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博碩士論文 etd-0802114-215935 詳細資訊
Title page for etd-0802114-215935
論文名稱
Title
人力資源專業人員之專業職能、勤勉正直性人格特質與工作績效之研究-以主管與部屬人際交換關係為調節變項
The Empirical Study of Human Resource Staff's Competence, Personality and Performance : The Moderating Effect of Leader-member Exchange
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
60
研究生
Author
指導教授
Advisor
召集委員
Convenor
余明助
Ming-Chu Yu
口試委員
Advisory Committee
王喻平
Christina Y.P. Wang
口試日期
Date of Exam
2014-06-19
繳交日期
Date of Submission
2014-09-02
關鍵字
Keywords
工作績效、專業職能、主管與部屬人際交換關係、勤勉正直性人格特質
personality-conscientiousness, human resource competency, job performance, leader-member exchange
統計
Statistics
本論文已被瀏覽 5669 次,被下載 507
The thesis/dissertation has been browsed 5669 times, has been downloaded 507 times.
中文摘要
本研究主要探討人力資源專業人員之專業職能、勤勉正直性人格特質與工作績效之影響。本研究以人力資源專業職能,包含企業經營管理知識、功能性人力資源管理、進階性人力資源管理、策略性人力資源管理、溝通與協商、診斷與輔導、自我發展等,以及勤勉正直性人格特質探討其對工作績效的影響,以主管與部屬人際交換關係為調節變項,探討其與工作績效之調節效果。
研究方法以問卷調查方式蒐集樣本資料,以台灣地區人力資源專業人員為對象,採紙本與網路併行施測;透過敘述性統計、因素分析、相關分析、階層迴歸分析,進行實證研究,研究結果顯示:
(一)人力資源專業職能對工作績效有部份正向影響。
(二)勤勉正直性人格特質對工作績效有正向影響。
(三)主管與部屬人際交換關係(LMX)對勤勉正直性人格特質與工作績效之間具有顯著調節效果。
(四)主管與部屬人際交換關係(LMX)對人力資源專業職能與工作績效之間部份具有顯著調節效果。
根據本研究之發現,建議組織召募人力資源專業人員時除針對企業文化之人格特質外,也不仿特別關注勤勉正直性的人格特質;在影響人力資源專業人員工作績效的眾多因素中,提升專業職能更為重要,故組織在人力資源專業人員所需專業職能方面需能積極且有效培養並持續給予學習發展的機會,方能有效提升工作績效;同時也應積極營造組織內主管與部屬良好的工作互動關係,藉由雙方之間透過連續不斷的角色互動過程,進行教導、溝通、適當授權,發展出對組織有正向幫助的主管與部屬人際交換關係,以期創造人力資源的永續競爭優勢。
Abstract
This dissertation is to study the effects of human resource professional competencies, personality-conscientiousness and job performance. The study presents how the various facets of human resource professional competencies influence performance, the facets like business administrative knowledge, functional human resource expertise, strategic human resource expertise, communication and negotiation, human resource diagnosis and counseling, self-development, and personality- consciousness. Based on the moderating variables of leader-member exchanges, the moderating effects upon performance at work are also examined.
Both Internet-based and paper-based questionnaire are responded by human resource professionals in Taiwan. The questionnaire confirms the following 4 factors: the positive correlation between competencies and performance, the helpful correlation between personality -conscientiousness and performance, the obvious moderating effects among the leader-member exchanges, personality -conscientiousness and performance, and finally, the distinct moderating effects among the leader-member exchanges, competencies and performance.
In conclusion, this dissertation recommends that the corporation should focus on not only an employee’s corporate spirit but also her/his personality-conscientiousness. In addition, expertise developing and in-house training system are important factors for improving human resource professional competencies. Also, a workers’ improved performance depends on a cordial and harmonious leader-member exchange.
目次 Table of Contents
論文審定書 i
誌 謝 ii
中文摘要 iii
Abstract iv
第一章 緒論 5
第一節 研究動機 5
第二節 研究目的 6
第三節 研究流程 7
第二章 文獻探討 8
第一節 人力資源專業職能的意義與內涵 8
第二節 人格特質的意義與內涵 11
第三節 工作績效的意義與內涵 13
第四節 主管與部屬人際交換關係 14
第三章 研究方法 15
第一節 研究架構 15
第二節 研究假設 16
第三節 研究工具 16
第四節 研究樣本與施測程序 20
第五節 資料分析方法 23
第六節 共同方法變異檢測 24
第四章 研究結果 25
第一節 各研究變項敘述性統計分析與相關係數 25
第二節 信度分析 29
第三節 因子分析 30
第四節 假設檢定結果 35
第五章 結論與建議 42
第一節 研究主要發現 42
第二節 管理意涵 47
第三節 研究限制與未來研究建議 49
參考文獻 50
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