(52.201.27.211) 您好!臺灣時間:2019/03/21 01:08
字體大小: 字級放大   字級縮小   預設字形  
回查詢結果

詳目顯示:::

我願授權國圖
本論文永久網址: 
line
研究生:潘致璋
研究生(外文):Pan, Chih Chang
論文名稱:高投入人力資源管理實務與員工個人任務行為之關係:組織認同與組織忠誠之中介效果
論文名稱(外文):The Relationship of HIHRP and Individual Task Behaviors: Mediating effect of Organizational Identification and Organizational Loyalty
指導教授:陳必碩陳必碩引用關係
指導教授(外文):Chen, Pi So
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:101
畢業學年度:100
語文別:中文
論文頁數:118
中文關鍵詞:高投入人力資源管理實務組織認同組織忠誠個人任務行為
外文關鍵詞:High Involvement Human Resource PracticesOrganizational IdentificationOrganizational LoyaltyIndividual Task Behaviors
相關次數:
  • 被引用被引用:2
  • 點閱點閱:664
  • 評分評分:系統版面圖檔系統版面圖檔系統版面圖檔系統版面圖檔系統版面圖檔
  • 下載下載:22
  • 收藏至我的研究室書目清單書目收藏:1
近來因產業環境的改變,而提升了對於人才的需求,如何有效的管理人才成為一個主要的議題,相關的研究也明確指出,人力資源管理實務對於員工相關的表現有著重要的影響性。本研究認為高投入人力資源管理實務之所以會對員工的工作行為產生影響主要是透過員工對於「組織認同」以及「組織忠誠」的中介機制所造成的結果。
本研究以問卷作為資料收集的工具,對台灣28家企業及組織成員進行施測,一共回收419份有效問卷。研究結果發現:(1)組織認同與組織忠誠對個人任務行為具有正向預測效果。(2)高投入人力資源管理實務對組織認同及組織忠誠具有正向預測效果。(3)組織認同及組織忠誠於高投入人力資源管理實務與個人任務行為的關係中具有中介效果。最後亦說明本研究的主要貢獻和研究限制,並指出未來可行的研究方向及管理實務上的意涵。
Because of the changing industry environment, human resource management practices are taken seriously. Recent studies revealed that the human resource management practices can influence employees working attitude and performance. These studies mention that the high involvement human resource practices would lead to positive predicting effect on individual task behaviors by the mediation effectt of organizational identification and organizational loyalty.
Questionnaires was survey untilized for this research. After conducting a survey of 419 valid employee samples from 28 enterprises, it founded that (1) Orgzniational identification and organizational loyalty had positive predictive individual task behaviors; (2) high involvment human resource practices had positive predictive effects both on organizational identification and organizational loyalty; (3) Both of organizational identification and organizational loyalty had mediaton effects on the relationship between high involvement human resource practices and individual task behaviors.
中文摘要...................................................................................................................I
英文摘要..................................................................................................................II
誌謝.........................................................................................................................III
目錄.........................................................................................................................IV
表目錄......................................................................................................................V
圖目錄.....................................................................................................................VI

第壹章 緒論..............................................................................................................01
第一節 研究背景與動機................................................................................01
第二節 研究目的............................................................................................03
第三節 研究流程............................................................................................04
第貳章 文獻探討......................................................................................................05
第一節 個人任務行為....................................................................................05
第二節 高投入人力資源管理實務................................................................09
第三節 組織認同............................................................................................16
第四節 組織忠誠............................................................................................24
第五節 中介效果............................................................................................35
第參章 研究方法......................................................................................................37
第一節 研究架構與研究假設.........................................................................37
第二節 研究變項定義與測量工具.................................................................39
第三節 研究樣本............................................................................................48
第四節 資料分析方法......................................................................................52
第肆章 研究結果...................................................................................................53
第一節 研究變項之相關分析........................................................................53
第二節 主要效果之檢驗................................................................................57
第三節 中介效果之檢驗................................................................................75
第伍章 討論建議.................................................................................................88
第一節 結果與討論........................................................................................88
第二節 學術與管理實務意涵........................................................................92
第三節 研究限制與後續發展........................................................................95
參考文獻…………………………………………………………………………97
(一)中文資料來源:
1.白崇亮(1986)。組織承諾研究-理論與實證。管理評論,(8)2,30-51。

