本研究乃在了解台灣地區的人力資源工作者在人力資源課題發展愈趨多元化之時，其所被賦予的角色任務在推動人力資源活動時，可能所需的專業能力以及對其專業承諾與工作績效之探討，本研究將以台灣地區人力資源工作者為研究對象，嘗試透過問卷，探討目前企業界人力資源工作者實際的角色任務、專業能力、成就動機對專業承諾與工作績效的影響。 本研究結果顯示，人力資源工作者的專業能力與成就動機在對工作績效的影響上，情感性承諾具備中介效果。此外，在人力資源的角色任務中，變革推動者角色對情感性承諾與規範性承諾呈現顯著的影響。 因此本研究對企業與人力資源部門提升人資人員專業承諾與工作績效提出以下建議： 一、 賦予人力資源專業人員變革代理人角色增進專業承諾 二、 發展人力資源專業人員策略夥伴角色，以提升人資人員工作表現，進而協助組織達成企業目標。 三、 透過職務輪調、主管代理人等方式提升人力資源人員專業能力，進而提升專業認同與工作績效。 四、 透過甄選、訂定明確工作目標、給予學習機會、營造良好工作氣氛來提升人資人員成就動機進而提高專業承諾與工作表現 The major purpose of this study is to study the impact of HR role task, professional competency, and achievement motivation on professional commitment and job performance. The population of sampling is the HR works of the Taiwan companies listed in the 2005 Survey of Top 1000 Companies in the Manufacturing Industry and Top 500 Companies in the Service and Financial Industries by the China Credit Information Service. In the conclusion of this research shows that HR works’ professional competency and achievement motivation contribute their job performance through the mediating effects of affective commitment. Furthermore, the role task of Change Agent has significant effect on affective commitment and normative commitment. Therefore, this research provides the following suggestions to the companies and HR works for the purpose of developing HR works’ professional commitment and job performance： 1. Enable HR professional the role task of Change Agent for improving their professional commitment. 2. Develop HR professional the role task of Strategy Partner for improving HR professional’s job performance and then attain company’s goal. 3. Improve HR professional’s competency and then enhance their professional commitment and job performance through job rotation or assign them to be the acting person of their supervisors. 4. Improve HR professional’s achievement motivation and then enhance their professional commitment and job performance through staffing selecting, set up clear target, provide learning chances and build up a friendly work environment.
