直線經理參與人力資源活動對員工工作績效與組織公民行為之影響

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姓名

蕭博文(Bowen Hsiao) 查詢紙本館藏

畢業系所

人力資源管理研究所

論文名稱

直線經理參與人力資源活動對員工工作績效與組織公民行為之影響
(The impact of line mangers involvement in human resource activities on employees' job performance and organization citizenship behavior)

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摘要(中)

隨著企業環境變化劇烈，直線經理需要具備充足的能力，方能夠有效管理其所屬單位。人力資源管理是直線經理必備的管理活動之一，有效的人力資源管理可以提升部屬績效與承諾。而領導部屬交換關係，對於部屬表現有非常直接影響。因此本研究欲探討直線經理參與人力資源活動，是否會對透過領導部屬交換關係，對於部屬工作績效與組織公民行為產生影響。
本研究以國內某家個案公司為例，透過分別發放經理問卷與部屬問卷，來取得經理與部屬的配對資料。在本研究問卷回收結果中，有效的經理問卷總共有101份，部屬問卷總數為611份。
研究結果發現，直線經理參與績效管理，會透過領導部屬交換關係，對部屬工作績效與組織公民行為產生影響。而在其他的人力資源活動部份，直線經理並未透過領導部屬交換關係，進而對部屬產生影響，顯示直線經理尚需要加強其人力資源管理能力。
因此本研究認為，公司必須要多投入在發展直線經理的管理能力，鼓勵直線經理轉換其管理方式，同時輔以人力資源專家協助下，可以有效提升直線經理之管理效能，進而提高其單位之績效表現。

摘要(英)

As the environment changes dramatically, line mangers must have sufficient management abilities to mange their units and subordinates. One of the management activities managers must have is human resource management. An effective human resource management can improve subordinates’ performance and commitment. The Leader-Member Exchange relationship has direct impact on the subordinates. Therefore, the main idea of this research is to discuss the impact of line mangers involvement in human resource management and subordinates’ job performance and organization citizenship behavior through leader-member exchange.
This research sent manger and subordinate questionnaires respectively to pair the data in a Taiwan high-tech company and 101 mangers and 611 subordinates’ effect questionnaires were collected.
The result indicates that line mangers involve in performance management have significant influence on the subordinates’ job performance and organization citizenship behavior through leader-member exchange. However, in other human resource activities, line mangers have no significant impact on the subordinates through leader-member exchange. It means that line mangers have to improve their human resource management abilities.
This study suggests the company should put more resources in line mangers’ management development and encourage them to change their management style via professional human resource assistance in order to increase line managers’ management effeteness and unit performance.

關鍵字(中)

★ 直線經理參與人力資源
★ 領導部屬交換關係

關鍵字(英)

★ leader-member exchange
★ line manger involve in human resource

論文目次

第一章緒論…………………………………………………………………1
第一節研究動機……………………………………………………………1
第二節研究目的……………………………………………………………3
第二章文獻探討……………………………………………………………4
第一節直線經理與人力資源管理…………………………………………4
第二節領導部屬交換理論…………………………………………………9
第三節領導部屬交換理論的前因變數與結果變數………………………14
第三章研究方法……………………………………………………………21
第一節研究架構……………………………………………………………21
第二節資料來源……………………………………………………………22
第三節問卷設計與變數定義………………………………………………23
第四節資料分析方法………………………………………………………25
第四章研究結果……………………………………………………………27
第一節樣本特性分析………………………………………………………27
第二節相關分析……………………………………………………………31
第三節迴歸分析……………………………………………………………33
第四節綜合討論……………………………………………………………40
第五章結論與建議…………………………………………………………42
第一節研究發現與結論……………………………………………………42
第二節研究限制……………………………………………………………43
第三節研究建議……………………………………………………………44
第六章參考文獻……………………………………………………………45

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指導教授

劉念琪(Nien-Chi Liu)

審核日期

2006-1-24

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