2.王梅玲(2011)。高績效工作系統、工作績效與組織承諾關係之研究-以國軍志 願役軍士官為例。國立台中技術學院企業管理系事業經營碩士班碩士論文,未出版,台中。

3.呂紀嘉(1985)。中外銀行員工個人特性、工作經驗與組織承諾的關係。國防管理學院學報,4,26-44。

4.李祥銘(2009)。我國金融產業購併後組織認同與組織承諾之研究。國立台北大學企業管理學系碩士論文,未出版,台北。

5.李慕華(1992)。組織忠誠的內涵意、影響因素與行為結果之探討:以台灣中小企業為例。私立輔仁大學應用心理學研究所碩士論文,未出版,台北。

6.杜佩蘭、曾榮豐、黃英忠、施瑞峰(2009)。領導行為、組織學習與組織認同關係之研究。管理實務與理論研究,3(1),45-67。

7.周逸衡(1984)。國人價值觀體系與台灣大型企業管理行為關係之研究。國立政治大學企業管理研究所博士論文,未出版,台北。

8.林伯年(2008)。家長式領導與員工組織承諾、工作績效及離職傾向關係之研究。國立台北大學企業管理學系碩士論文,未出版,台北。

9.林家五(1999)。企業主持人的釋意歷程及其影響。國立台灣大學商學研究所博士論文,未出版,台北。

10.林淑姬(1992)。薪酬公平、程序公平與組織承諾、組織公民行為關係之研究。國立政治大學企業管理研究所博士論文,未出版,台北。

11.林裘緒(2005)。組織認定與認同對於組織公民行為之影響-社會認定理論的觀點。國立東華大學企業管理研究所碩士論文,未出版,臺東。

12.邱皓政(2010)。量化研究與統計分析-SPSS資料分析範例解析。台北:五南圖書。

13.姜定宇、鄭伯壎(2003)。組織忠誠、組織承諾、及組織公民行為研究之回顧與前瞻。應用心理研究,19,175-209。

14.姜定宇、鄭伯壎、任金剛、黃政瑋(2003)。組織忠誠:本土建構與測量。本土心理學研究, 19,175-209。

15.郭建志(1992)。組織價值觀與個人效能:符合度的研究。國立台灣大學心理學研究所碩士論文,未出版,台北。

16.徐瑋玲、鄭伯壎(2002)。組織認同:理論與本質之初步探索與分析。中山管理評論,10(1),45-64。

17.許順旺、林顯邦、張姮燕(2011)。國際觀光旅館客房部門員工壓力源、組織認同與績效表現之相關研究:以調適行為為干擾變項。人力資源管理學報,11(1),1-25。

18.彭台光、高月慈、林鉦棽(2006)。管理研究中的共同方法變異:問題本質、影響、測試和補救。管理學報,23(1),77-98。

19.黃祥宗(2008)。臺北市國民小學人力資源管理與行政人員組織承諾之關係研究。國立台北教育大學政策與管理研究所碩士論文,未出版,台北。

20.黃嵋楨(2009)。社工員之薪酬制度、勞動條件與工作滿足對組織承諾影響之研究-以台中縣市為例。國立暨南國際大學社會政策與社會工作學系碩士論文,未出版,南投。

