人力資源管理措施與工作態度之相關性研究-以城邦出版控股集團為例; A Study of the Relationship between Human Resource Management Practices and Work Attitude — Cite Publishing Holding Group as an Example

NCUIR > School of Management at National Central University > Executive Master of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/10737

Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/10737

Title:	人力資源管理措施與工作態度之相關性研究-以城邦出版控股集團為例;A Study of the Relationship between Human Resource Management Practices and Work Attitude — Cite Publishing Holding Group as an Example
Authors:	王吉達;Chi-Ta Wang
Contributors:	人力資源管理研究所碩士在職專班
Keywords:	工作態度;人力資源管理措施;出版業;Human resource management practices;Publishing;Work Attitude
Date:	2006-06-28
Issue Date:	2009-09-22 14:05:48 (UTC+8)
Publisher:	國立中央大學圖書館
Abstract:	在知識經濟的時代中，創新研發是組織生存發展的唯一生機，而人力素質是創新求變的根源，在企業組織的營運中，許多的競爭優勢都可以被模仿，但唯獨「人」是不能被模仿的。組織人力資源的管理與發展成為培養優質人力資本的重要機制，而人力資本必須包括組織的創造力和創新能力。本研究的目的在(1)瞭解城邦出版集團人力資源管理措施與員工工作態度之內涵與現況。(2)探討城邦出版集團人力資源管理措施與員工工作態度之關係。(3)分析城邦出版集團員工個人背景變項對員工工作態度之影響。本研究針對針對城邦出版控股集團員工進行問卷調查，並根據回收問卷進行統計分析，再依照統計結果發覺其管理意涵，同時提供城邦出版控股集團經營管理上的建議。本研究發現，在人力資源管理措施中，工作特性、薪酬福利、員工關係、領導風格對工作態度有顯著的正向影響，而訓練發展、績效管理則無顯著影響，但具有顯著的正相關。而人力資源管理措施影響工作滿意及組織承諾的項目相同但重要性不同，對工作滿意的影響程度依序為工作特性、領導風格、薪酬福利、員工關係；而對組織承諾的影響順序則為薪酬福利、員工關係、工作特性、領導風格。根據研究結果，本研究建議首先應增加員工工作責任，同時給予揮灑的空間；其次應重視薪資的公平性，讓員工感覺獎金及薪資是站在公平的原則上；接著應加強員工福利事項的宣導，增加員工對其定位及功能的了解；最後應建構完整的訓練體系，加強主管引導及領導的技巧。 In the age of knowledge economic, “Creativity” is the only chance of organization to survive. And the quality of Human Resources is the fundamental of creativity. During the business practice, many advantage of competitiveness can be imitated only “people” can not. Human Resources become the key factor of corporate to gain the competitivity. The purposes of this study are (1) find out the current status Human Resource Management Practices (HRMP) and Work Attitude of Cité Publishing Holding (CPH). (2) the relations between HMP and Work Attitude of CPH.(3) analyze the staff’s back ground of CPH that influence on work attitude. In this study we find that job characteristic, compensation & benefit, employee relation, leadership style have significant effect. Training & development, performance management does not. There are same items of HRMP that influence Job Satisfaction and Organizational Commitment but with different priority. To sum up, we suggest that increase staff’s responsibility. Second, build up an equal compensation policy that staffs fill their reward and compensation is fair. Third, promote the welfare practice sustained. Finally, build up training system to increase facilitation and leadership skill of managers.
Appears in Collections:	[Executive Master of Human Resource Management] Electronic Thesis & Dissertation

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