文):Hsi-An Shih
學位類別:碩士
校院名稱:國立成功大學
系所名稱:國際經營管理研究所碩士班
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:2012
畢業學年度:100
語文別:英文
論文頁數:93
外文關鍵詞:Non-standard work contractsTemporary workLeader-member exchange (LMX)Team-member exchange (TMX)Perceived organizational support (POS)
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This thesis examines the relationship between inducements and investments HRM practices, expectation enhancing HRM practices and employees’ outcome. It puts the spotlight on a broad spectrum of temporary workers in the Czech Republic classified by tenure, volition, education and age; in order to justify their interest in increased employability, rather than job security provided by a permanent job. The results of hierarchical multiple regression analysis suggest that job satisfaction increases with increased HRM practices and present insights about further influence of Leader-member exchange (LMX), Team-member exchange (TMX) and Perceived organizational support (POS); suggesting that these constructs will not moderate the relationship between the prediction and the criterion variable.
ABSTRACT I
ACKNOWLEGEMENTS II
TABLE OF CONTENTS III
LIST OF TABLES VIII
LIST OF FIGURES X
CHAPTER ONE INTRODUCTION 1
1.1 Research Background. 1
1.2 Research Motivation. 3
1.3 Research Purpose, Objectives, and Scope of the Study. 6
1.4 Research Structures and Procedures. 7
CHAPTER TWO LITERATURE REVIEW 8
2.1 Definitions of Relevant Constructs. 8
2.1.1 Inducements and Investments HRM Practices. 8
2.1.2 Expectation Enhancing HRM Practices. 13
2.1.3 Temporary Employees’ Outcome. 15
2.1.4 Leader-Member Exchange (LMX.) 19
2.1.5 Team-Member Exchange (TMX). 21
2.1.6 Perceived Organizational Support (POS). 22
2.2 Hypothesis Development. 24
2.2.1 The Relationship between Inducements and Investments HRM Practices and Temporary Employees’ Outcome. 24
2.2.2 LMX as a Moderating Variable of the Relationship between Inducements and Investments HRM Practices and Temporary Employees’ Outcome. 26
2.2.3 TMX as a Moderating Variable of the Relationship between Inducements and Investments HRM Practices and Temporary Employees’ Outcome. 28
2.2.4 POS as a Moderating Variable of the Relationship between Inducements and Investments HRM Practices and Temporary Employees’ Outcome. 29
2.2.5 The Relationship between Expectation Enhancing HRM Practices and Temporary Employees’ Outcome. 30
2.2.6 LMX as a Moderating Variable of the Relationship between Expectation Enhancing HRM Practices and Temporary Employees’ Outcome. 31
2.2.7 TMX as a Moderating Variable of the Relationship between Expectation Enhancing HRM Practices and Temporary Employees’ Outcome. 32
2.2.8 POS as a Moderating Variable of the Relationship between Expectation Enhancing HRM Practices and Temporary Employees’ Outcome. 33
CHAPTER THREE RESEARCH DESIGN AND METHODOLOGY 34
3.1 Conceptual Model. 34
3.2 Construct Measurement. 34
3.2.1 Training. 35
3.2.2 Pay Level. 35
3.2.3 Employability. 35
3.2.4 Procedural Justice. 36
3.2.5 Pay-for-Performance. 36
3.2.6 Employee Monitoring. 36
3.2.7 Formal Performance Appraisal. 37
3.2.8 Job Satisfaction. 37
3.2.9 Mental and Psychical Health. 37
3.2.10 Individual Performance. 38
3.2.11 Leader-Member Exchange (LMX). 38
3.2.12 Team-Member Exchange. 38
3.2.13 Perceived Organizational Support. 38
3.2.14 Control Variables. 38
3.3 Hypothesis that were Tested. 39
3.4 Questionnaire Design. 40
3.5 Sampling Plan. 40
3.6 Data Analysis Procedures. 42
CHAPTER FOUR RESEARCH RESULTS 43
4.1 Descriptive Analysis. 43
4.1.1 Sample and Data Collection. 43
4.1.2 Characteristics of Respondents. 44
4.1.3. Descriptive Statistics and Correlation for All Variables. 45
4.2 Factor Analysis and Reliability Test. 48
4.3 Hierarchical Multiple Regression Analysis. 50
4.3.1 The Positive Relationship between Inducements and Investments HRM Practices and Temporary Employees’ Outcome. 51
4.3.2 The Moderating Effect of LMX on the Relationship between Inducements and Investments HRM Practices and Employees Outcome. 52
4.3.3 The Moderating Effect of POS on the Relationship between Inducements and Investments HRM Practices and Employees’ Outcome. 55
4.3.4 The Moderating Effect of TMX on the Relationship between Inducements and Investments HRM Practices and Employees’ Outcome. 55
4.3.5 The Positive Relationship between Expectation Enhancing HRM Practices and Temporary Employees’ Outcome. 58
4.3.6 The Moderating Effect of LMX on the Relationship between Expectation Enhancing HRM Practices and Employees’ Outcome. 58
4.3.7 The Moderating Effect of POS on the Relationship between Expectation Enhancing HRM Practices and Employees’ Outcome. 61
4.3.8 The Moderating Effect of TMX on the Relationship between Expectation Enhancing HRM Practices and Employees’ Outcome. 61
CHAPTER FIVE CONCLUSIONS AND SUGGESTIONS 64
5.1. Research Conclusions and Discussion. 64
5.2 Research Contributions. 67
5.3 Limitations and Future Research Directions. 69
REFERENCES 72
APPENDICES 82
Appendix 1: English Questionnaire Regarding Temporary Employment in the Czech Republic 82
Appendix 2: Czech Questionnaire Regarding Temporary Employment in the Czech Republic 88



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