21.溫金豐(2005)。新進專業人員的組織社會化戰術與組織認同之關係:工作經驗與成長需求強度的干擾效應。臺大管理論叢,15(2),143-164。

22.楊國樞(1992)。中國人的社會取向:社會互動的觀點。中國人的心理與行為-理念及方法篇。台北:桂冠。

23.劉紀曜(1982)。公與私-忠的倫理內涵。中國文化新論-思想編二:天道與人道。台北:聯經。

24.鄭伯壎(1988)。家族主義與領導行為。中國人、中國心-人格與社會篇。台北:遠流。

25.鄭伯壎(1991)。家族主義與領導行為。中國人、中國心-人格與社會篇。台北:遠流。

26.鄭伯壎(1995a)。差序格局與華人組織行為。本土心理學研究,3,142-219。


27.鄭伯壎、樊景立(2001)。初探華人社會的社會取向:臺灣與大陸之比較研究。中華心理學刊,43(2),207-221。

28.鄭紀瑩(1996)。華人企業的組織忠誠:結構與歷程。國立台灣大學心理學研究所碩士論文,未出版,台北。

29.顏忠漢(2009)。員工組織承諾、工作滿意度與離職傾向之關聯性研究-以台北市健康服務中心為例。國立台灣大學醫療機構管理研究所碩士論文,未出版,台北。

(二)英文資料來源:
1.Agarwal, R., & Ferratt, T. W. (1999). Coping with labor scarcity in IT: Strategies and practices for effective recruitment and retention. Cincinnati, OH: Pinnaflex.

2.Appelbaum, E., Bailey, T., Berg, P., & Kallebergerg, A. L. (2000). Manufacturing advantage: Why high performance work systems pay off. Ithaca, NY: Cornell University press.

3.Aragon-Correa, J. A. (1998). Strategic proactivity and form approach to the natural environment. Academy of management Journal, 41, 55-567.

4.Arnett, K. P., & Obert, T. L. (1995). What is employees really want. Datamation, 41(5), 84.

5.Arthur, J. B. (1992). The link between business strategy and industrial relations systems in American steel minim ills. Industrial and Labor Review, 45(3), 488-506.

6.Arthur, W. B. (1994). Increasing Return and Path Dependency in the Economy. The University of Michigan Press.


7.Ashforth, B. E., & Mael, F. (1989). Social identity and strategy as a context for the individual. Advances in Strategic Management, 13, 17-62.

8.Baron, I. L., & Kenny, D. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51, 181-217.

9.Becker, B. E., Huselid, M. A., & Ulrich, D. (2001). The HR scorecard: Linking people, strategy, and performance. Boston: Harvard Business School Press.

10.Becker, B. E., Huselid, M. A., Pickus, P. S., & Sporstt, M. F. (1997). HR as a source of shareholder value: research and recommendations. Human Resources Management, 36(1). 39-47.

11.Becker, H. S. (1960). Notes on the concept of commitment. American Journal of Sociology, 66, 32-42.

12.Bergami, M., & Bagozzi, R. P. (2000). Self-cateogrization, affective commitment and group self-esteem as distinct aspects of social identity in the organization. European Journal of Social Psychology, 39, 555-577.

13.Bhattacharya, C. B., Rao, H., & Glynn, M. A. (1995). Understanding the bond of identification: An investigation of its correlates among art museum members. Journal of Marketing, 59, 46-57.

14.Borman, W. C., & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmitt, W. C. Borman, and associates (Eds.), Personnel selection in organizations. San Francisco: Jossey-Bass.

15.Borman, W., Buck, D. E., Hanson, N. A., Motowidlo, S. J., Stark, S., & Drasgow, F. (2001). An examination of the comparative reliability, validity, and accuracy of performance ratings made using computerized adaptive rating scales. Journal of Applied Psychology, 86, 965-973.

16.Buchanan, B. (1974). Building organizational commitment: The socialization of managers in work organization. Administrative Science Quarterly, 19, 533-549.

17.Campbell, D. J. (2000). The proactive employee: managing workplace initiative. Academy of Management Executive, 14(3), 52-66.


