Responsive image
博碩士論文 etd-0120110-175152 詳細資訊
Title page for etd-0120110-175152
論文名稱
Title
員工工作投入與內在動機之研究:探討承諾基礎人力資源實務、制度式組織信任及裁員之影響
A Research on the Relationship among Intrinsic Motivation and Job Involvement:Exploring the Effects of Commitment-based HR practices, Institutional organizational trust and Layoff
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
82
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2010-01-18
繳交日期
Date of Submission
2010-01-20
關鍵字
Keywords
內在動機、裁員、承諾基礎人力資源實務、制度式組織信任、工作投入
Job involvement, Institutional organizational trust, Intrinsic motivation, Commitment-based HR practices, Layoff
統計
Statistics
本論文已被瀏覽 5788 次,被下載 24
The thesis/dissertation has been browsed 5788 times, has been downloaded 24 times.
中文摘要
本研究以設置有人力資源專職部門的組織作為研究對象,共收集來自33家企業的255位員工問卷及33份人資問卷,透過階層線性模式,探討員工內在動機與工作投入間的關係、制度式組織信任與內在動機間的關係、承諾基礎人力資源實務與制度式組織信任間的關係及裁員與員工內在動機及工作投入之間的關係。
個人層次的研究結果顯示,內在動機與工作投入間具有顯著正向關係;制度式組織信任中信任組織的的願景、策略及溝通及信任組織的作業流程與內在動機間具有顯著正向關係。跨層次的研究結果顯示,承諾基礎人力資源實務與制度式組織信任各構面之間皆有顯著的正向關係;裁員措施與工作投入間具有負向關係,然而,裁員措施對內在動機與工作投入之間的干擾效果則不顯著。依據研究結果本研究提出建議,希冀能提供企業做為實務上之參考。
Abstract
Data from 255 employees who were members of 33 companies were tested with hierarchical linear modeling analyses. The purpose of this study was to analyze the relationships among employees’ intrinsic motivation, job involvement, commitment -based HR practices, institutional organizational trust and layoff.
Results from the individual-level analyses indicated that intrinsic motivation has a positive effect on job involvement. Institutional organizational trust, in terms of benevolence and reliability and structural assurance, has a positive effect on intrinsic motivation. While concerning factors at the organizational level, results showed that commitment-based HR practices have a positive effect on institutional organizational trust. Layoff has a negative effect on job involvement. However, the hypothesis that layoff has significant effect on intrinsic motivation and job involvement was not supported.Contributions to both the literature and organizational practices are discussed.
目次 Table of Contents
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 5
第二章 文獻探討與假設發展 6
第一節 工作投入 6
第二節 內在動機 8
第三節 制度式組織信任 11
第四節 承諾基礎人力資源實務 15
第五節 裁員 19
第三章 研究方法 26
第一節 研究架構 26
第二節 研究假設 27
第三節 研究變數的衡量與操作型定義 28
第四節 問卷設計 30
第五節 抽樣方法 33
第六節 資料分析方法 37
第四章 實證分析結果 39
第一節 變數的信度及效度分析 39
第二節 階層線性模式(Hierarchical linear modeling)分析 44
第三節 研究假設驗證結果整理 54
第五章 結論與建議 55
第一節 研究結論 55
第二節 研究貢獻與研究限制 59
第三節 研究建議 61
參考文獻 64
附錄一 72
附錄二 75
參考文獻 References
一、 中文部份

林鉦棽,1996,組織公正、信任、組織公民行為之研究:社會交換理論之觀點,
管理科學學報第13卷第3期:391-415
林鉦棽、謝瑜玲,2007,策略性人力資源管理與組織文化對組織公民行為的影響之研究 ,人文暨社會科學期刊第3卷第1期:1-15
房美玉,1999,人力資源管理與薪酬制度對台灣高科技產業組織表現之影響。行政院國家科學委員會科學技術資料中心(NSC-88-2416-H008-027)
高新建、吳幼吾,1997,層級線性模式在內屬結構教育資料上的應用,教育研究資訊,5(2): 31-50
黃素娥,2006,人力資源管理措施對組織績效之影響探討-以人力資源效能為中介變項,中央大學碩士論文
溫福星,2006,階層線性模式:原理、方法、與應用,台北,雙葉書廊
游宗憲,2006,淺談組織信任對人力資源管理之影響,T&D飛訊第50期:1-15
蔡秀涓,2006,虛幻或實存?組織信任概念與影響原因回顧暨展望,公共行政學報第21期:163-178

二、 英文部分

Albrecht, S., & Travaglione, A. 2003. Trust in Public-Sector Senior Management. Human Resource Management, 14(1): 76-92.

