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系統識別號 U0026-0707201101581800
論文名稱(中文) 人力資源管理措施和工作投入對工作績效之影響:以角色負荷為干擾變項
論文名稱(英文) HR Practices, Job Involvement and Job Performance: The Moderating Effects of Role Overload
校院名稱 成功大學
系所名稱(中) 國際經營管理研究所碩士在職專班
系所名稱(英) Institute of International Management (IIMBA--Master)(on the job class)
學年度 99
學期 2
出版年 100
研究生(中文) 莊雅錞
研究生(英文) Ya-Chun Chuang
學號 ra7984090
學位類別 碩士
語文別 英文
論文頁數 57頁
口試委員 指導教授-余明助
共同指導教授-林豪傑
召集委員-陳正忠
中文關鍵字 人力資源管理實務  工作投入  工作績效  角色負荷 
英文關鍵字 HR practices  Job involvement  Job performance  Role overload 
學科別分類
中文摘要 本研究在分析人力資源管理實務、工作投入及工作績效各別之關係,及角色負荷是否可成為工作投入及工作績效之干擾效果,最後分析工作投入是否為人力資源管理實務及工作績效之中介效果。經實證研究發現, 人力資源管理實務、工作投入及工作績效皆分別呈現正向關係,角色負荷足以為工作投入及工作績效之干擾,但分析結果卻指出,工作投入無法成為人力資源管理實務及工作績效中介,該假設經實證分析無法成立。
英文摘要 This study examined the relationship between four constructs: The relationships between HR practices (made up of five variables), job involvement, and job performance, the moderating effect of role overload on the relationship between job involvement and job performance; and the mediating effect of job involvement on the relationship between HR practices and job performance.
Based on the results of this empirical study, the findings indicate there are positive relationships between some of the variables within HR practices and job involvement and performance, respectively, between job involvement and performance, and that role overload has a moderating effect on the relationship between job involvement and job performance. The mediating effect of job involvement on the relationship between HR practices and job performance was not confirmed.
論文目次 ACKNOWLEDGEMENTS I
ABSTRACT II
TABLE OF CONTENTS IV
LIST OF TABLES VII
LIST OF FIGURES VIII
CHAPTER ONE INTRODUCTION 1
1.1 Research Background. 1
1.2 Research Motivation. 2
1.3 Research Objective. 3
1.4 Research Procedure. 4
1.5 Research Structure. 5
CHAPTER TWO LITERATURE REVIEW 6
2.1 Defining Constructs. 6
2.1.1 HR Practices. 6
2.1.2 Job Involvement. 10
2.1.3 Job Performance. 11
2.1.4 Role Overload. 13
2.2 Relationships between Constructs and Development of Hypotheses. 14
2.2.1 Relationship between HR Practices and Job Involvement . 14
2.2.2 Relationship between HR practices and Job Performance. 14
2.2.3 Relationship between Job Involvement and Job Performance. 18
2.2.4 Moderating Effect of Role Overload. 19
2.2.5 Mediating Effect of Job Involvement. 19
CHAPTER THREE RESEARCH DESIGN AND METHODOLOGY 21
3.1 Conceptual Framework and Hypotheses. 21
3.3 Construct Measurements. 22
3.3.1 HR Practices. 22
3.3.2 Job Involvement. 23
3.3.3 Job Performance. 24
3.3.4 Moderating Effect. 24
3.3.5 Demographic Variables. 25
3.4 Questionnaire Design and Sampling Plan. 25
3.5 Data Analysis Procedure. 25
3.5.1 Descriptive Statistic Analysis. 26
3.5.2 Purification and Reliability of the Variables. 26
3.5.3 Multiple Regression Analysis. 27
CHAPTER FOUR RESEARCH ANALYSIS AND RESULTS 28
4.1 Descriptive Analysis. 28
4.1.1 Data Collection. 28
4.1.2 Characteristics of Respondents. 29
4.2 Measurement Results for Research Variables. 30
4.3 Factor Analysis and Reliability Tests. 32
4.3.1 HR Practices. 32
4.3.2 Job Involvement. 34
4.3.3 Job Performance. 35
4.3.4 Role Overload. 36
4.4 Multiple Regression Analysis 36
4.4.1 Relationship between HR Practices and Job Involvement. 36
4.4.2 Relationship between HR Practices and Job Involvement to Job Performance. 38
4.4.3 The Moderating Effect of Role Overload. 39
4.4.4 The Mediating Effect of Job Involvement. 42
CHAPTER FIVE CONCLUSIONS AND SUGGESTIONS 44
5.1 Research Implications and Findings. 44
5.2 Research Contribution. 45
5.3 Limitations and Future Research. 46
REFERENCES 49
APPENDIX 55
Appendix 1: Chinese Questionnaire. 55
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