博碩士論文 etd-0823112-102943 詳細資訊


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姓名 李冠群(Guan-Cyun Lee) 電子郵件信箱 E-mail 資料不公開
畢業系所 人力資源管理研究所(Institute of Human Resource Management)
畢業學位 碩士(Master) 畢業時期 101學年第1學期
論文名稱(中) 高績效工作系統、員工知覺組織支持及員工工作轉換意圖之關係
論文名稱(英) The Relationships among High Performance Work Systems, Employee Perceived Organizational Support, and Employee's Job change intention
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    摘要(中) 進入國際化、資訊化,變動快速的知識經濟時代,企業經營上面臨相當強的挑戰,經營者體認到除了重視外在競爭情勢之外,更需透過提升人力資本,以厚植競爭能力,讓組織基業長青。就我們所知,員工於組織工作是受到各種需求的激勵,而需求被滿足程度的高低,對員工不僅重要,更間接影響其對組織的態度與行為,也就是說,員工知覺組織支持,將促使其對工作更感興趣,戮力達成組織目標,且以身為組織的一份子為榮。
    本研究以高績效工作系統為自變項,以員工工作轉換意圖作為員工態度與行為之依變項,並以員工知覺組織支持為中介變項,以檢驗員工知覺組織支持是否對高績效工作系統及員工態度與行為間具中介效果。
    本研究採用問卷調查法收集資料。為避免出現共同方法變異問題,本研究區分二階段進行資料蒐集,完成問卷回收及資料整理後,本研究以驗證性因素分析檢驗各量表工具之品質,並以二階階層迴歸進行主要的假設驗證,以檢驗變數間之關係。
    結果顯示,高績效工作系統對員工知覺組織支持具顯著正向影響,而高績效工作系統對離職意圖則具顯著之負向影響,此外,員工知覺組織支持對離職意圖呈現顯著負向影響,且員工知覺組織支持對高績效工作系統與離職意圖間之關係具中介效果。最後,依據研究結果,本研究提出相關理論與實務之建議。
    關鍵詞:員工工作轉換意圖、高績效工作系統、員工知覺組織支持
    摘要(英) In the times of globalization, informationization, rapid changing knowledge economy, corporate are facing intensive challenges. Management team knows that they should not only focus on competitive landscape but also enhance human capital in order to strengthen competitiveness and rejuvenate the organization. Accordingly, employees are motivated by every kind of intentions. They regard the degree of support of their work in the organization, the more they satisfy, the more they feel interested with the job, which might commit themselves to meet the organization’s goal and be proud to be one of the whole team.
    This research is to test if employee perceived organizational support has an mediating effect to high performance work systems and employee’s job change intention.
    This study collects data along with a 2- phase questionnaire, which were filled out by first-line servicing employee, with a total of 260 valid samples. In phase I analyzed high performance work system measurement result, phase II started 2 weeks after phase I questionnaire in order to prevent common method variance, which collected perceived organizational support and employee’s job change intention.
    In this study, the result shows that high performance work systems have a significant impact on employee perceived organizational support, and have the negative impact on employee’s job change intention. Moreover, employee perceived organizational support has a negative impact on employee’s job change intention while it has the mediating effect between high performance work systems and job change intention.
    Keywords:High Performance Work Systems, Employee Perceived Organizational Support, Employee's Job change intention
    關鍵字(中)
  • 員工工作轉換意圖
  • 高績效工作系統
  • 員工知覺組織支持
  • 關鍵字(英)
  • High Performance Work Systems
  • Employee Perceived Organizational Support
  • Employee's Job change intention
  • 論文目次 目錄
    論文審定書 I
    中文摘要 II
    ABSTRACT III
    目錄 IV
    第一章 緒論 1
    第一節 研究背景與動機 1
    第二節 研究目的 3
    第三節 研究流程 5
    第二章 文獻探討 7
    第一節 人力資源管理之探討 7
    第二節 員工知覺組織支持之探討 13
    第三節 員工工作轉換意圖之探討 16
    第三章 研究設計 20
    第一節 研究架構與假設 20
    第二節 研究對象與資料蒐集方法 22
    第三節 研究變項的操作型定義與衡量 24
    第四節 共同方法變異檢測 30
    第四章 結果分析與討論 31
    第一節 樣本結構百分比統計 31
    第二節 各變數之間的相關係數分析 32
    第三節 驗證性因素分析 33
    第四節 迴歸分析 37
    第五章 結果與建議 40
    第一節 研究結論 40
    第二節 管理意涵 42
    第三節 研究限制與後續研究建議 45
    參考文獻 47
    一、 中文部份 47
    二、 英文部份 48
    參考文獻 參考文獻
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    口試委員
  • 余明助 - 召集委員
  • 王喻平 - 委員
  • 趙必孝 - 指導教授
  • 口試日期 2012-08-21 繳交日期 2012-08-23

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