本研究係探討高承諾型人力資源管理系統與員工協助方案，透過情感性承諾的中介效果，是否進而對員工工作敬業心有顯著影響之歷程。研究採便利抽樣方式，選取樣本有製造業、金融與服務業、科技業、鋼鐵業等產業，篩選具體制且員工人數有大於一百人以上之企業，最後得到總數約十二家的企業進行問卷發放，平均每間企業發放二十份問卷，於民國100年4月17日起開始發放問卷，總計發放數為250份問卷，於民國100年5月9日回收問卷完畢，總計回收240份問卷，扣除其中8份填答不完整之問卷，實得有效問卷232份，有效問卷回收率為96%。
本研究使用結構方程模式進行分析，研究結果發現：(1)傾向高承諾型人力資源管理系統之組織，能正向提升員工對組織情感性承諾；(2)傾向高承諾型人力資源管理系統之組織，能正向提升員工工作敬業心的表現；(3)傾向高承諾型人力資源管理系統之組織，對員工協助方案的滿意度有顯著正向影響；(4)對組織員工協助方案之滿意程度，對員工組織情感性承諾無正向影響；(5)對組織員工協助方案之滿意程度，對員工工作敬業心的表現無正向影響；(6)對組織有情感性承諾之員工，其工作敬業心的表現有正向影響；(7)高承諾型人力資源管理系統會透過情感性承諾的中介效果，正向影響員工工作敬業心；(8)員工協助方案透過情感性承諾的中介效果，對員工工作敬業心無正向影響；(9)隨著不同個人特性(如性別、年齡、教育程度、婚姻狀況、工作年資等)與其他相關因素(如：工作類型、產業別、對員工協助方案的認知情形等)影響，在高承諾導向人力資源管理、員工協助方案、情感性承諾、工作敬業心上有部份顯著之差異。

Giving a special treatment for employees in order to develop competences and engagement are still significant problem in human resources management in the organizations. To counter those problems, researchers and practices have been implementing some approaches, for example, well-established programs on selection, training, reward system, career development and performance appraisal, even more, to exert the employee assistance programs. This paper describes the relationship among the high commitment human resource management system, employee assistance programs, affective commitment, and employee engagement. I share 232 questionnaires as primary data in which respondents are on jobs’ staff. Moreover, I use quantitative method in SEM, One-way ANOVA, etc., to analyze all the information.
The main finding is that high commitment human resource management systems and employee assistant programs have a positive effect on job engagement through the mediate of affective commitment. The finding is highly supported the hypothesis I made, and also testify some researcher’s suggests. Further from this research, I also offer some suggestions of management and practical to the issue.

論文審定書 …………………………………………………………………………
致謝辭 ………………………………………………………………………………I
摘 要…………………………………………………………………………………II
Abstract ……………………………………………………………………………III
目 錄…………………………………………………………………………………IV
表目錄 ………………………………………………………………………………V
圖目錄 ………………………………………………………………………………VI

第一章 緒論
第一節 研究動機………………………………………………………01
第二節 研究目的………………………………………………………04
第三節 研究流程………………………………………………………05
第二章 文獻探討
第一節 高承諾型人力資源管理系統…………………………………06
第二節 員工協助方案…………………………………………………12
第三節 情感性承諾……………………………………………………19
第四節 工作敬業心……………………………………………………25
第五節 各構面間關係之探討…………………………………………30
第三章 研究方法
第一節 研究架構………………………………………………………39
第二節 研究假設………………………………………………………40
第三節 變項之操作定義與衡量………………………………………41
第四節 抽樣方法與樣本分析…………………………………………48
第五節 資料處理與分析分法…………………………………………50
第六節 各量表之因素、信度及效度分析……………………………52
第四章 研究結果與討論
第一節 各構面之間的相關分析………………………………………62
第二節 研究架構整體模式分析………………………………………65
第三節 人口統計變項在各構面間之變異數分析……………………72
第四節 研究假設與實證結果…………………………………………83
第五章 結論與建議
第一節 研究結論………………………………………………………84
第二節 管理意涵與管理建議…………………………………………89
第三節 研究限制與建議………………………………………………92
參考文獻……………………………………………………………………………93
附錄一、研究問卷…………………………………………………………………110

表 目 錄
表2-1-1 策略性人力資源系統分類 .…………………………………………08
表2-2-1 採用EAPs的因素 ……………………………………………………14
表2-2-2 不同時期國內外學者對員工協助方案之定義………………………15
表2-3-1 組織承諾之定義………………………………………………………19
表2-3-2 情感性承諾相關之研究………………………………………………23
表2-4-1 工作敬業心之定義……………………………………………………25
表3-3-1 高承諾導向人力資源管理系統衡量構面及題項……………………42
表3-3-2 員工協助方案衡量構面及題項………………………………………44
表3-3-3 情感性承諾衡量構面及題項…………………………………………45
表3-3-4 工作敬業心衡量構面及題項…………………………………………46
表3-4-1 人口統計變項之次數分配表(n=232) ..………………………………49
表3-6-1 高承諾導向人力資源管理系統之驗證性因素分析結果表…………52
表3-6-2 員工協助方案之驗證性因素分析結果表……………………………54
表3-6-3 情感性承諾之驗證性因素分析結果表………………………………56
表3-6-4 工作敬業心之驗證性因素分析結果表………………………………57
表3-6-5 各構面驗證性因素分析之模式適合度考驗摘要表…………………58
表3-6-6 各構面之收斂效度分析結果…………………………………………59
表3-6-7 各構面之區別效度分析結果 ………………………………………60
表4-1-1 各研究構面相關性彙總表 ..…………………………………………62
表4-2-1 SEM配適指標之判斷標準 .…………………………………………65
表4-2-2 SEM模式分析結果...…………………………………………………67
表4-2-3 理論結構模式之因徑係數與假設驗證－中介效果 ..………………71
表4-3-1 不同性別之差異性分析 ..……………………………………………72
表4-3-2 不同婚姻狀況之差異性分析…………………………………………73
表4-3-3 不同產業別在各構面之變異數分析…………………………………74
表4-3-4 不同教育程度在各構面之變異數分析………………………………75
表4-3-5 不同年齡在各構面之變異數分析……………………………………76
表4-3-6 不同工作年資在各構面之變異數分析………………………………77
表4-3-7 不同工作類型在各構面之變異數分析………………………………78
續表4-3-7 不同工作類型在各構面之變異數分析………………………………78
表4-3-8 員工協助方案對個人重要程度在各構面之變異數分析……………79
表4-3-9 員工協助方案對工作重要程度在各構面之變異數分析……………80
表4-3-10 員工協助方案是否為重要考量因素在各構面之變異數分析………81
表4-3-11 人口統計變項在構面之變異數結果分析表…………………………82
表4-4-1 研究假設與實證結果…………………………………………………83

圖 目 錄
圖 1-3-1 研究流程 ...…………………………………………………………05
圖2-5-1 敬業模式圖 …………………………………………………………35
圖3-1-1 研究架構圖 …………………………………………………………39
圖3-4-1 工作年資次數分配圖 ………………………………………………48
圖4-2-1 整體理論模式變數關係驗證圖 ……………………………………69

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