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研究生:陳思穎
研究生(外文):Szu-Ying Chen
論文名稱:人力資源管理、情感性承諾、知識分享與創新之實證研究-以台灣金融業為例
論文名稱(外文):THE EMPIRICAL STUTY OF HUMAN RESOURCE MANAGEMENT PRACTICES, AFFECTIVE COMMITMENT, KNOWLEDGE SHARING AND INNOVATION-AN EXAMPLE OF TAIWAN'S FINANCIAL INDUSTRY
指導教授:吳啟絹吳啟絹引用關係
指導教授(外文):Chi-Chuan Wu
口試委員:吳啟絹
口試委員(外文):Chi-Chuan Wu
口試日期:2015-06-17
學位類別:碩士
校院名稱:大同大學
系所名稱:事業經營學系(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:2015
畢業學年度:103
論文頁數:206
中文關鍵詞:情感承諾知識分享創新人力資源管理實務
外文關鍵詞:innovationaffective commitmentknowledge sharinghuman resource management practices
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隨著時代的變遷,全球化的來臨讓企業的競爭者日以遽增,Dessler (1994) 相信人力資源是企業最關鍵的功能之一,並且在將來企業發展中會更加重要,許多學者也提出創新是企業永續生存的關鍵 (Ancona and Caldwell, 1987; Oldham and Cummings, 1996),因此人力資源管理和創新在企業中以顯得越來越不可或缺。人力資源管理實務在企業中,可以說是代表著一種強大的競爭力,企業也能夠透過人力資源管理實務來讓員工對其所在的企業產生特殊情感,或藉由人力資源管理實務來刺激員工,讓他更願意去分享所擁有的知識,進而產生創新的可能性。
管理大師Peter F. Drucker (1993) 曾提出「這世界越來越不是勞力密集、原料密集、能源密集,而是越來越知識密集。」在這個知識密集的世代,知識在競爭激烈的商業環境中,象徵著企業的競爭力,透過知識分享及移轉的過程中,來讓員工吸收資訊及知識,已強化組織的競爭力。然而,過去的研究顯少將人力資源管理實務與情感性承諾、知識分享與創新做連結以進行研究。因此,本研究以人力資源管理實務為自變數,旨在探討其對於知識分享、情感性承諾及創新之影響,然後因考慮到知識分享及情感性承諾為一種組織內成員的行為,故而又進一步此做為中介變數,以求了解情感性承諾和知識分享在人力資源管理實務與創新之間是否具有中介效果。
本研究以金融業為調查對象,總共發放問卷 320 份。而後,本研究運用結構方程模式(structural equation modeling,SEM)來進行資料分析及驗證。結果發現,人力資源管理實務對知識分享、情感性承諾以及創新皆有顯著之正向影響,其中,情感性承諾對知識分享也有顯著之正向影響,不過,知識分享對創新則無顯著影響,因此人力資源管理實務並不會透過情感承諾及知識分享作為中介對創新產生影響。文末並提供研究建議與管理意涵,提供學術界和實務界之參考。
With the time passing, the coming of the globalization makes the competitors to enterprises increase rigorously. Dessler (1994) believed that human resource is one of the most critical functions for enterprises and would become more and more important with the development of corporates. Many scholars (Ancona and Caldwell, 1987; Oldman and Cummings, 1996) also proposed the idea that innovation is the key to sustainable survival for corporates. Therefore, human resource management and innovation are more and more dispensable for companies. In enterprises, human resource management practices represent a powerful competitiveness. Besides, through human resource management practices, companies could create employees’ belongingness or stimulate employees’ willingness to share their own knowledge. In this way, the possibility of innovation would increase.
Peter F. Drucker (1993) has proposed that “The world is not becoming labor intensive, not materials intensive, not energy intensive, but knowledge intensive.” In the knowledge-intensive generation and under the business environment of intensive competition, knowledge represents the competiveness of a company. Through the process of knowledge sharing and transition, employee could absorb information and knowledge to improve the competence of an organization. However, the researches in the past put little emphasis on the associations among human resource management, affective commitment, knowledge sharing and innovation. Thus, in this research, human resource management practice is independent variable to probe the associations between knowledge sharing, affective commitment and innovation. Further, considering that the two factors, knowledge sharing and affective commitment, are the behavior of the member in an organization, we assigned these two factors as mediators to investigate whether affective commitment and knowledge sharing have the mediating effect on human resource management practice and innovation.
In this research, financial industry was the investigated object. Total 320 questionnaires were issued. Then, structural equation modeling (SEM) was utilized to proceed data analysis and verification. The results showed that human resource management practices significantly had positive influence on knowledge sharing, affective commitment and innovation. Meanwhile, affective commitment also positively influence on knowledge sharing. But knowledge sharing was uncorrelated with innovation. Hence, human resource management practices would not create new affects through the mediators, affective commitment and knowledge sharing. In the end of the study, the research suggestions and management meaning were provided as a reference for academic and practice field.
摘要 i
誌謝辭 iii
目錄 iv
表目錄 vi
圖目錄 viii
第壹章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究流程 4
第貳章 文獻探討 5
第一節 人力資源管理實務 5
第二節 知識分享 14
第三節 情感承諾 18
第四節 創新 23
第參章 研究方法 29
第一節 研究架構 29
第二節 研究假設 30
第三節 操作性定義與測量工具 34
第四節 統計資料分析方法 36
第五節 前測與信度分析 38
第肆章 資料分析 41
第一節 樣本資料 41
第二節 測量模式分析 46
第三節 收斂效度 49
第四節 區別效度 51
第五節 結構方程模式分析 52
第伍章 結論與建議 56
第一節 研究結論 56
第二節 管理意涵與建議 58
第三節 研究限制 60
第四節 未來研究 60
參考文獻 62
附錄 本研究問卷 82
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