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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/64726

    Title: 組織人才管理措施與組織及員工績效關連性之研究;The Relationship between the Talent Management Practices and the Performance of the Organizations and Employees
    Authors: 廖良文;LIAO,LIANG WEN
    Contributors: 人力資源管理研究所
    Keywords: 人才管理措施;領導潛能;挑戰性工作經驗;組織績效;任務性及適應性績效;階層線性模式;talent management;leadership potential;challenging job experiences;organizational performance;task and adaptive performance;HLM
    Date: 2014-07-09
    Issue Date: 2014-10-15 14:21:35 (UTC+8)
    Publisher: 國立中央大學
    Abstract: 近年來研究發現,除了個人層級變數之外,個人的績效也會受到組織層級脈絡變數所影響,本研究延伸此研究概念與邏輯,主張企業在人才管理措施做得越好,對於組織及個人績效會產生正向的影響,並以組織人才管理措施為自變數,採跨層級研究模式(HLM)同時探討組織人才管理措施對於組織績效,以及對於員工(任務性、適應性)績效之影響效果;同時探討挑戰性工作經驗、領導潛能變數於組織人才管理措施與員工績效間,是否具有跨層級的中介效果。透過實證性的研究,以主管、部屬配對問卷方式,蒐集台灣前1000大製造業及500大服務業,包含高科技產業、銀行保險業、一般製造業、服務業、零售業等36家公司,計128筆主管填答資料及253筆部屬資料,分析結果發現,組織人才管理措施對於組織主觀績效具有顯著且正向的影響效果;而對於組織客觀績效則具有邊際影響效果;對於員工任務性、適應性績效,以及挑戰性工作經驗、領導潛能亦具有顯著之脈絡效果;研究結果同時發現,領導潛能於組織人才管理措施及任務性績效、適應性績效間,具有完全中介效果,而挑戰性工作經驗於組織人才管理措施及適應性績效間,具有部分中介效果。本研究為國內、外少數以實證方式探討組織人才管理措施與組織績效、個人績效並採層級結構模式進行驗證的少數研究之一,研究結果可提供實務界與學術界之參考。;Recent studies have found that, micro-level variables will be affected by environmental context of macro level. This study extends this concept and research logic, advocates that the talent management practices will affects the organizational and individual level variables in the business that implement the talent management practices better. This study investigates the the relationship between the overall talent management practices for performance of organization, and for employee task and adaptive performance, challenging job experiences, leadership potential in the cross-level research model (HLM).Through empirical research of supervisors and subordinates paired questionnaires to collect large scale manufacturing industries in Taiwan. The company include high-tech industries, banking and insurance, general manufacturing, services, retail and others. Total 128 data from the supervisors and 253 data from the respondents of subordinates.The data analysis found that the overall talent management practices and the performance of organization has a significant and positive effect, and the task and the adaptive performance, challenging job experience, leadership potential have significant contextual effects as well. In the study also found that the overall talent management practices and task performance and adaptive performance, are fully mediated by the leadership potential variable, and are partially mediated by the the challenging job experiences. In this empirical study explore the effect of organizational talent management practices and the macro and micro performance variables at the same time. The findings of this study will be provided as references for further researches and practices.
    Appears in Collections:[人力資源管理研究所] 博碩士論文

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