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研究生:劉懋煌
研究生(外文):Liu, Mao-Hunag
論文名稱:員工知覺的升遷政策和工作投入之關係-兼論美台企業人力資源管理制度之干擾效果
論文名稱(外文):The Relationship Between Employees’ Perceived Promotion Policy and Job Involvement: The Moderating Effects of The Human Resource Management Systems of U.S.A. and Taiwan Based Firm in Taiwan
指導教授:林彩梅林彩梅引用關係
指導教授(外文):Lin, Tsai-Mei
口試委員:顏敏仁林淑珍李正綱周建亨林彩梅
口試委員(外文):Yan, Min-RenLin, Shu-JenLEE, CHENG-KANGChou, Chien-HengLin, Tsai-Mei
口試日期:2021-06-03
學位類別:博士
校院名稱:中國文化大學
系所名稱:國際企業管理學系
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:2021
畢業學年度:109
語文別:中文
論文頁數:96
中文關鍵詞:升遷工作投入人力資源管理制度年資績效異文化管理
外文關鍵詞:promotionjob involvementhuman resource management systemseniorityperformancecross-cultural management
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  本研究之目的是要了解員工知覺組織以年資或績效為主要的升遷政策與員工工作投入間之關係,並探討美台企業人力資源管理制度對員工知覺組織升遷政策與工作投入間之關係是否具有干擾效果。
  研究產業為服務業,研究樣本為台灣公司及在台灣的美國子公司,其年資3年(含)以上之正職員工。問卷發出1000份,有效問卷數510筆,有效問卷回收率51%。
  本研究發現過去台灣企業的升遷政策是以年資為主,現在已轉為以績效為主,對員工工作投入採取了更積極的作法,顯示台灣企業未來更具競爭力。而在台灣的美國企業依泰勒理論重視工作成果、速度,而獲工作升遷獎金。其對員工考核、士氣提升及工作投入的驅策更具成效,值得台灣企業參考。本研究最後討論管理意涵,並對未來研究提出建議。

  The purpose of this research is to understand the relationship between organization’s promotion policy which employees perceive (based on seniority or performance) and job involvement, and to examine whether human resource management system has the moderating effect between these two variables. It takes Taiwanese companies and American companies in Taiwan as research examples.
  Data is collected from full-time employees in service industry who have at least 3 year work experience. 510 valid data are received from 1000 questionnaires, and the effective recovery rate is 51%..
  This research found that Taiwanese firms change promotion policy from seniority-based into performance-based and use more active job involvement approach, which make them more competitive in the future. American firms in Taiwan, according to Taylor’s theory, employees gain promotion and bonus based on working results and speed, which make employee appraisal, morale boosting and job involvement more effective. Taiwanese firms could learn from them. Finally, the management insights are discussed, and several directions are recommended for future research.

中文摘要 .................... iii
英文摘要 .................... iv
誌謝辭  .................... v
內容目錄 .................... vi
表目錄  .................... viii
圖目錄  .................... ix
第一章  緒論.................. 1
  第一節  研究背景.............. 1
  第二節  研究動機.............. 3
  第三節  研究問題與研究目的......... 6
  第四節  研究架構.............. 8
  第五節  研究重要性............. 9
第二章  文獻探討................ 12
  第一節  升遷政策.............. 12
  第二節  工作投入.............. 20
  第三節  美台企業在台灣的人力資源管理制度.. 22
  第四節  知覺升遷政策與工作投入之關係.... 25
  第五節  研究假設.............. 26
第三章  研究方法與設計............. 30
  第一節  資料來源與資料蒐集方法....... 30
  第二節  變數的操性定義與問卷結構...... 31
  第三節  資料分析方法............ 37
  第四節  信度與效度分析........... 38
第四章  研究結果................ 44
  第一節  基本資料分析............ 44
  第二節  相關係數分析............ 48
  第三節  知覺升遷政策與工作投入之關係分析. 50
第五章  結論與建議............... 59
  第一節  結論與管理意涵........... 59
  第二節  研究貢獻與未來研究建議....... 63
  第三節  研究限制.............. 64
  第四節  後續研究.............. 65
參考文獻  ................... 66
附錄  研究問卷................. 81

一、中文部分

中華徵信所(2014),2014台灣地區大型企業排名TOP5000,服務業篇、金融業篇及外資企業篇。

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林彩梅(2006),多國籍企業論(6版1刷),台北:五南圖書出版股份有限公司發行。

林彩梅(2017),多國籍企業論(7版2刷),台北:五南圖書出版股份有限公司發行。

美國在台協會(2018),2018年投資環境報告台灣(摘要),台北。

經濟部投資審議委員會(1998),外國人投資事業名錄。

經濟部商業司商(2017),工登記公示資料查詢服務[線上資料],來源:https://findbiz.nat.gov.tw/fts/query/QueryBar/queryInit.do。

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