Amabile, T. M., Hill K.G., Hennessey, B. A., & Tighe, E. M. 1994. The work preference inventory: assessing intrinsic and extrinsic motivational orientation. Journal of Personality and Social Psychology, 66: 950-967.

Appelbaum, E., Bailey, T., Berg, P. & Kalleberg, A. L. 2000. Manufacturing Advantage: Why High-Performance Work Systems Pay Off. New York, Cornell University Press.

Arthur, J. B. 1992. The link between business strategy and industrial relations systems in American steel minimills. Industrial and Labor Relations Review, 45: 488-506.

Arthur, J. B. 1994. Effects of human resource systems on manufacturing performance and turnover. Academy of Management Journal, 37(3): 670-687.
Bachmann,R. 2002. Trust and Power as Means of Coordinating the Internal Relations of the Organization:A Conceptual Framwork. In B. Nooteboom & F. Six (Eds.),The Trust Process in Organizations :Emprical Studies of the Determinants and the Process of Trust Development. Edward Elgar Publishing.

Bass, B. M. 1985. Leadership and performance beyond expectations. New York, Free Press

Becker, B. & Gerhart, B. 1996. The Impact of Human Resource Management on Organizational Performance: Progress and Prospects. Academy of Management Journal, 39(4): 779-801.

Becker, B. E., & Huselid, M. A. 1998. High Performance Work Systems and Firm Performance: A Synthesis of Research and Managerial Implications. In G. Ferris (Ed ). Research in Personnel and Human Resource Management, 16: 53-101.

Beer, M., Spector, B., Lawrence, P. R. , Miles, D. Q., & Walton, R. E. 1985. Human Resource Management: A General Manager’s Perspective. New Yolk, Free Press.

Bennett, M., & Bell, A. 2004. Leadership and Talent in Asia: How the Best Employers Deliver Extraordinary Performance. NJ, John Wiley & Sons Press.

Blau, G. J. 1985. The Measurement and Prediction of Career Commitment. Journalof Occupational Psychology, 58: 277-288

Blau, P. M. 1964. Exchang and Power in Social Life. New York, John Wiley and Sons Press.

Blunsdon, B., & Reed, K. 2003. The effects of technical and social conditions on workplace trust. International Journal of Human Resource Management, 14 (2): 1-16

Bradach, J. L., & Eccles, R. G. 1989. Price,Authority,and Trust:From Ideal Types to Plural Forms. Annual Review of Sociology, 15: 97-118.
Brockner, J., & Siegel, P. 1996. Understanding the Interaction between procedural and Distributive Justice. In R. M. Kramer & T. R. Tyler (Eds.), Trust in Organizations :Frontiers of Theory and Research(pp.331-356). Thousand Oaks CA: Sage Publications.

Brooke, P.P., Russell, D.W., & Price, J.L. 1988. Discriminant Validation Of Measures of Job Satisfaction, Job Involvement, and Organizational Commitment. Journal of Applied Psychology, 5: 139-145

Brown, S. P. 1996. A meta-analysis and review of organizational research on job involvement. Psychological Bulletin, 120(2): 235-255.

Deci, E. L., & Ryan, R. M. 1980. The empirical exploration of intrinsic motivational processes. In L. Berkowitz (Ed.), Advances in Experimental Social Psychology (Vol. 13). NY, Academic Press.
Deci, E. L., & Ryan, R. M. 1985. Intrinsic motivation and self-determination in human behavior. New York, Pleunm Press

Delery, J. R., & 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.

Dyer, L., & Holder, G. 1988. A strategic perspective of human resource anagement. In L. Dyer (Ed.), Human Resource Management: Evolving Roles and Responsibilities (pp. 1-46). Washington, DC, Bureau of National Affairs.

