跳到主要內容

臺灣博碩士論文加值系統

(44.201.94.236) 您好!臺灣時間:2023/03/24 23:06
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

: 
twitterline
研究生:張地利
研究生(外文):Di-Li Zhang
論文名稱:人力資源管理措施對幸福感與離職意圖之相關研究
論文名稱(外文):The Relationships of Human Resource Practice, Well-Being and Turnover Intention
指導教授:莊智薰莊智薰引用關係
指導教授(外文):Chih-Hsun Chuang
口試委員:王瑜琳王精文
口試委員(外文):Wang, Yu LinChing-Wen Wang
口試日期:2015-06-08
學位類別:碩士
校院名稱:國立中興大學
系所名稱:高階經理人碩士在職專班
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:2015
畢業學年度:103
語文別:中文
論文頁數:39
中文關鍵詞:人力資源管理措施幸福感離職意圖
外文關鍵詞:human resource practicewell-beingturnover intention
相關次數:
  • 被引用被引用:2
  • 點閱點閱:390
  • 評分評分:
  • 下載下載:88
  • 收藏至我的研究室書目清單書目收藏:1
近年來,在國際化成長及產業競爭下,許多企業為了要強化其本身的競爭優勢,除了重視產品品質外,對於高品質的人才也越來越看重,以至於現在企業對人力管理更加錯縱複雜,而人力資源在現代已成為知識經濟時代企業經營的核心,當企業人力資源管理措施運用得宜時,能激勵員工對公司之貢獻。近期許多企業為留住優秀人才,無論是追求幸福企業或是注重員工幸福,都開始重視幸福感所帶來的效益。而大部分企業冀望快速改善營運績效,但又擔憂在改善的過程中造成人才流失。因此本研究希望瞭解透過人力資源管理措施、幸福感與離職意圖關係,強化人力資源管理措施,為打造幸福企業為努力方向。

本研究以某醫療器材廠商之個案公司為研究對象,探討人力資源管理措施對幸福感及離職意圖之影響。人力資源管理措施探討內容包含工作特性、訓練發展、績效評估、薪資報酬及員工關係。以人力資源管理措施為自變項,離職意圖及幸福感為依變項,進行全公司的閱卷調查。研究結果發現,人力資源管理措施與離職意圖及幸福感沒有顯著關係;進一步以個別訪談了解員工想法,以作為公司改善措施的方向。訪談內容及問卷結果做為公司人資制度的參考依據,降低員工離職率,並進一步提高員工的幸福感。


In recent years, human resource has been valued as the core of business operations in this knowledge-based economy age to increase the advantages of companies against their competitors at the ever-unpredictable international marketplace besides product quality. A proper strategy towards human resource may lower down the risk of brain drain and encourage employees to share their better performance with companies. Therefore, the happiness of the employee and enterprise, for example, is more considerable as a sign to business evaluations. This study intends to reveal an indication for companies seeking ways to improve their own operating performance and decrease the outflow of talent by clarifying the connections among human resource practice, personal turnover intention and the satisfaction to workplace.

The present survey takes a medical device company as the object of study and comprises job characteristics, T & D (training & development), performance evaluations, wages, and staff relations as the factors to decide the influence of the human resource practice on turnover intention. A questionnaire survey to the staffs of the company is the study method with its human resource practice as the independent variable and the turnover intention and staff happiness as dependent variables. The data shows that the human resource practice has less influence on turnover intention and staff happiness than presumed. Interviews with each staff will be taken to improve the said practice and decrease the turnover rate.


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
第二章 文獻探討 3
第一節 人力資源管理措施 3
第二節 離職意圖 6
第三節 幸福感 9
第三章 研究方法 12
第一節 個案公司背景 12
第二節 研究架構與假說 13
第三節 問卷研究對象 14
第四節 研究工具與變項操作性定義 14
第五節 資料分析方法 16
第四章 研究結果 17
第一節 樣本結構與研究變數分析 17
第二節 樣本基本資料對研究變項之差異分析 20
第三節 研究變項之相關分析 23
第四節 訪談對象及問題 27
第五節 訪談內容整理 28
第五章 結論與建議 32
第一節 研究結論 32
第二節 實務建議 33
第三節 研究限制 34
參考文獻 35
一、中文部分 35
二、英文部分 36
附錄 38



