| 摘要: | 全球性調查發現,公司普遍存在員工投入度不足的問題。如何透
過人力資源措施提高員工在企業中的貢獻與較高的潛力,並提升其投 入度與組織績效,員工投入即為最重要的議題。
本研究針對台灣上市櫃企業所執行之策略性人力資源管理措施為 研究對象,探討人力資源管理措施對於員工工作投入之影響主要研究 目的如下:
1. 探討台灣上市上櫃公司人力資源管理措施之實施狀況與其對工作
投入的影響。
2. 探討哪種人力資源管理措施可以帶來更大的員工投入效益。
3. 研究有效的人力資源管理措施,做為人才管理配套設計時之參考。
本研究於 104 年 10 月自上市公司中隨機抽取 600 家(60%),上 櫃公司隨機抽取 400 家(40%),共 1,000 家之人資主管郵寄問卷,共 回收 275 份回卷,其中 4 份填答不完整,排除後共 271 份有效問卷,
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有效回收率為 27.1%。 研究資料顯示,員工參與、績效管理、職涯升遷、教育訓練對於
工作投入顯現有顯著的正向影響,但薪酬獎勵與招募任用之影響則不 顯著。
以上研究,祈有助於企業未來於人力資源管理實務上之參考。;A global survey found that there is a widespread lack of employee
engagement in the company. Therefore, the employee engagement is the most important issue to study how to improve the employee′s contribution and higher potential in enterprises and to enhance their engagement and organizational performance through human resources measures.
This study aims at the strategic human resource management measures implemented by Taiwan′s listed OTC enterprises to discuss its impact on the employee engagement. The main purpose of the research is as follow:
1. To explore the implementation of human resources management measures in Taiwan′s listed OTC enterprises and its impact on the engagement in work.
2. To explore which human resources management measures can lead to a greater effectiveness of employee engagement.
3. To study effective human resource management measures in
order to provide reference to the design of talent management.
In this study, the author has randomly selected 600 (60%) listed companies and 400 (40%) OTC companies in October 2015, and then sent the questionnaires to the human resources supervisors of these 1,000 companies. A total of 275 questionnaires are collected. In exception to
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four incomplete questionnaires, there are a total of 271 valid questionnaires, with the effective recovery rate of 27.1%.
The research shows that employee engagement, performance management, career promotion, education and training have a significantly positive impact on the engagement in work, but the effect of salary reward as well as recruitment and appointment are not significant. The above study is hoped to be helpful to the future practice of human resources management for enterprises. |