Eckel, C. C., & Wilson, R. K. 2004. Is trust a risky decision? Journal of Economic Behavior and organization, 55: 447-465.

Ellonen, R., Blomqvist, K., & Puumalainen, K. 2006. The role of trust in organisational innovativeness - the impact of different types of trust to different dimensions of innovativeness. a conference paper presented at the ProAct conference, Tampere.

Enzle, M. E., & Ross, J. M. 1978. Increasing and decreasing intrinsic interest with contingent rewards: A test of cognitive evaluation theory. Journal of Experimental Social Psychology, 14: 588-597.
Enzle, M. E., Wright, E. F., & Redondo, I. M. 1996. Cross-task generalization of intrinsic motivation effects. Canadian Journal of Behavioral Science, 28(1): 19-26.

Fisher, C.D. 1978. The effects of personal control, competence, and extrinsic reward systems on intrinsic motivation. Journal of Organizational Behavior and Human Performance, 21: 273-288

Fitz-enz, J., & Davison, B. 2002. How to Measure Human Resources Management. Singarpore, McGraw-Hill.

Friedlander, F. 1966. Motivations to work and organizational performance. Journal of Applied Psychology, 50(2): 143-152.

Herzberg B. M. 1959. The Motivation to Work. New York, John Wiley.

Herbert, T. T. 1976. Dimensions of Organizational Behavior. New York, Collier Macmillan.

Hiltrop, J. M. 2005. Creating HR capability in high performance organizations. International Journal of Strategic Change Management, 14(3): 121-131.

Hofmann, D. A. 1997. An overview of the logic and rational of hierarchical
linearmodels. Journal of Management, 23: 723-744.

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.

Iso-Ahola, S. E. 1989. Motivation for leisure. In E.L.Jackson & T.L Burton (Eds.), Understanding leisure and recreation : Mapping the past, charting the future. State College, PA : Venture publishing Inc

Jones, G. R.,&George, J. M. 1998. The Experience and Evolution of Trust: Implications for Cooperation and Teamwork. Academy of Management Review, 23(3): 531-546

Kahn, W. A. 1990. Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4): 692-724

Kanungo, R. N. 1982. Measurement of job and work involvement. Journal of Applied Psychology, 67(3): 341-349

Klein, K. J. & Kozlowski, S. W. 2000. Multilevel theory, research, and
methods inorganizations: Fundation, extensions, and new directions.
San Francisco, CA:Jossey-Bass

Konovsky, M. A., & Pugh, S. D. 1994. Citizenship behavior and social exchange. Academy of Management Journal, 37: 656-669.

Kuvaas, B. 2007. Work performance, affective commitment, and work motivation: the roles of pay administration and pay levely.Journal of Organizational Behaviour, 27: 365–385

Latham, G., & Pinder, C. 2005. Work motivation theory and research at the dawn of the twenty-first century. Annual Review of Psychology, 56: 485-516.

Lawler, E. E. 1969. Job design and employee motivation. Personnel Psychology, 22: 426-435

Lawler, E. E., & Hall, D. T. 1970. Relationship of job characteristics to job involvement, satisfaction, and intrinsic motivation. Journal of Applied Psychology, 54: 305-312

Lepak, D. P., & Snell, S. C. 2002. Examining the Human Resource Architecture: The Relationships Among Human Capital, Employment, and Human Resource Configurations. Journal of Management, 28(4): 517-543.

Lodahl, T. M. & Kejner, M. 1965. The Definition and Measurement of Job Involvement. Journal of Applied Psychology, 49(1): 24-33

Mayer, R. C., Davis, J. H., & Schoorman, F. D. 1995. An Integrative Model Of Organizational Trust. Academy of Management Review, 20: 709-734.

Mayer, R. C., & Davis, J. H. 1999. The Effect of the Performance Appraisal System on Trust for Management: A Field Quasi-Experiment. Journal of Applied Psychology, 84: 123-136.

McAllister, D. J. 1995. Affect- and Cognition-Based Trust as Foundations for Interpersonal Cooperation in Organizations. Academy Management Journal, 38: 24-59.

McCauley, D. P., & Kuhnert, K. W. 1992. A Theoretical Review and Empirical Investigation of Employee Trust in Management. Public Administration Quarterly, 16(2): 265-283.