18.Campbell, J. P., McCloy, R. A., Oppler, S. H., & Sager, C. E. (1993). A theory of peroformance. In N. Schmitt, W. C. Borman, and Associates (Eds.), Personnel selection in organizations. San Francisco: Jossey-Bass.

19.Crant, J. M. (2000). Proactive behavior in organizations. Journal of Management, 26, 435-462.

20.Chiu, C. Y., & Yang, C. F. (1987). Chinese subjects’ dilemmas: Humility and cognitive laziness as problems in using rating scales. Bulletin of the Hong Kong Psychological Society, 18, 39-50.

21.Deaux, K. (1996). Social identification. In E. T. Higgins & A. W. Kruglanski (Eds.). Social psychology: Handbook of basic principles. New York: Guilford.

22.Delery, J. E., & Doty, D. H. (1996). Modes of theorizing in strategic human resource management: tests of universalistic, contingency, and configurational performance predictions. Academy of Management Journal, 39(4), 802-835.

23.Dessler, G. (1999). How to earn your employees’ commitment. Academy of Management Executive, 13(2), 58-66.

24.Duncan, G., & Hoffman S. D. (1981). The incidence and wage effects of overmedication. Economics of Education Review, 1(1), 75-86

25.Dutton, J. E., Dukerich, J. M., & Harquail, C. V. (1994). Organizational images and member identification. Administrative Science Quarterly, 39, 239-263.

26.Eby, L., Freeman, D., Rush, M., & Lance, C. (1999). Motivational bases of affective organizational commitment: A partial test of an integrative theoretical model. Journal of Occupational and Organizational Psychology, 72, 463-483.

27.Eisenberger, R., Huntigton, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied psychology, 71, 500-507.

28.Ellemer, N., Gilder, D. D., & Haslam, S. A. (2004). Motivating individuals and groups at work: A social identity perspective on leadership and group performance. Academy of Management Review, 29(3), 459-478.


29.Ellemers, N., Gilder, D. D., & Van den Heuvel, H. (1998). Career-oriented versus team-oriented commitment and behavior at work. Journal of Applied Psychology, 83, 717-730.

30.Elsbach, K. D., & Bhattacharya, C. B. (2001). Defining who you are by what you’re not: Organizational misidentification and the National Rifle Association. Organization Science, 12(4), 393-413.

31.Evans, W. R., & Davis, W. D. (2005). High performance work systems and organizational performance: The mediating role of internal social structure. Journal of Management, 31(5), 758-775.

32.Fiorito, J., Bozeman, D., & Young, A. (1997). Organizational commitment: Human resource policies and organizational characteristics (Working Paper). TallahasseeL Florida State University, College of Business.

33.Fombrum, C., Tichy, N. M., & Devanna, M. A. (1984). Strategic human resource management. New York: Wiley. USA.

34.Foote, N. N. (1951). Identification as the basis for a theory of motivation. American Sociological Review, 16, 14-21.

35.Foreman, P., & Whetten, D. A. (2000). Members’ identification with multiple-identity organizations. Organization Science, 13(6), 618-635.

36.Frese, M., Fay, D. (2001). Personal initiativeL An active performance concept for work in the 21st century. In B. M. Staw & R. L. Sutton (Eds.), Research in organizational behavior. Greenwich, CT:JAI Press.

37.Frese, M., Kring, W., Soose, A., & Zempel, J. (1996). Personal initiative at work : Differences between east and west Germany. Academy of Management Journal, 39, 37-63.

38.Gomez-Mejia, L. R., & Balkin, D. B. (1992). Compensation, organizational strategy, and firm performance, Cincinnati. OH: South-Western Publishing Co.

39.Gomolski, B. (2000). Management update: Tips to identify successful candidates for telecommuting. Inside Gartner group, 1-12.

40.Gould, S. B. (1975). Organizational identification and commitment in two environments. Unpublished doctoral dissertation, Michigan State University, Lansing.

