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研究生:施郁綺
研究生(外文):Shih, Yu-Chi
論文名稱:高績效工作系統與個人績效之關係-以關心員工的組織氣候與工作投入為中介變數
論文名稱(外文):The Relationship Between High Performance Work System and Individual Performance, Taking Concern for Worker Climate and Job Engagement as Mediators
指導教授:史習安史習安引用關係
指導教授(外文):Shih, Hsi-An
口試委員:簡俊成顏郁芳劉玉雯
口試委員(外文):Jun-Cheng ChienYu-Fang YenYu-Wen Liu
口試日期:2017-07-13
學位類別:碩士
校院名稱:國立成功大學
系所名稱:國際企業研究所
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:2017
畢業學年度:105
語文別:中文
論文頁數:70
中文關鍵詞:高績效工作系統關心員工的組織氣候工作投入個人績效助人行為
外文關鍵詞:High Performance Work SystemConcern for Worker ClimateJob EngagementIndividual PerformanceHelping Behavior
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隨著企業的發展,組織內外部的管理都成為管理階層必須同時兼顧的課題,尤其能輔助企業達成其目標的人力資源措施,已逐漸晉升為組織規劃中的一大重點。這樣的制度成功與否的關鍵便在於,員工是否理解組織規劃的用意以及組織是否藉此傳達其協助以及關心。因此,本研究試圖探討「高績效工作系統」與員工「個人績效」之間的關係,是否藉由關心員工的組織氣候以及工作投入等因素造成影響,並進一步探討這兩項因素之中介效果。
本研究問卷分為A、B兩式問卷,總共發放了54組問卷,最後有效樣本有44組共167筆資料,有效樣本回收率為81%。透過層級回歸分析對本研究所提供之假設進行驗證,實證結果如下:
(一) 高績效工作系統對關心員工的組織氣候呈現正向關係。
(二) 關心員工的組織氣候對工作投入呈現正向關係。
(三) 工作投入對助人行為呈現正向關係。
(四) 工作投入對個人績效呈現正向關係。
(五) 「工作投入」在員工感知的「關心員工的組織氣候」與其表現出「個人績效行為」之間具有完全中介效果。
(六) 高績效工作系統對個人績效有顯著影響。
本研究主要貢獻如下,首先,本研究探討關心員工的組織氣候對與工作投入之間的影響;其次,本研究驗證關心員工的組織氣候在高績效工作系統與工作投入之間的中介效果;最後,本研究探討工作投入在關心員工的組織氣候與助人行為之間的中介效果,以作為後續就之參考。
With the development of an organization, external and internal management have both become big issues for the managers, they would especially focus on the human resource practices which can better assist in achieving strategic goals for the company. In that case, whether the employees fully understand the meaning of the human resources design and whether the assistance and concern from the organization are thoroughly delivered have been considered as critical factors.
The research is performed through the questionnaires survey to companies in Taiwan with two versions: one for leaders and another for team members. We sent 207 questionnaires and a total of 167 valid questionnaires returned. The final respond rate is around 81% and we used hierarchical regression analysis to verify all hypotheses.
Our findings can be summarized as follows.
1.High performance work system positively affects concern for worker climate.
2.Concern for worker climate positively affects job engagement.
3.Job engagement positively affects helping behavior
4.Job engagement positively affects individual performance
5.Job engagement will mediate the effect of concern for worker climate on individual performance
6.High performance work system positively affects individual performance
目 錄
摘要 I
誌謝 V
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 2
第三節 研究目的 4
第四節 章節架構 5
第二章 文獻探討 7
第一節 高績效工作系統(High Performance Work Systems, HPWS) 7
第二節 關心員工的組織氣候(Concern for worker climate) 10
第三節 工作投入(job engagement) 13
第四節 助人行為(helping behavior) 14
第五節 個人績效(individual performance) 16
第六節 高績效工作系統與助人行為、個人績效之關係 17
第三章 研究方法 20
第一節 研究架構 20
第二節 研究假設 21
第三節 研究變項 22
第四節 問卷設計 24
第五節 抽樣方法 28
第六節 資料分析方法 29
第四章 實證分析結果 30
第一節 樣本基本資料分析 30
第二節 信度分析 34
第三節 建構效度分析 39
第四節 驗證性因素分析 42
第五節 相關係數分析 43
第六節 層級迴歸分析 46
第五章 結論與建議 54
第一節 研究假設結果整理 54
第二節 研究結論 56
第三節 研究貢獻與限制 59
第四節 研究建議 61
參考文獻 63
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