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    题名: 高績效工作系統與離職傾向之後設分析;A Meta-analysis Study of The Relationship between High Performance Work System and Turnover Intention
    作者: 黃文盈;Ooi, Wen-Ying
    贡献者: 人力資源管理研究所
    关键词: 高績效工作系統;離職傾向;High Performance Work System;Turnover Intention
    日期: 2017-01-16
    上传时间: 2017-05-05 16:45:58 (UTC+8)
    出版者: 國立中央大學
    摘要: 此後設分析研究了高績效工作系統與員工離職傾向的關係。過去研究顯示,研究者對高績效工作系統與離職傾向的關係有著不同的見解。然而,依循「能力、動機和機會」模型的高績效工作系統將能夠通過人力資源活動的整合管理員工。員工在擁有能力達成績效、受到組織的激勵及獲得參與機會的環境下將更投入與貢獻於組織,也因此擁有較低的離職傾向。

    本研究收集與分析歷年來有關高績效工作統與離職傾向的相關資料,通過異常值分析篩檢出23篇研究,然後進行相關係數校正、抽樣誤差和群體相關性分析、研究的異質性分析及出版偏倚分析。23篇研究的樣本數為7, 685,後設分析後的研究結果顯示高績效工作系統有效降低員工的離職傾向,其效應值 (effect size) 在95%置信區間為 -.33:-.48。
    ;This meta-analysis examined how the management of employees through High Performance Work System (HPWS) affect turnover intention of employees. Research done show that the relationship of HPWS and turnover intention have diverse context. Implication of HPWS adheres the Ability, Motivation and Opportunity (AMO) model will be able to manage employees through coordination of human resource practices. Employees who are capable of performance achievement, motivated by organization, and provided with opportunities to perform are more likely to be engaged, committed to the organization, and have lower turnover intention.

    This study collects and analyzes the correlation of HPWS and turnover intention done by previous researchers. 23 studies with a total sample size of 7, 685 was selected after outliers identification. Further analyses are done to examine the corrected correlation coefficient of this relationship, estimate of sampling error and population correlation r, examine the heterogeneity of studies, and identify the publication bias. Result shows that HPWS is negatively related to turnover intention with effect size between -.33 and -.48 under 95% of confidence interval.
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