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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/80027


    Title: 人力資源管理措施對員工敬業度之影響-以創業導向氛圍為中介變項;The Effect of Human Resource Practices on Employee Engagement - The Mediation of Entrepreneurial Orientation
    Authors: 邱琛榆;Chiu, Chen-Yu
    Contributors: 人力資源管理研究所
    Keywords: 創業導向;傳統型人力資源管理措施;自由裁量型人力資源管理措施;員工敬業度;Entrepreneurial Orientation;Traditional HRM;Discretionary HRM;Employee Engagement
    Date: 2019-06-24
    Issue Date: 2019-09-03 12:04:23 (UTC+8)
    Publisher: 國立中央大學
    Abstract: 自從創業導向的概念被提出以來,陸續有學者證實在動盪的產業環境中,具有創業導向的組織能夠創造更好的組織績效。另外,擁有敬業的員工以及完善的人力資源管理措施也都能對組織績效有正面的提升效果。因此,若此三者能夠在組織中發揮綜效,或許能為組織帶來競爭優勢。故本研究針對人力資源管理措施對員工敬業度之影響進行探討,並以員工感知創業導向氛圍為中介變項,試圖以人力資源管理的角度為創業導向的組織提供增進員工敬業度的建議,進而促進組織績效的提升。本研究以問卷發放進行資料蒐集,發放對象為全臺為具有人力資源部門企業之員工,共發放306份,有效回收158份。經結構方程式檢定,研究結果顯示員工感知風險承擔性之創業導向氛圍對於傳統型人力資源管理措施與員工敬業度之關係具有顯著正向影響;自由裁量型人力資源管理措施對於員工敬業度有顯著正向影響。因此,企業若想要讓員工更投入工作、為組織做出更多貢獻,以求在快速變動的環境中取得優勢,除了採取創業導向的策略之外,也需要同時重視傳統型與自由裁量型人力資源管理措施。;Since the concept of entrepreneurial orientation has been proposed, scholars have confirmed that entrepreneurial-oriented organizations can create better organizational performance in a turbulent industrial environment. In addition, dedicated employees and comprehensive human resource management practices can also have a positive effect on organizational performance. Therefore, it may bring a competitive advantage to the organization if these three factors can play a comprehensive role. In order to provide suggestions for improving employee engagement from the perspective of human resource management(HRM), this study explores the effect of human resource practices on employee engagement and uses the employees’ awareness of entrepreneurial orientation of the organization as a mediator. The data was collected through questionnaires and distributed to employees in Taiwan with human resource departments. A total of 306 copies were distributed and 158 were effectively recovered.
    We found that only when employees aware the orientation of risk-taking can traditional HRM has a significantly positive effect on employee engagement. In contrast, discretionary HRM can directly improve employee engagement. As a result, in addition to adopting entrepreneurial-oriented strategies, organizations need to focus both on traditional and discretionary HRM if they want to make their employees more engaged in work, and therefore gaining an advantage in a turbulent industry environment.
    Appears in Collections:[人力資源管理研究所] 博碩士論文

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