41.Griffin, Queensland, & Parker (2007). A new model of work role performance: Positive behavior in uncertain and interdependent contexts. Academy of Managemtn Journal, 50(2), 327-347.
42.Guptill, B. (1998). Valu in IT: Staffing issues for 1999. Gartner group commentary, 1-5.

43.Guthrie(2001). High-Involvement work practices, turnover, and productivity: Evidence from New Zealand. Academy of Management Journal, 44(1), 180-190.

44.Guzzo, R. A., & Nooman, K. A. (1994). Huamn resource management practices as communications and the psychological contract. Human Resource Management, 33, 447-462.

45.Haun, S., Steinmetz, H., Dormann, C. (2011). Objective work-nonwork conflict: From incompatible demands to decreased work role performance. Journal of Vocational Behavior, 79, 578-587.

46.Hesketh, B., Neal, A. (1999). Technology and performance. In D. R. Ilgen & E. D. Pulakos (Eds.), The change nature of performance: Implications for staffing, motivation, and development. San Francisco: Jossey-Bass.

47.Hiltrop, J. M. (1996). The impact of human resource management on organizational performance: Theory and research, European Management Journal, 14(6), 628-637.

48.Hinkele, S., Taylor, L. A., Fox-Cardamone, D. L., & Crook, K. F. (1989). Intragroup identification and intergroup differentiation: A multicomponent approach. European Journal of Social Psychology, 28, 305-317.

49.Hofstede, G. (1980). Culture’s consequences. Beverly Hills, CA: Sage.

50.Hogg, M. A., & Abrams, D. (1988). Social identifications: A social psychology of intergroup relations and group process. London: Routledge.


51.Hrebiniak, L. G., & Alutto, J. A. (1972). Personal and role-related factors in the development of organizational commitment. Administrative Science Quarterly, 17, 555-573.

52.Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38(3), 635-672.

53.Ilgen, D. R., & Pulakos, E. D. (1999). Emploee performance in today’s organizations. In D. R. Ilgen & E. D. Pulakos (Eds.), The changing nature of performance: Implications for staffing motivation, an developemtn. San Francisco: Jossey-Bass.

54.Jackson, J. W. (1999). How variations in social structure affect different types of intergroup bias and different dimensions of social identity in a multi-intergroup setting. Group Processes and Intergroup Relations, 2, 145-173.

55.Jackson, J. W., & Smith, E. R. (1999). Conceptualizing social identity: A new framework and evidence for the impact of different dimensions. Personlity and Social Psychology Bulletin, 25, 120-135.

56.Johnson, J. W. (2003). Toward a better understanding of the relationship between personality and individual job performance. In M. R. Barrick & A. M. Ryan (Eds.), Personality and work. San Francisco: Jossey-Bass.

57.Kanter, R. M. (1968). Commitment and social organization: A study of commitment mechanisms in utopian communities. American Sociological Review, 33(4), 499-517.

58.Karasawa, M. (1991). Toward an assessment of social identity: The structure of group identification and its effects on in-group evaluation. European Jounal of Social Psychology, 30, 293-307.

59.Kelman, H. C. (1958). Compliance, identification, and internalization: Three processes of attitude change. Journal of Conflict Resolution, 2, 51-60.

60.Kline, J. B., Sulsky, L. M., & Rever-Moriyama, S. D. (2000). Common method variance and specification errors: A practical approach to detection. The Journal of Psychology, 134(4), 401-421.
61.Knipperberg, D. & Schie, E. C. (2000). Foci and correlates of organizational identification. Journal of Organizational Psychology, 73, 137-147.

62.Lawler, E. E. (1986). High-involvement management. San Francisco: Jossey-Bass.

63.Lawler, E. E., Ledford, G. E., & Mohrman, S. A. (1989). Employee involvement in America. Houston, Tex: American productivity and quality center.