一、中文部分
陸洛。(1998)。中國人幸福感之內涵、測量及相關因素探討。國家科學委員會研究彙刊:人文及 社會科學,8 卷,115-137。
呂家美。(2006)。美髮服務員工知覺 HR 措施對工作績效、職場傾向之影響~探討員工技能與組織承諾的中介效果。中山大學人力資源管理所碩士在職專班。
高思謙譯。(2006)。Aristotle著。尼各馬科倫理學、台北市: 台灣商務。
黃同圳。(1988)。人管理策略化程度與組織績效關係探討,輔仁管理評論,5(1),1-18。
黃家齊。(2002)。 人力資源管理活動認知與員工態度、績效之關聯性差異分析-心理契約與社會交換觀點。 管理評論,21(4),101-127。
謝孟蓉。(2012)。高績效人力資源實務、員工幸福感及員工能度與行為、之關係。國立中山大學人力資源管理研究所碩士論文。
余幸蓉。(1997)。 離職相關因素之探討。恩與言, 15(2), 121-130。
張火燦。(1996)。策略性人力資源管理。台北: 揚智文化公司。
張火燦。(1998)。策略性人力資源管理。台北: 揚智。
張瀞方。(2009)。高績效工作系統、智慧資本與組織績效 關係之探討。國立中央大學人力資源管理研究所碩士論文。
鍾娉華。(2006)。人力資源管理措施之絕對員工工作績效之影響-工作投入及組織承諾之 中介效果分析。 國立中央大學人力資源管理研究所碩士論文。







二、英文部分
Belcourt, M., Sherman, A. W., Bohlander, G. W., & Snell, S. A. (1996). Managing human resources. Scarborough: Nelson.
Boxall, P., & Macky, K., (1999). Research and theory on high performance work systems: Progressing the high-involvement stream. Human Resource Management Journal, Vol. 19, No. 1, , 3–23.
Carruthers, C., & Hood, C. (2004). The power of the positive: Leisure and well-being. Therapeutic Recreation Journal: Special Issue on Health and Health Promotion, 38, 225-245.
Christopher, J. (1999). Situating psychologycal well-being: Exploring the cultural roots of its theory and research. Journal of Councelling & Development, 77, 141-152.
Collins, C. J., & Smith, K. G. (2006). Knowledge exchange and combination: The role of human resource practices in the performance of high-technology firms. Academy of Management Journal, 49, 544-560.
Combs, C., Yongmei, L., Hall, A., & Ketchen, D. (2006). How much do high-performance work practices matter? A metaanalysis of their effects on organizational performance. Personnel Psychology: A Journal of Applied Research, Vol. 59, 501–28.
DeCenso, D. A., & Robbins, S. P. (1994). Human resource management concepts & practices (4th ed.). New York: John Wiley & Sons.
Delery, J. E., & Doty, H. D. (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. Englewood Cliffs, NJ: Prentice-Hall.
Diener, E. (1984). Subjective well-being. Psychologycal Bulletin, 93, 542-575.
Dunbar, R. I. M. (1993). Coevolution of neocortical size, group size and language in humans. Behavioral and Brain Sciences 16 (4), 681-735.
Emmons, R. A. (1989). The personal striving approach to personality. in L. A. Pervin (Ed.), Goal Concepts in personality and social psychology, 87-126. Hillsdale, NJ: Erlbaum.
Evans, W. R., & Davis, W. D. (2005). High-performance work systems and organizational performance: The mediating role of internal social structure. Journal of Management, 31, 758-775.
Flood, P.C., Guthrie, J., Liu, W., O’Regan, C., Armstrong, C., MacCurtain, S., & Mkamwa, T. (2008). Partnership, high performance work systems and organizational effectiveness. The Learning, Innovation And Knowledge (LINK) Research Centre Working Paper Series, WP 02-08. Retrieved from http://www.link.dcu.ie
Hackman, J. R., Oldham, G. R. (1975). Development of the job diagnostic survey. Journal of Applied Psychology, 60, 159- 170.
Hills, P., & Argyle, M. (2002). The Oxford Happiness Questionnaire: a compact scale for the measurement of psychological well-being. Personality and Individual Differences, 33, 1073–1082.
Keyes, C. L. M., Shmotkin, D., & Ryff, C. D. (2002). Optimizing well-being: The empirical encounter of two traditions. Journal of Personality and Social Psychology, 82, 1007–1022.
Khandekar, A., & Sharma, A. (2005). Organizational learning in Indian organizations: a strategic HRM perspective. Journal of Small Business and Enterprise Development, Vol. 12 Iss: 2, 211 - 226.
Lee, T. W., & Maurer, S. D. (1997). The retention of knowledge workers with the unfolding model of voluntary turnover. Human Resource Management Review, 7, 247–275.
McCrae, R., & Costa, P. T. (1991). Adding Liebe und Arbeit: The full five-factor model and well-being. Personality and Social Psychology Bulletin, 17(2), 227–232.
Mobley, W. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62, 237-240.
Mobley, W. H. (1978). An evaluation of precursors of hospital employee turnover. Journal of Applied Psychology, 63(4), 408-414.
Ryff, C. D. (1989). Happiness is everything, or is it? Explorations on the meaning of psychological well-being. Journal of Personality and Social Psychology, 57, 1069–1081.
Schuler, R. S., & Jackson, S. E. (1987). Linking competitive strategies with human resource management practices. Academy of Management Executive, 1(3), 207-219.
Wanous, J. P. (1979). Job survival of new employee. Personnel psychology, 32(4), 651-662.
Youndt, M. A., & Snell, S. A. (2004). Human resource configurations, intellectual capital, and organizational performance. Journal of Managerial Issues, Vol. 16(37), 337-360.


QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top