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博碩士論文 etd-0207112-181505 詳細資訊
Title page for etd-0207112-181505
論文名稱
Title
高績效人力資源實務、員工幸福感及員工態度與行為之關係
The Relationships among High Performance Human Resource Practices, Employee's Well-Being, Attitudes, and Behaviors
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
173
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
2012-01-13
繳交日期
Date of Submission
2012-02-07
關鍵字
Keywords
高績效人力資源實務、組織認同、工作投入、工作搜尋行為、幸福感
well-being, job search behavior, high-performance human resource practice (HPHRP), organization identification, job involvement, employee’s happiness
統計
Statistics
本論文已被瀏覽 5727 次,被下載 8991
The thesis/dissertation has been browsed 5727 times, has been downloaded 8991 times.
中文摘要
近年來,許多企業為延攬優秀人才,留住績優員工,已逐漸開始重視員工幸福感所帶來的效益,本研究主要目的在於探討組織中可能影響員工幸福感之因素,以及幸福感對員工態度與行為間之影響,以描繪出幸福企業之輪廓。
本研究以組織層次之高績效人力資源實務為自變項,以個人層次之組織認同、工作投入與工作搜尋行為作為員工態度與行為之依變項,並以個人層次的幸福感為中介變項,以檢驗幸福感是否對高績效人力資源實務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,本研究將問卷區分為人力資源人員問卷及員工問卷,問卷資料來自50家企業,共50位人力資源人員及461位員工填寫之有效問卷。本研究以階層線性模式(Hierarchical Linear Modeling, HLM)進行主要的假設驗證,以檢驗變數間之關係。
結果顯示,高績效人力資源實務對幸福感具顯著正向影響,而高績效人力資源實務對組織認同及工作投入皆具顯著之正向影響、對工作搜尋行為則具顯著之負向影響,此外,幸福感對組織認同及工作投入皆呈現顯著正向影響,且幸福感對高績效人力資源實務與組織認同及工作投入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。
Abstract
In the recent years, companies began emphasize the employees’ cognition on happiness and well-being to recruit and retain the talents and human resources. This study is to explore the factors influencing the employee’s well-being cognition and the impacts of attitudes and behaviors from the employees’ well-being.
This study adopted the high-performance human resource practice (HPHRP) in organization level as the independent variable and the organizational identification, job involvement and job searching behavior in individual level as dependent variables. The employee’s well-being was a mediator between the independent and dependent variables to examine the mediating effects.
This research employed the questionnaire suvey to collect the data. To avoid the common method variance, the questionnaire is divided into two parts, one for the HR professionals, and another on for the general employees. The data was collected from fifty companies. Valid questionnaires from fifty HR professionals and 461 employees are included. The Hierarchical Linear Modeling (HLM) was used in the main hypotheses tests to examine the relationships among the variables.
The results showed that the HPHRP of company has significant positive influences on employee’s well-being, organizational identification, and job involvement, and has significant negative influence on job search behavior. Employee’s well-being has positive influences on organizational identification and job involvement. Employee’s well-being is also a mediator between the relationships HPHRP and organizational identification and job involvement of employee. Based on the results, this study proposed some empirical and practical suggestions.
目次 Table of Contents
論文審定書 i
致謝 ii
中文摘要 iii
英文摘要 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 4
第三節 研究流程 7
第二章 文獻探討 8
第一節 幸福感 8
第二節 高績效人力資源實務 23
第三節 組織認同 35
第四節 工作投入 47
第五節 工作搜尋行為 59
第三章 研究方法與設計 74
第一節 研究架構與研究假設 74
第二節 研究變項之操作型定義與衡量 76
第三節 資料蒐集方法及樣本特性分析 86
第四節 共同方法變異檢測 92
第五節 資料分析方法 93
第四章 結果分析與討論 96
第一節 主要變數間之相關分析 96
第二節 高績效人力資源實務對員工幸福感之影響 98
第三節 高績效人力資源實務對員工態度與行為之影響 101
第四節 幸福感對員工態度與行為之影響 111
第五節 幸福感對高績效人力資源實務及員工態度與行為間關係之中介效果 117
第五章 結論與建議 123
第一節 研究結論 123
第二節 管理意涵 126
第三節 研究限制與後續研究建議 130
參考文獻 133
一、中文部分 133
二、英文部分 136
三、網站資料 152
附錄 153
附錄一 中英文問卷對照表 153
附錄二 問卷內容 157
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