64.Lawler, E. E., Morhman, S. A., & Ledford, G. E. (1992). Practices and results in fortune 1000 companies. In E. Lawler, S. A. Morhman, & G. E. Ledford (Eds.), Employee involvement and TQM , 9-40. San Francisco: Jossey-Bass.

65.Leanna, C. R., & Florkowski, G. W. (1992). Employee involvement programs: integrating psychological theory and management practices. In Ferris G. R., Rowland K. M. (Ed.), Research in personnel and human resource management, 233-270, Greenwich: JAI.

66.Lowther III, W. H. (1996). The relationship between the implementation of high performance work practices and unclear power plant performance, Thesis. Submitted in Partial Fulfillment of the Requirement for the degree of Doctor of Philosophy, The Pennsylvania State University.

67.Mael, F. A., & Ashforth, B. E. (1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Journal of Organizational Behavior, 13, 103-123.

68.Mael, F. A., & Ashforth, B. E. (1995). Loyal from day one: Biodata, organizational identification, and turnover among newcomers. Personnel Psychology, 48, 309-332.

69.Mael, F. A., & Tetrick, L. E. (1992). Identifying organizational identification. Educational and Psychological Measurement, 52, 813-824.

70.Markus, H. R., & Kitayama, S. (1991). Cluture and the self: Implication for cognition, emotion and motivation. Psychological Review, 98, 224-253.

71.Marsh, R. M., & Mannari, H. (1977). Organizational commitment and turnover: A predictive study. Administrative Science Quarterly, 22, 57-75.
72.Mathieu, J. E., & Zajac, D. M. (1990). A review and meta0analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108(2), 171-194.

73.Meyer, J. P. ,& Allen, N. J. (1997). Commitment in the workplace. Thousand Oaks, CA: Sage.

74.Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89.

75.Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA:Sage.

76.Meyer, J. P., & Smith, C. A. (2000). HRM practices and organization commitment: Test of a mediation model. Canadian Journal of Administrative Sciences, 17(4), 319-331.

77.Morrison , E. W. (1996). OCB as a critical link between HR practices and service quality. Human Resource Management, 35, 493-512.

78.Mowday, R. T., Porter, L. W., & Steers, R. M. (1982). Employee-organization linkages: The psychology of commitment, absenteeism, and turnover. San Diego, CA: Academic Press.

79.Murphy P. R., & Jackson S. E. (1999). Managing work-role performance: Challenges for 21st century organizations and employees. IN D. R. Ilgen & E. D. Pulakos(Eds.), The changing nature of work performance. San Francisco: Jossey-Bass.

80.O’Reilly, C., & Chatman, J. (1986). Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior. Journal of Applied psychology, 71(3), 492-499

81.Osterman, P. (1994). How common is workplace transformation and who adopts it? Industrial and Labor Relations Review, 47, 173-188.



82.Paré, G., & Tremblay, M. (2007). The influence of high-involvement human resources practices, procedural justice, organizational commitment, and citizenship behaviors on information technology professionals’ turnover intentions. Group & Organization Management, 32(3), 326-357

83.Parker, S. K. (2000). From passive to proactive motivation: The importance of flexible role orientations and role breadth self-efficacy. Applied psychology: An International Review, 49, 447-469.

84.Parker, S. K., Williams, H. M., & Turner, N. (2006). Modeling the antecedents of proactive behavior at work. Journal of Applied Psychology, 91, 447-469.

85.Parker. S. K. (1998). Role breadth self-efficacy: Relationship with work enrichment and other organizational practices. Journal of Applied Psychology, 83, 835-852.

86.Parkes, L, P., Schneider, S. K., & Bochner, S. (1999). Individualism-collectivism and self concept: Social or contextual? Asian Journal of Social Psychology, 2(3), 367-385.

87.Patchen, M. (1970). Participation, achievement, and involvement on the job. Englewood Cliffs, NJ: Prentice Hall.

88.Pfeffer, J. (1994). Competitive advantage through people: Unleashing the power of the work force. Boston: Harvard Business School Press.

