本研究主要目的在於探討人力資源管理制度一致性對於工具性信念及角色績效的關係，並進一步探討工具性信念對於人力資源管理制度一致性與角色績效間之中介效果。本研究以台灣企業作為母群體並採抽樣調查，問卷涉及員工、主管，為了避免研究上共同方法變異(common method variance)的問題，本研究採用配對問卷，透過主管與員工兩個來源同時進行，並且由主管填答所領部屬之角色績效表現問卷，員工則填答人力資源管理制度一致性及工具性信念之問卷。本研究總計發放324份問卷(每份問卷1份主管問卷與3份員工問卷)，回收有效問卷280份。依據分析結果顯示，人力資源管理制度一致性各構面中的對象一致性、表裡一致性、時間一致性、相互一致性對於工具性信念的影響達顯著水準。人力資源管理制度一致性對於角色績效各構面中的角色內行為、朝向個人之組織公民行為的影響均未達顯著水準，僅對朝向組織之組織公民行為的影響達顯著水準。工具性信念對於角色績效各構面中的角色內行為、朝向個人之組織公民行為、朝向組織之組織公民行為的影響均達顯著水準。工具性信念對於人力資源管理制度一致性與角色績效之間的關係並未產生中介效果。本研究針對上述結論提出管理意涵及建議，以供後續研究者及企業界參考。

In this study, we discuss the influences of HRM system consistencies on the instrumentality beliefs, and role performance.In this study, we investigated companies in Taiwan. In order in avoid the causes of the common method variance, we paired for data collections, the questionnaire is divided into supervisor and staff. In questionnaire respondents, supervisor in charge of the role performance , staff in charge of questionnaire by HRM system consistencies, and instrumentality beliefs. There were totally 324 questionnaires were released, and 280 of them are valid samples.Our results are as followed. The HRM system consistencies positively affect instrumentality beliefs, but do not positively impact role performance. The instrumentality beliefs positively affect role performance. For the mediating effects, The instrumentality beliefs does not show an obvious mediating effect on the relationship between HRM system consistencies and role performance. This study has some recommendations for future research reference, and companies.

摘要 ii
Abstract iii
目錄 iv
圖目錄 vi
表目錄 vii
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 4
第二章 文獻探討 5
第一節 人力資源管理制度一致性 5
第二節 工具性信念 8
第三節 角色績效 11
第三章 研究方法 17
第一節 研究架構 17
第二節 研究假設 18
第三節 研究變項操作型定義與衡量方式 19
第四節 資料發放與收集 27
第五節 樣本特性 28
第六節 資料分析方法 32
第四章 研究結果 34
第一節 描述性統計與相關分析 34
第二節 人力資源管理制度一致性對工具性信念之影響 36
第三節 工具性信念對角色績效之影響 40
第四節 人力資源管理制度一致性對角色績效之影響 41
第五節 工具性信念對人力資源管理制度一致性及角色績效的中介效果 51
第六節 假設驗證結果 54
第五章結論與建議 55
第一節 研究結論 55
第二節 管理意涵 58
第三節 研究限制及未來研究建議 60
參考文獻 62
附錄：問卷調查量表 66

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