中國自實施經濟型資本主義後，經濟起飛，成為「世界工廠」。但因其政策、經濟、社會發展與地理環境等因素交互影響下，導致季節性缺工問題，成為企業營運隱憂。是故，組織該如何吸引、留任與激勵人才，使組織更具競爭力，乃企業面對重要課題之一。本研究以探討中國華東地區企業如何藉由人力資源管理實務提升員工工作熱愛與降低其離職傾向，避免因季節性缺工所致的影響，提供企業穩定發展之參考。另，考量員工所感受的組織支持能強化員工工作熱愛並降低其離職傾向，本研究將探究知覺組織支持對上述變項是否具中介影響效果。 本研究以中國華東地區電子產業員工，共計317位為研究對象，探討企業人力資源管理實務施行是否會影響員工工作熱愛與離職傾向，並探究人力資源管理實務是否會透過員工知覺的組織支持為中介來影響員工工作熱愛與離職傾向。研究結果證實，人力資源實務對員工知覺的組織支持與工作熱愛具有正向關係，而對離職傾向具負向關係。在中介效果方面，員工知覺的組織支持會部分中介人力資源管理實務對工作熱愛以及離職傾向之影響。 This study aims to investigate the relationships among human resource management practice, perceived organizational support, engagement and leaving intention with employees in the eastern China as the research sample. It is found that certain elements, including age and working experiences and so on, play an important role in the employees’ leaving intention. Human resource management practice is found to be positively related to employees’ perceived organizational support. Employees’ perceived organizational support is found to be positively related to employee engagement while negatively related to leaving intention. In addition, employees’ perceived organizational support would partially mediate the relationship between human resource management practice and employee engagement as well as leaving intention. Suggestions and recommendations for future research are thus discussed.
