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系統識別號 U0026-0812200911284982
論文名稱(中文) 高績效工作系統與員工績效、單位績效間關係之研究
論文名稱(英文) The Relationships between High Performance Work System, Employee Outcomes and Unit Performance
校院名稱 成功大學
系所名稱(中) 國際企業研究所碩博士班
系所名稱(英) Institute of International Business
學年度 93
學期 2
出版年 94
研究生(中文) 楊惠如
研究生(英文) Hui-Ju Yang
學號 r6692113
學位類別 碩士
語文別 中文
論文頁數 102頁
口試委員 指導教授-史習安
口試委員-彭台光
口試委員-徐郁茹
中文關鍵字 單位績效  員工績效  工作滿意  高績效工作系統  組織承諾  知覺組織支持 
英文關鍵字 employee outcomes  unit performance  job satisfaction  organizational commitment  High Performance Work System (HPWS)  perceived organizational support 
學科別分類
中文摘要   本研究以策略性人力資源管理的行為觀點為基礎,探討「員工知覺到」組織採行的人力資源管理措施,透過員工的行為與態度,進而對員工績效及單位績效的影響歷程。亦即,本研究嘗試提出高績效工作系統的影響機制,藉由實證來探討其對於知覺組織支持、組織承諾與工作滿意的影響,以及其進一步對於員工績效與單位績效的影響。

  本研究之分析層級為單位層級,以台灣企業的員工及其所屬單位為主要研究對象,並以天下雜誌2004年一千大企業調查資料為樣本主要來源。問卷分為組織單位與員工兩部分,分別由單位主管填答及同一單位內的五位員工填答。每樣本單位需回收一份主管問卷及至少三份以上的員工問卷,始能成為一套有效問卷。本研究共發出1000套問卷,成套有效樣本回收率為7.8%。

  經由實證分析得到以下研究結果:第一,高績效工作系統與知覺組織支持、組織承諾及工作滿意有正向關係。第二,知覺組織支持與組織承諾、工作滿意有正向關係。第三,工作滿意與員工績效有正向關係。第四,員工績效與單位績效有正向關係。第五,藉由層級迴歸分析做進一步的驗證得知,知覺組織支持與單位績效間有正向關係。第六,組織承諾與員工績效間的關係,則僅有情感性承諾的構面與員工績效有正向關係。

  本研究之主要貢獻在於提出高績效工作系統對於單位績效的影響機制,並進一步探討「員工知覺到」組織採行的人力資源措施,經由影響員工的行為及態度,進而影響員工績效與單位績效的歷程,這是過去研究較少提及的部分。同時,本研究採取主管與員工兩部分的樣本來源,取得相對客觀的資料,盡量避免共同方法變異的問題。

英文摘要  On the basis of “behavioral perspective” of strategic human resources management, the relationship between High Performance Work System perceived by employees, employee outcomes and unit performance is the focus of this study. Meanwhile, we also try to examine the potential effects coming from perceived organizational support, organizational commitment and job satisfaction on those relationships.

 Research data were collected from employees and supervisors of Taiwanese business organizations through questionnaire. We ask the employees of 1000 companies listed in Common Wealth survey of Taiwan 2004 to provide necessary information. Matched with unit and employee’s questionnaires, 78 unit questionnaires are usable. After the works of recording and transforming survey data, we proceeded to analyze data, including correlation, factor, and structure equation model.

 Our findings can be summarized as follows. Firstly, there are positive relationships between High Performance Work System, perceived organizational support, organizational commitment, and job satisfaction. Secondly, there are positive relationships between perceived organizational support, organizational commitment, and job satisfaction. Thirdly, there is positive relationship between job satisfaction and employee outcomes. Fourthly, there is positive relationship between employee outcomes and unit performance. Supported by hierarchical regression analysis, fifthly, there is positive relationship between perceived organizational support and unit performance. Finally, there is positive relationship only between affective commitment and employee outcomes.

 The main contribution of this research is to investigate the influenced mechanism of High Performance Work System perceived by employees on employee outcomes and unit performance, which have less been examined in the previous research. Besides, the data collected in this study were from two parts, both supervisors and employees, which could relatively avert common method variance.


論文目次 第一章 緒論………………………………………………………………1
第一節 研究背景與動機………………………………………………………1
第二節 研究目的………………………………………………………………4
第三節 研究流程………………………………………………………………4
第四節 章節架構………………………………………………………………5
第二章 文獻探討………………………………………………………6
第一節 高績效工作系統與知覺組織支持……………………………………6
一、 高績效工作系統………………………………………………………6
二、 知覺組織支持…………………………………………………………8
三、 高績效工作系統與知覺組織支持之關係…………………………..11
第二節 高績效工作系統、組織承諾與工作滿意……………..……………..12
一、組織承諾……………………………………………………………..12
二、高績效工作系統與組織承諾之關係………………………………..15
三、工作滿意……………………………………………………………..18
四、高績效工作系統與工作滿意之關係………………………………..20
第三節 知覺組織支持、組織承諾與工作滿意………………..……………..22
一、知覺組織支持與組織承諾之關係…………………………………..22
二、知覺組織支持與工作滿意之關係…………………………………..24
第四節 組織承諾、工作滿意與員工績效……………..……………………..25
一、組織承諾與員工績效之關係………………………………………..25
二、工作滿意與員工績效之關係………………………………………..27
第五節 知覺組織支持、員工績效與組織績效…………..…………………..28
一、知覺組織支持與組織績效之關係…………………………………..28
二、員工績效與組織績效之關係………………………………………..28
第三章 研究方法……………………………………………………..30
第一節 研究架構……………………………………………………………..30
第二節 研究假設……………………………………………………………..32
第三節 研究變項之衡量……………………………………………………..33
第四節 問卷設計……………………………………………………………..36
第五節 抽樣方法……………………………………………………………..43
第六節 資料分析方法……………..…………………………………………45
第四章 實證分析與結果……………………………………………..48
第一節 樣本基本資料分析…………………………………………………..48
第二節 變數之轉換及計算方式……………………………………………..55
第三節 結構方程式分析……………………………………………………..60
第四節 層級迴歸分析………………………………………………………..66
第五節 研究假設驗證結果之整理…………………………………………..69
第五章 結論與建議…………………………………………………..71
第一節 研究結論……………………………………………………………..71
第二節 研究貢獻與研究限制………………………………………………..77
第三節 研究建議……………………………………………………………..80
參考文獻………………………………………………………………..82
附錄:研究問卷………………………………………………………..95
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