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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/80070


    Title: 員工價值主張對於員工情感性組織承諾之影響 -以組織認同為中介;A Study of the Relationship between Employee Value Proposition and Affective Commitment of Organization Employee:The Mediating Effect of Organizational Identification
    Authors: 陳登惠;Chen, Teng-Hui
    Contributors: 人力資源管理研究所在職專班
    Keywords: 員工價值主張;情感性組織承諾;組織認同;Employee Value Proposition;Affective Organizational Commitment;Organizational Identification
    Date: 2019-06-19
    Issue Date: 2019-09-03 12:08:03 (UTC+8)
    Publisher: 國立中央大學
    Abstract: 面臨環境的不確定性,企業意識到唯有人力資本方能提高競爭優勢,因此為了將具潛力的員工續留於組織,紛紛推行以「員工」為核心的各項人力資源措施,期盼人才能對組織產生高度的認同與承諾,並能持續為組織效力,以達成企業的經營目標。過往對於員工價值研究多以對企業的貢獻程度作為衡量依據,鮮少從員工的內心本質去做探討,普遍讓員工感受到自己如同生產工具,造成低度認同或不願承諾的情事,因此本研究試圖了解企業對於員工價值主張的實施程度,是否會加深員工情感性組織承諾,同時納入組織認同作為中介變項,企圖釐清是否會經過中介路徑去影響員工情感性組織承諾。
    本次研究對象為新竹以北企業之員工,實際進行500份問卷調查,最後回收樣本數為358 份,回收率達71.6%,經檢驗後移除無效填答者17份,得有效樣本數為341份,並經由分析後提出研究結論如下:

    (1)員工價值主張構面中的公司所提供的工作內容、工作與生活品質,能促進員工情感性組織承諾。
    (2)員工價值主張構面中的公司整體特性、薪資與福利、工作保障與個人成長,與員工情感性組織承諾無顯著關聯性。
    (3)組織認同對於公司所提供的工作內容與員工情感性組織承諾有完全中介效果;其次,組織認同對於工作與生活品質及員工情感性組織承諾有部分中介效果。
    ;Facing the environmental uncertainties, enterprises realized that only human capital could improve their competitive advantage. In order to maintain high retention rate of potential employee in the organization, a variety of human resource activities that focus on “Employee” which aim to create deep organizational commitment, identity, endeavor, and eventually reached the company goal. Many researches from the past measured the employee value by their effort to the company, only a few by their intrinsic motivation. The employer made the employee feel like a production tool which ended up with low degree of commitment and unwilling to promise. Therefore, this study aims to analyze the correlation of Employment Value Proposition and Affective Commitment. While adding the Organizational Identification as a mediator to examine the influence of employee Affective Commitment.
    This study was conducted by employees who work at the northern Taiwan. 500 questionnaires were conducted, 341 valid samples were collected exclude 17 invalid. The research conclusions are as follows :

    (1)Employee Value Proposition on the job characteristics, family and work balance have significant contribution to the Affective Commitment of organization employee.
    (2)Employee Value Proposition on the company organizational characteristics, compensation and benefit, job security and growth have no significant contribution to the Affective Commitment of organization employee.
    (3)Organizational Identification on the job characteristics and affective commitment have full mediator effect. While, Organizational Identification on the family work balance and Affective Commitment have only partial mediator effect.
    Appears in Collections:[人力資源管理研究所碩士在職專班 ] 博碩士論文

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