晉升企業夥伴:探索人力資源專業人員之個人工作配適度以及其職涯承諾關聯; On Becoming Business Partners: Exploring the Relationships between Human Resource Professionals’ Person-Job Fit & Career Commitment

NCUIR > School of Management at National Central University > Graduate Institute of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/48630

Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/48630

Title:	晉升企業夥伴:探索人力資源專業人員之個人工作配適度以及其職涯承諾關聯;On Becoming Business Partners: Exploring the Relationships between Human Resource Professionals’ Person-Job Fit & Career Commitment
Authors:	林誌皇;Chih-huang Lin
Contributors:	人力資源管理研究所
Keywords:	職涯承諾;人力資源專業人員、策略涉入;人力資源專業職能;個人工作配適度;Career commitment;P-J fit;HR competencies;strategic involvement;HR professionals
Date:	2011-06-28
Issue Date:	2012-01-05 15:02:24 (UTC+8)
Abstract:	從過去的許多研究中可以看出公司中許多策略會執行失敗皆是因為不佳的人力資源管理所導致。這給予人力資源專業人員在公司中展現其價值的機會。本研究透過探討人力資源專業人員的策略涉入程度以及其本身職能的配適度，去了解人力資源專業人員在公司中的定位，並且也根據配適結果去探討人力資源專業人員對於其職涯承諾的相關性。本研究透過配對問卷的方式進行研究。問卷共分兩類，一類交由人力資源主管填寫，另一類則是由人力資源員工負責填寫。研究對象為台灣公司的人力資源專業人員，並且回收了92對有效配對樣本進行分析。結果指出當人力資源專業人員達到客觀性的個人工作配適時(工作職責以及其本身能力間的配適)，將會影響人力資源專業人員的主觀性個人工作配適(個人工作配適度感知)，更會盡皆影響其對於職涯的承諾。此外，研究也指出不同類型的人力資源專業職能對於人力資源專業人員在執行公司策略時都能受到配適。因此，根據研究結果，我們建議公司應該去重視人力資源專業領域的相關知識以及技能，也應多強調人力資源專業職能的多樣性，因為不管是對於組織層級的績效或是對於人力資源專業人員的生涯規劃，都會帶來相當的助益。 From some research, it could find that execution failures in the companies were often the result of poor human capital management. This opened the door for Human Resource (HR) to add important value to their organizations. First, this study tried to understand the situation of HR in the companies by exploring the relationships between HR professionals’ strategic involvement and competencies. Second, while HR professionals got perception of P-J fit through combing their responsibilities and competencies, they would enhance commitment to their current jobs. Data for the research were collected from companies in Taiwan. In our survey package there were two types of questionnaire. One was designed for HR managers; another was for HR members. Total 92 survey packages were returned. The results showed that HR professionals’ objective P-J fit (match between their responsibilities and competencies) positively influenced on career commitment through subjective P-J fit (perception of P-J fit). We also found while HR professionals became business partners, it was necessary to have variety of competencies to put their role in order to achieve effectiveness. Therefore, from analytic results, we found the knowledge and skills of HR domain had become increasingly important in the companies; in addition, we also suggested to pay attention on the importance of diversity of HR competencies. They were all beneficial to organizational performance and their career development.
Appears in Collections:	[Graduate Institute of Human Resource Management ] Electronic Thesis & Dissertation

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