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研究生:諸茉莉
研究生(外文):Chu, Mo-Li
論文名稱:企業組織文化與高績效人力資源管理實務對員工留任意願之影響:不同僱用型態之比較
論文名稱(外文):The Effects of Corporate Culture and High Performance Work System to Employee Retention: A Comparison by Employment Status
指導教授:王湧泉王湧泉引用關係
指導教授(外文):Wang, Yung-Chuan
口試委員:高義展黃建榮黃佳純王湧泉
口試委員(外文):Gao, Yi-ZhanHuang, Chien-JungHuang, Jie-TsuenWang, Yung-Chuan
口試日期:2015-05-22
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系碩士班
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:2015
畢業學年度:103
語文別:中文
論文頁數:163
中文關鍵詞:企業組織文化高績效人力資源管理實務留任意願僱用型態
外文關鍵詞:corporate cultureHPWSemployee retentionemployment status
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過去二十年服務業的蓬勃發展,零售量販業也隨之興盛,但至近幾年,全球經濟環境的影響、市場波動大且競爭愈趨激烈,勞動市場亦是處於不穩定的狀態轉而為賣方市場,長期以來,大量的人力需求未能被滿足甚而影響營運,所以,如何穩固內部在職員工成為首要任務。

現今成功的企業都具有鮮明的企業組織文化與高績效人力資源管理措施吸引與穩定人才,目前企業組織文化與員工留任意願之研究,高績效人力資源管理措施與員工留任意願之研究頗為豐碩,而結合企業組織文化與高績效人力資源管理措施對員工留任意願之影響研究卻相當欠缺,因此,本研究即以此為研究出發點,探究三者間之關聯性,並且探討高績效人力資源管理措施是否對企業組織文化與員工留任意願造成中介效果,以及比較企業組織文化與高績效人力資源管理措施對零售業的兩種主要不同僱用型態全職與兼職員工之留任影響與中介效果,以尋求能增加留任的實務上可行之辦法。

本研究透過便利抽樣問卷的方式,以量販業分店員工為研究對象,共發放400份問卷,回收有效問卷386份,研究結果發現:
一、企業組織文化對員工留任意願有顯著之影響,其中支持型文化對全職員工留任意願有顯
著正向之影響,而支持型與創新型文化對兼職員工留任意願有顯著正向之影響。
二、高績效人力資源管理實務對員工留任意願有顯著的正向影響,其中薪資福利與升遷發展
對全職員工留任意願有顯著正向之影響,而薪資福利、升遷發展與員工溝通對兼職員工
留任意願有顯著正向之影響。
三、企業組織文化對高績效人力資源管理實務有顯著的正向影響,其中支持型與創新型文化
對高績效人力資源管理實務有顯著的正向影響,而支持型與創新型文化皆對正、兼職員
工之高績效人力資源管理實務有顯著正向之影響。
四、高績效人力資源管理實務對企業組織文化與員工留任意願具有顯著中介效果,其中對全
職員工為完全中介,而對兼職員工則為部份中介。

With the flourhsing development of service industry in the past twenty years, retail hypermarket business has also been in the trend. But recently, because of the impact of global economic environment, the rapid change, competitiveness of the market and the labor needs increasing more then supply, how to stabilize the employees for employers therefore, becomes the top priority to solve.

It is found successful enterprises are usually with motivated corporate culture and high performance work system so as to attract and retain talents. So far, the studies of corporate culture with employees’ retention or HWPS with employees’ retention are the most commonly to be seen; however, the studies of the relations among the three are few. My study is to explore the relations among them, and the mediation role of HPWS; furthermore, I include especially the two main employments of hypermarkets, full timers and part timers, to see if there’s any difference on this study model, in order to seek for the appropriate, effective management solutions for employers on practical issues.

The study’s qustionaires are randomly dispatched to hypermarkets’ employees. Totally 400 questionaires are dispatched and 386 are returned. The result shows:

1.Corporate culture has significant postitive influence on employee retention.
2.HPWS has significant positive influence on employee retention.
3.Corporate culture has significant postitive influence on HPWS.
4.HPWS has significant mediation effect on corporate culture and retention.
5.Demographic variables have significant differnces on corporate culture, HPWS
and employee retention.

中文摘要i
英文摘ii
誌謝iii
目錄iv
表目錄vi
圖目錄ix
第一章 緒論 1
第一節 研究動機 1
第二節 研究目的 5
第三節 研究流程 6
第二章 文獻探討 7
第一節 企業組織文化 7
第二節 高績效人力資源管理實務 30
第三節 員工留任 40
第四節 僱用型態 47
第五節 研究變項之關連性分析 67
第三章 研究方法 74
第一節 研究架構 74
第二節 研究假設 75
第三節 研究變項之操作型定義與衡量工具 77
第四節 研究對象與抽樣方法 84
第五節 資料分析方法 85
第六節 量表之因素分析與信效度分析 89
第四章 實證分析結果 93
第一節 各研究變項之樣本描述性統計分析 93
第二節 人口統計變項在各研究變項之差異分析 102
第三節 各研究變項之相關分析 109
第四節 各研究變項之迴歸分析 115
第五節 中介分析 123
第五章 結論與建議 127
第一節 研究結論 127
第二節 理論意涵與管理實務建議 136
第三節 研究限制與後續研究建議 142
參考文獻 144
一、中文部份 144
二、英文部份 151

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