臺灣博碩士論文加值系統

台灣中小企業身處競爭激烈的全球化市場中，組織內部員工是否能夠產出足夠績效將直接影響企業競爭力，「人力資源管理」成為組織致勝關鍵，而績效管理制度在人力資源管理系統中扮演關鍵角色，可為組織帶來顯著競爭優勢。然而，並非有了績效管理制度就能產生相對之組織績效，當中包含許多不確定影響因素，其中「員工心理安全」是關鍵因素之一。
本研究擬採用問卷調查法，以個案P公司之在職員工為受測對象進行資料蒐集，旨在探討組織於推行績效管理制度過程中，員工心理安全層面對於績效管理制度認知與組織績效認知之間的相關性，提供適合於中小企業於推行績效管理制度之參考。回收有效問卷為58份，根據研究之結果，得出以下結論：
一、員工對推行之績效管理認知程度越高對組織績效認知有顯著的正向影響。
二、員工心理安全對組織績效認知會產生顯著的正向影響。
三、員工心理安全對於績效管理認知與組織績效認知之影響，不具有調節效果。

Taiwan's small and medium-sized enterprises are in a highly competitive global market. The performance of the employees within the organization will directly affect the competitiveness of the enterprise. "Human resource management" has become the key to the organization's success, and the performance management system plays a crucial role in the human resource management system and can bring significant competitive advantage to the organization. However, organizational performance is not guaranteed with a performance management system alone, many other factors will impose uncertainty to the outcomes, among which "employee psychological safety" is one of the key factors.
This study intends to use the survey questionnaire to collect data from the employees of the case company P, aiming to explore the relationship between the employee’s perceived psychological safety, their awareness of performance management system implementation and their perceived organization’s performance during the implementation of company P’s performance management system. The correlation between the two provides a reference suitable for small and medium-sized enterprises seeking to implement performance management systems. 58 valid questionnaires were collected. Based on the results of the research, the following conclusions were reached:
1. The higher the employee's awareness of the implementation of performance management has a significant positive impact on perceived organizational performance.
2. Employee psychological safety will have a significant positive impact on perceived organizational performance.
3. Employee psychological safety does not moderate the relationship between the employees’ awareness of performance management implementation and perceived organizational performance.

目錄
摘要 I
ABSTRACT II
謝誌 III
目錄 IV
表目錄 VI
圖目錄 VII
第壹章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節 研究流程 5
第貳章 文獻探討 6
第一節 績效管理 6
第二節 員工心理安全 9
第三節 組織績效 13
第四節 績效管理、員工心理安全及組織績效之相關性 15
第參章 研究方法 17
第一節 研究個案–P公司簡介 18
第二節 研究架構 20
第三節 研究假說推論 21
第四節 問卷設計 23
第五節 資料蒐集與分析方法 25
第肆章 資料分析與討論 27
第一節 敘述性統計分析 27
第二節 信度分析 32
第三節 不同人口屬性變項之差異分析 33
第四節 迴歸分析 46
第伍章 結論與建議 48
第一節 研究結論 48
第二節 管理實務建議 50
第三節 研究限制 52
參考文獻 53
附錄：研究問卷 58

表目錄
表1-1　 2019台灣企業家數統計資料 3
表2-1　 績效管理構面之相關研究結果/結論彙整表 7
表2-2　 組織績效衡量指標/構面 13
表3-1　 個案公司之重要沿革彙整表 18
表3-2　 績效管理之衡量問項 23
表3-3　 員工心理安全之衡量問項 24
表3-4　 組織績效之衡量問項 24
表4-1　 有效樣本之基本資料分析表 28
表4-2　 績效管理認知各問項之平均數與標準差（n=58） 29
表4-3　 員工心理安全各問項之平均數與標準差（n=58） 30
表4-4　 組織績效認知各問項之平均數與標準差（n=58） 31
表4-5　 研究變項信度分析表 32
表4-6　 性別與各題項之獨立樣本T檢定表（n=58） 33
表4-7　 不同年齡之變異數分析（n=58） 35
表4-8　 不同教育程度之變異數分析（n=58） 38
表4-9　 不同工作年資之變異數分析（n=58） 41
表4-10 擔任職位與各題項之獨立樣本T檢定表（n=58） 44
表4-11 層級迴歸分析表（n=58） 47
表5-1 研究假說分析結果表 48

圖目錄
圖1-1研究流程圖 5
圖3-1 組織架構圖 19
圖3-2 研究架構圖 20

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網路資料
經濟部中小企業處，2019。中小企業家數(按行業別)。https://www.moeasmea.gov.tw/article-tw-2344-5369，搜尋日期：2021年1月30日。

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