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研究生:何育緋
研究生(外文):Yu-Fei, Ho
論文名稱:人力資本提升活動與員工工作績效之關係-以知覺組織支持為中介變項
論文名稱(外文):Relationship Between Human-capital-enhancing Practices andEmployees' Job Performance :The Mediating Role of Perceived Organizational Support
指導教授:陳必碩陳必碩引用關係
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:2010
畢業學年度:98
語文別:中文
論文頁數:86
中文關鍵詞:人力資本提升活動知覺組織支持工作績效
外文關鍵詞:Human-capital-enhancing PracticesPerceived Organizational SupportJob Performance
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人力資本是企業最重要的資源之一,且在未來組織發展中其重要性將日漸受到肯定,如何藉由人力資本提升活動吸引、留任或激勵越來越多樣化的人才,讓組織更有競爭力則成為一重要議題。

本研究目的為探討人力資本提升活動、知覺組織支持與工作績效間的關係,以及探討知覺組織支持對人力資本提升活動與工作績效間關係的中介效果。

本研究採個案研究方式,以某製造業之公司為例,總共發放問卷325份,回收問卷300份,回收率為92%。扣除不完整填答問卷11份,總計有效問卷共289份,有效回收率為89%。並利用迴歸分析方法進行分析,最後研究結果為:
1. 人力資本提升活動之「績效評估」、「激勵性薪資」、「正式訴怨程序」、「內部昇遷」、「生涯規劃」、「工作保障」、「員工參與」、「團隊工作」八個構面對於員工任務績效皆具有正向預測效度。
2. 人力資本提升活動之「績效評估」、「廣泛訓練」、「激勵性薪資」、「正式訴怨程序」、「內部昇遷」、「生涯規劃」、「工作保障」、「員工參與」、「團隊工作」九個構面對於員工脈絡績效皆具有正向預測效度。
3. 員工知覺組織支持對於員工任務績效具有正向預測效度。
4. 員工知覺組織支持對於員工脈絡績效具有正向預測效度。
5. 人力資本提升活動之「績效評估」、「廣泛訓練」、「具競爭力薪資」、「激勵性薪資」、「正式訴怨程序」、「內部昇遷」、「生涯規劃」、「工作保障」、「員工參與」、「團隊工作」十個構面對於員工知覺組織支持皆具有正向預測效度。
6. 員工知覺組織支持於人力資本提升活動之「績效評估」、「正式訴怨程序」、「內部昇遷」、「生涯規劃」、「工作保障」、「員工參與」、「團隊工作」七個構面與員工任務績效間關係具有完全中介效果。
7. 員工知覺組織支持於人力資本提升活動之「廣泛訓練」、「激勵性薪資」、「正式訴怨程序」、「內部昇遷」、「生涯規劃」、「工作保障」、「員工參與」七個構面與員工脈絡績效間關係具有完全中介效果。員工知覺組織支持於人力資本提升活動之「績效評估」、「團隊工作」兩個構面與員工脈絡績效間關係具有部份中介效果。
Human capital is one of the most important resources of every corporation. More and more companies place emphasis on human capital. How to attract, retain, and motivate a variety of talented persons by the activity of human-capital-enhancing practices to make an organization more competitive is an important issue nowadays.
This study investigated the relationship of human-capital-enhancing practices, perceived organizational support and job performance, and explored the mediate effects of perceived organizational support on the relationship between human-capital-enhancing practices and job performance.
The research is basically a case study and the target is a manufacturer. This research had send out 325 questionnaires to employees. There are 300 responses and 11 of them are invalid. The percentage of valid respondents is 89%. Base on the regression analysis, we concluded that.
1. Human-capital-enhancing practices have positive effects on task performance.
2. Human-capital-enhancing practices have positive effects on contextual performance.
3. Perceived organizational support has positive effects on task performance.
4. Perceived organizational support has positive effects on contextual performance.
5. Human-capital-enhancing practices have positive effects on perceived organizational support.
6. Perceived organizational support has a mediating effect on the relationship between human-capital-enhancing practices and task performance.
7. Perceived organizational support has a mediating effect on the relationship between human-capital-enhancing practices and contextual performance.
摘要I
AbstractII
目錄III
表目錄IV
圖目錄V
第壹章 緒論1
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
第貳章 文獻探討5
第一節 工作績效5
第二節 人力資本提升活動10
第三節 知覺組織支持19
第四節 知覺組織支持的中介效果24
第參章 研究方法26
第一節 研究架構與研究假設26
第二節 研究變項定義與衡量28
第三節 研究對象與抽樣方法39
第三節 樣本之人口背景資料分析41
第肆章 研究結果44
第一節 相關分析44
第二節 中介效果分析49
第伍章 結論與建議64
第一節 研究結論64
第二節 管理意涵68
第三節 研究限制與建議71
參考文獻73
中文部分73
英文部分75
附錄:研究問卷83
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