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研究生:葉松輝
研究生(外文):Yeh Song-Huei
論文名稱:人資從業人員角色知覺、知覺組織支持、專業承諾與職涯滿足關係之研究
論文名稱(外文):The Relationship of Human Resource Practitioners’s Role Perception, Perceived Organization Support, Professional Commitment, and Career Satisfaction
指導教授:王湧泉、黃佳純
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2009
畢業學年度:97
語文別:中文
論文頁數:107
中文關鍵詞:人資從業人員角色知覺知覺組織支持專業承諾職涯滿足
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本研究目的在於了解台灣地區的人資從業人員在人力資源課題發展愈趨多元化之際,其所被賦予的角色任務在推動人力資源活動時,可能會面臨到的角色知覺壓力及知覺組織支持的程度,以及對其專業承諾與職涯滿足影響之探討。本研究以台灣地區一般企業為研究範圍,並以便利抽樣之方式針對人資從業人員進行問卷調查,共計回收有效樣本270份。經實證分析結果顯示:
1.角色衝突對情感性承諾及持續性承諾具有負向顯著影響,而角色模糊則對情感性承諾有負向顯著影響;
2.知覺組織支持對專業承諾的情感性承諾與規範性承諾有正向顯著影響;
3.角色模糊對職涯滿足有負向顯著影響;
4.知覺組織支持對職涯滿足有正向顯著影響;
5.情感性承諾與規範性承諾對職涯滿足有正向顯著影響;
6.專業承諾對「角色知覺與職涯滿足間之關係」及對「知覺組織支持與職涯滿足間之關係」不具有中介之效果。
針對上述研究結論,本研究對企業組織與人資從業人員提出以下建議:1.重新定位人資從業人員的角色增進專業承諾;2.透過訂定明確工作目標、給予學習機會、營造良好工作氣氛等來提升專業承諾及職涯滿足;3.發展人資專業人員策略夥伴角色,以提升人資人員職涯滿足;4.持續學習以精進其角色與職責;5.提昇自己的專業以獲得組織的支持及資源。

關鍵字:人資從業人員、角色知覺、知覺組織支持、專業承諾、
職涯滿足
The purpose of this study is to explore the extent of role stress perception and perceived organization support and its impact on professional commitment and career satisfaction that human resource practitioners in Taiwan could face while advancing diverse human resource activities. This study collected data from human resource practitioners in Taiwan’s enterprises through convenience sampling. Of the returned questionnaires, 270 were usable. The results via empirical analysis indicate:
1. Role conflict has significant and negative influence on affective commitment and continuous commitment. Role ambiguity has significant and negative influence on affective commitment.
2. Perceived organization support has significant and positive influence on affective commitment and normative commitment of professional commitment.
3. Role ambiguity has significant and negative influence on career satisfaction.
4. Perceived organization support has significant and positive influence on career satisfaction.
5. Affective commitment and normative commitment have significant and positive influence on career satisfaction.
6. Professional commitment has no mediating effects on the relationship between role perception and career satisfaction, and the relationship between perceived organization support and career satisfaction.
According to the study results, this study provides suggestions for enterprises and human resource practitioners: First, reposition human resource practitioners’ role to improve their professional commitment. Second, increase professional commitment and career satisfaction via setting up specific goals, providing learning opportunities, and creating good working atmosphere. Third, develop the strategic partner role of human resource practitioners to increase their career satisfaction. Fourth, continuously learning to improve human resource practitioners’ role and responsibilities. Fifth, increase self-expertise to acquire organizational support and resources.
第一章 緒論
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
第二章 文獻探討
第一節 職涯滿足 ……………………………………………………… 6
第二節 專業承諾 ……………………………………………………… 11
第三節 角色知覺 ……………………………………………………… 16
第四節 知覺組織支持 ………………………………………………… 21
第五節 角色知覺、知覺組織支持、專業承諾與職涯滿足 ………… 25
第三章 研究方法
第一節 研究架構 ……………………………………………………… 33
第二節 研究假設 ……………………………………………………… 33
第三節 研究變項之操作性定 ………………………………………… 34
第四節 分析工具 ……………………………………………………… 40
第五節 研究範圍、研究對象與抽樣方法 …………………………… 42
第六節 因素分析與信度檢定 ………………………………………… 43
第四章 實證結果與分析
第一節 問卷回收與樣本基本資料分析 ……………………………… 53
第二節 各研究構面之整體性資料分析 ……………………………… 55
第三節 相關分析 ……………………………………………………… 60
第四節 迴歸分析 ……………………………………………………… 63
第五節 中介分析 ……………………………………………………… 68
第六節 差異性分析 …………………………………………………… 71
第五章 結論與建議
第一節 研究結論與討論 ……………………………………………… 81
第二節 管理意涵與研究建議 ………………………………………… 88
第三節 研究限制 ……………………………………………………… 90
參考文獻
中文文獻………………………………………………………………… 92
英文文獻………………………………………………………………… 95
附錄 研究問卷…………………………………………………………103
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