McKnight, D. H., Cummings, L. L., & Chervany, N. L. 1998. Initial Trust Formation in New Organizational Relationships. Academy of Management Review, 23(3): 472-490.

Novelli, L. I., Kirkman, B. L., & Sharpiro, D. L. 1995, Effective implementation of organization change:An organization justices perspective. In C. copper & D. rousseau (Eds.), Trends in Organizational Behavior, 2:15-36.

Organ, D. W. 1988. Organizational citizenship behavior: The good soldier syndrome. Lexington, MA: Lexington Books.

Osterman, P. 1994. How common is workplace transformation and sho adopts it? Industrial and labor relations review, 47(2): 173-187

Paullay, I. M., Alliger, G. M., & Stone-Romero, E. F. 1994. Construct validation of two instruments designed to measure job involvement and work centrality. Journal of Applied Psychology, 79: 224-228
.
Podsakoff, P. M., & Organ, D. W. 1986. Self-reports in organizational research: Problems and prospects. Journal of Management, 12: 531-544.

Randall, S. S., Ramon, J. A., Arthur P. B. 1977. Role Conflict and Ambiguity:A Scale Analysis. Organizational Behavior and Human Performance, 20: 111-128

Raudenbush, S. W. & Bryk, A. S. 2002. Hierarchical linear models:
Applications and data analysis methods(second edition). Newbury
Park, CA: Sage.

Reeve, C. L., Smith, C . S. 2001. Refining Lodahl and Kejner’s job involvement scale with a convergent evidence approach: applying multiple methods to multiple samples. Organizational Research Methods, 4( 2): 91-111.

Robinowitz, S., & Hall,D.T. 1977. Organizational research on job involvement. Psychological Bulletin ,84(2): 265-288

Robbins, S. P. 2001. Organizational behavior. London: Prentice Hall International

Rousseau, D. M., Sitkin, S. B., Burt, R. S., & Camerer, C. 1998. Not so different after all: a cross-discipline view of trust. Academy of Management Review, 23: 393-404.

Shin, J. N. 1993. Job Involvementin a Non-Western Public Sector: Its Antecendents and Consequences. The Journal of National Chengchi University, 67: 626-650.

Stipek, D.J. 1993. Motivation to learn: Form theory to practice. Boston: Allyn & Bacon

Tang, T. L., & Ibrahim, A. H. S. 1998. Antecedents of organizational citizenship behavior revisited: Public personnel in the United States and in the Middle East. Public Personnel Management, 27: 529-549

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. Personnel and Human Resource Management, 13: 117–151.

Utman, C.H. 1997. Performance effects of motivational state: A meta-analysis. Personality and Social Psychology Review, 1: 170-182.

White, P. A. 1991. Ambiguity in the Internal-external distinction in causal attribution. Journal of Exerimental Social Psychology, 27: 259-270.

Williams, J.G. 2003. The importance of HR practices and workplace trust in achieving superior performance: a study of public-sector organizations. International Journal of Human Resource Management, 14(1): 28-54.

Wright, P. M., Dunford, B. B., & Snell, S. A. 2001. Human Resources and the Resource Based View of the Firm. Journal of Management, 27(6): 701-721

Zucker, L. G. 1986. Production of Trust : Institutional Sources of Economic Structure. Research in Organizational Behavior, 8: 53-11
電子全文 Fulltext
本電子全文僅授權使用者為學術研究之目的,進行個人非營利性質之檢索、閱讀、列印。請遵守中華民國著作權法之相關規定,切勿任意重製、散佈、改作、轉貼、播送,以免觸法。
論文使用權限 Thesis access permission:校內一年後公開,校外永不公開 campus withheld
開放時間 Available:
校內 Campus: 已公開 available
校外 Off-campus:永不公開 not available

您的 IP(校外) 位址是 34.239.158.223
論文開放下載的時間是 校外不公開

Your IP address is 34.239.158.223
This thesis will be available to you on Indicate off-campus access is not available.

紙本論文 Printed copies
紙本論文的公開資訊在102學年度以後相對較為完整。如果需要查詢101學年度以前的紙本論文公開資訊,請聯繫圖資處紙本論文服務櫃台。如有不便之處敬請見諒。
開放時間 available 已公開 available

QR Code