人力資源管理措施與人格特質對工作投入與組織承諾之影響探討;The Impact of Human Resource Management Practices and Locus of Control on Job Involvement and Organizational Commitment

NCUIR > School of Management at National Central University > Executive Master of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/71090

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Title:	人力資源管理措施與人格特質對工作投入與組織承諾之影響探討;The Impact of Human Resource Management Practices and Locus of Control on Job Involvement and Organizational Commitment
Authors:	趙浩欽;Chao,Hao-Chin
Contributors:	人力資源管理研究所在職專班
Keywords:	人力資源管理措施;人格特質;工作投入;組織承諾;Human Resource Management Practices;Locus of Control;Job Involvement;Organizational Commitment
Date:	2016-07-20
Issue Date:	2016-10-13 11:24:38 (UTC+8)
Publisher:	國立中央大學
Abstract:	論文名稱：人力資源管理措施與人格特質對工作投入與組織承諾之影響探討校院名稱：國立中央大學系所名稱：人力資源管理研究所學位類別：碩士研究生：趙浩欽指導教授：黃同圳博士、鄭晉昌博士畢業年度：一零四學年度第二學期論文頁數：68 頁論文內容摘要：面對全球化時代的激烈競爭，企業的核心競爭力除了來自技術創新、資源取得之外，如何透過有效的人力資源管理措施，吸引、留任、發展、強化並累積企業的『人力資本』以提升組織競爭力，成為企業保有競爭優勢的重要議題。本研究探討台灣半導體產業從業人員對公司人力資源管理措施(包含工作設計、主管與績效管理、薪資報酬、訓練與發展及團隊關係等五類)的認知，以及人格特質對於工作投入與組織承諾的影響與關聯性。研究採非機率之便利抽樣進行調查，共計發出 330 份問卷，回收有效問卷為 302 份，有效回收率為 91.5 %。本研究假設之實證結果如下：一、人力資源管理措施與工作投入具有相關性，且工作設計、主管與績效管理、薪資報酬、訓練發展與團隊關係皆具顯著正向影響。二、人力資源管理措施與組織承諾具有相關性，又以工作設計、薪資報酬、訓練發展與團隊關係具顯著正向影響。三、內控傾向人格特質對工作投入具顯著正向影響。四、內控傾向人格特質對組織承諾具顯著正向影響。五、工作投入在人力資源管理措施、內控傾向人格特質對組織承諾之影響中，存在中介效果。關鍵字：人力資源管理措施、人格特質、工作投入、組織承諾;The Impact of Human Resource Management Practices and Locus of Control on Job Involvement and Organizational Commitment Abstract Faced with fierce competition in the era of globalization. In addition to the core competitiveness of enterprises got from technological innovation and resources acquisition, how to enhance the competitiveness of the organization through effective human resource management practices and accumulated human capital for organization become an important issue to maintain competitive advantage. The study targets on the employees of semi-conductor industry and studies the impact of human resource management practices and locus of control on job involvement and organizational commitment. This study facilitated by non- probability sample of the investigation, totally issued 330 questionnaires and 302 valid questionnaires collected, the effective rate was 91.5 %. The findings of the study as following: 1. Human resource management practices that including job design, leadership and performance management, compensation, training and development and team relationships have significant correlations on job involvement. 2. Human resource management practices that including job design, compensation, training and development and team relationships have significant correlations on organizational commitment. 3. There is a significant correlation between internal locus of control personality and job involvement. 4. There is a significant correlation between internal locus of control personality and organizational commitment. 5. Job involvement has mediating effect between human resource management practices, internal locus of control personality and organizational commitment. Key words: human resource management practices, locus of control, job involvement, organizational commitment
Appears in Collections:	[Executive Master of Human Resource Management] Electronic Thesis & Dissertation

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