臺灣博碩士論文加值系統

工作敬業 (job engagement) 是決定員工工作表現良莠的關鍵因素，因此如何提升員工的工作敬業一直都是一項相當重要的管理課題。隨著台灣服務業走向規模化發展，連鎖商店店長成了企業優勝劣敗的關鍵人物。然而過往卻甚少有相關研究是針對店長族群來進行探討，所以本研究選擇以店長工作敬業為主軸，並且聚焦於店長的直屬主管僕人領導及店長對於人力資源管理系統的認知兩項因素，來探討與店長工作敬業之關係，並進一步探討人力資源管理對於僕人領導與工作敬業關係中的調節作用，希望能更深入了解僕人領導及人力資源管理系統對於店長工作敬業之影響。
本研究以台灣某連鎖服務業店長為研究對象，採用問卷方式蒐集資料，本研究之有效樣本共計242份。研究實證結果顯示，直屬主管的僕人領導與店長對人力資源管理系統的認知對於提升店長的工作敬業皆具正向影響。所以為了促進店長的工作敬業，直屬主管的僕人領導與人力資源管理系統認知皆有其重要性，而且兩者具有相加的效果。

Job engagement is a key factor that determines employees’ job performance. Therefore, how to increase employees’ job engagement has been an important issue. With Taiwan service industry being extensive, chain store managers become the key success factor. However, few researches were relevant to managers. Thus, this study targets on managers’ job engagement and focuses on two factors – servant leadership of managers’ superiors and managers’ cognition of human resource management in order to study the relationship between managers’ job engagement and the two factors mentioned above. In addition, to study how human resource management operates between servant leadership and job engagement. Furthermore, to deeply realize the influence of servant leadership and human resource management on managers’ job engagement.
The sample of this study consisted of chain store managers of a service industry company. A questionnaire survey was conducted and a total number of 242 valid samples were collected. The result indicates that the two factors mentioned above have positive influence on managers’ job engagement and show an additive effect in combination.

第一章　緒論 1
第一節　研究動機 1
第二節　研究目的 3
第二章　文獻探討與研究假設 4
第一節　工作敬業 4
第二節　直屬主管僕人領導與工作敬業之關係 6
第三節　人力資源管理系統與工作敬業之關係 11
第四節　人力資源管理系統對於僕人領導與工作敬業關係之調節作用 13
第五節　研究架構 15
第三章　研究方法 16
第一節　研究資料蒐集程序樣本 16
第二節　變數衡量 17
第三節　分析方法 21
第四章　研究結果 23
第一節　驗證式因素分析 23
第二節　相關分析 25
第三節　階層多元迴歸分析 26
第五章　討論與建議 28
第一節　研究發現 28
第二節　理論意涵 28
第三節　管理意涵 29
第四節　研究限制 34
參考文獻 35

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