89.Pfeffer, J. (1996). When it coms to best practices – why do smart organizations occasionally do dumo things? Organizational Dynamics, 25, 33-44.

90.Pfeffer, J., & Veiga, F. (1999). Putting people first for organizational success. Academy of Management Executive, 13(2), 37-48.

91.Phinney, J. S. (1990). Ethnic identity in adolescents and adults: Review of research. Psychologyical Bulletin, 108, 499-514.

92.Podsakoff, P. M., MacKenzie, S. B., Paine, J. B., & Bachrach, D. G. (2000). Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management, 26 , 513-563.
93.Podsdakoff, P. M., MacKenzie, S. B., Paine, J. B., & Bachrach, D. G. (2000). Organizational citizenship behaviors: Critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management, 26, 513-563.

94.Poter, L. W., Steers, R. M., Mowday, R. T.,Boulian, P. V.(1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, 59(5), 603-609.

95.Pulakos, E. D., Arad, S., Donovan, M. A., & Plamondon, K. E. (2000). Adaptability in the workplace: Development of taxonomy of adaptive performance. Journal of Applied Psychology, 85, 612-624.

96.Rodwell, J., Kienzle, R., & Shadur, M. (1998). The relationship away work-related perceptions, employee attitudes, and employee performance: The integral role of communication. Human Resource Management, 37, 277-293.

97.Rotundo, M., & Sackett, P. R. (2002). The relative importance of task, citizenship, and counterproductive performance to global ratings of job performance: A policy-capturing approach. Journal of Applied Psychology, 87, 66-80.

98.Sato, T., & Camerson, J. E. (1999). The relationship between collective self esteem and self construal in Japan and Canada. The Journal of Social Psychology, 139, 4, 426-436.

99.Schowochau, S., Delaney, J., Jarley, P., & Fiorito, J. (1997). Employee participation and assessment of support for organizational policy changes. Journal of Labor Research, 18, 379-401.

100.Silin, R. H. (1976). Leadership and value: The organization of large-scaleTaiwanese enterprise. Cambridge, MA:Harvard University. East Asian Research Center.

101.Simard, G., Doucet, O., & Bernard, S. (2005). HRM Practices and employee commitment : The role of justice. Relations Industrielles/Industrial Relations, 60(2), 296-319.


102.Smith, C. A., Organ, D. W., & Near, J. P. (1983). Organizational citizenship behavior: Its nature and antecedents. Journal of Applied Psychology, 68, 653-663.

103.Staw, B. M. (1977). Two sides of commitment. Paper resented at Annual Meeting of Academy of Management. Orlando, Florida, Augest.

104.Stryker, S., & Serpe, R. T. (1982). Commitment, identity salience, and role behavior: Theory and research example. In W. Ickes & E. S. Knwles (Eds.). Personality, role, and social behavior, 199-218. New York: Springer-Veriag.

105.Sun, L. Y., Aryee, S., & Law, K. S. (2007). High-performance human resource practices, citizenship behavior, and organizational performance: A relational perspective. Academy of Management Journal, 50(3), 558-577.

106.Tajel, H. (1982). Social psychology of intergroup relations. In mark R. Rosenzweig and Lyman W. Porter (Eds.). Annual Review of Psychology, 33: 1-39. Palo Alto, CA: Annual Reviews.

107.Tajfel, H. (1974). Social identity and intergroup behavior. Social Science Information, 13, 65-93.

108.Tajfel, H. (1981). Human groups and social categories. Cambridge, UK: Cambridge University Press.

109.Tajfel, H., & Turner, J. C. (1985). The social identity theory of intergroup behavior. In G. Austin(Eds.). Psychology of Intergroup Relations, 2: 7-24. Chiougo: Nelson-Hall.

110.Tajfel, H., Billig, M. G., Bundy, R. P., & Flament, C. (1971). Social categorization and intergroup behavior. European Journal of Social Psychology, 1, 149-178.

111.Tremblay, M., Rondeau, A., & Lemelin, M. (1998). La mise en oeuvre de pratiques innovatrices de gestion des resources humaines a-t-elle une influence sur la mobilization[Do innovative HR practices influence blue-collar workers’ mobilization?]. In GRH face à une crise: GRH en crise? 97-109. Montréal, Canada: Presses HEC.


112.Triandis, H. C. (1995). Individualism and collectivism. Boulder, CO: Westview Press.

113.Tsui, A. S., Pearce, J. L., Porter, L. W., & Hite, J. P. (1995). Choice of employee-organization relationship: Influence of external and internal organizational factors. In G. R. Ferris (Ed.), Research in personnel and human resource management , 117-151. Greenwich, CT:JAI.

114.Turner, J. C. (1982). Towards a cognitive redefinition of the social group. In H. Tajfel (Ed.). Social identity and intergroup relations, 15-40. Cambridge, UK: Cambridge University Press.

115.Turner, J. C. (1985). Social categorization and the self-concept: Asocial cognitive theory of group behavior. In E. J. Lawler (Eds.). Advances in group processes: Theory and research, 2: 77-122. Greenwich, CT: JAI.

116.Turner, J. C., Hogg, M. A., Oakes, P. J., Reicher, S. D., & Wetherell, M. S. (1987).Rediscovering the social group. Oxford: Blackwell.

117.Van Dick. R. (2001). Identification in organizational context: Liking theory and research from social and organizational psychology. International Journal of Management Reviews, 3(4), 265-283.

118.Vandenberg, R. J., Richarson, H. A., & Eastman, L. J. (1999). The impact of high-involvement work process on organizational effectiveness. Group & Organizational Management, 24, 300-339.

119.Weiner, Y. (1982). Commitment in organizations: A behavior approach to job involvement. Journal of Vocational behavior, 10, 47-52.

120.Welbourne, T. M., Johnson, D. E., & Erez, A. (1998). The role-based performance scale: Validity analysis of a theory-based measure. Academy of Management Journal, 41, 540-555.

121.Winer, Y., & Gechman, A. S. (1977). Commitment: A behavioral approach to job involvement. Journal of Vocational Behavior, 10, 47-52.

122.Wood, S., & Albanese, M. T. (1995). Can we speak of a high commitment management on the shop floor? Journal of management studies, 32(2), 215-247.
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top
1. 心理契約破壞與違背的前因-高投入人力資源管理實務的效果
2. 彈性工作時間之勞資關係與人力資源管理
3. 高投入人力資源管理實務與組織公民行為之關係: 探討內外控人格特質與員工投入之角色
4. 採行EICC準則之人力資源管理措施對組織承諾的影響研究-以PCB產業為例
5. 工作投入與組織忠誠的關聯性之研究—以組織認同為中介變數
6. 以企業社會責任觀點探討組織認定與組織認同對組織績效之影響
7. 人力資源措施、組織認同、情緒勞務、一線員工工作滿意度、知覺主管支持之研究:以餐飲業一線員工為研究對象
8. 高績效工作系統與員工個人任務行為之關係:以師徒功能為中介變項
9. 工作壓力與工作投入關聯性之研究—以組織認同為中介變項
10. 顧客知覺員工組織認同、顧客組織認同與顧客行為意圖之研究—以市場導向與顧客員工相似性為干擾因素
11. 派遣人員之組織認同、工作倦怠對離職傾向影響之研究
12. 威權領導、角色壓力與員工個人任務行為之研究
13. 社區大學成人教師創意教學表現研究--組織認同與教學角色認定的中介效果
14. 以變革壓力的調節效果及組織認同的中介效果驗證工作態度、組織認同與組織承諾之關係-以高雄縣市合併為直轄市之公務人員為例
15. 兒童美語補習班人力資源管理制度與美語教師組織認同和任教意願的關係
 
系統版面圖檔 系統版面圖檔