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|Authors: ||陳鴻村;Chen, Hung-Chun|
|Keywords: ||潛能;情感型信任;認知型信任;任務性績效;potential;emotional trust;cognitive trust;task performance|
|Issue Date: ||2019-09-03 15:15:51 (UTC+8)|
本研究期望探討大中華地區上員工潛能、主管與部屬間的情感型信任及認知型信任的關係，是否會影響任務性績效的表現，因此通過問卷調查台灣與大陸共5間企業，以紙本調查問卷來進行主管部屬配對問卷的發放與回收，共回收422份有效配對樣本。研究結果發現，潛能分別與情感型信任、認知型信任有正向關聯性，情感型信任、認知型信任分別與任務性績效有正向關聯性，因此在企業人力資源管理時應當選擇具有高潛能人才，同時，主管應當對其部屬進行關心、愛護，不論是情感層面還是認知層面，均能提升員工任務性績效。最後，通過研究，提出限制與建議，將提供未來研究學者參考方向。;In the development of employees′career, the task performance is regarded as one of the factors of career success, mainly referring to the efficiency and effectiveness of individual employees in completing their own work. In many research areas, how to achieve high task performance is the most studied, but from the perspective of employees′potential, it has not been focused on. This study mainly explores the correlation between employee potential and task performance. At the same time, emotional trust and cognitive trust are added as intermediary variables to obtain that supervisors should increase their concern and care for their subordinates at the level of trust, which is helpful for employees to achieve high task performance.
The purpose of this study is to explore whether the relationship among employee potential, emotional trust and cognitive trust between supervisors and subordinates in Greater China will affect the performance of Task-based performance. Five enterprises in Taiwan and mainland China were surveyed by questionnaires. Paper-based questionnaires were used to distribute and collect matched questionnaires for supervisors and subordinates. A total of 422 valid matched samples were collected. The results show that potential has a positive impact on emotional trust and cognitive trust, and emotional trust and cognitive trust have a positive impact on task performance respectively. Therefore, high potential talents should be selected in enterprise human resource management. At the same time, supervisors should care and care for their subordinates, both at the emotional level and the cognitive level, which can promote staff members. Task performance. Finally, limitations and Suggestions are put forward through the research, which will provide reference directions for future research scholars.
|Appears in Collections:||[高階主管企管（EMBA）碩士班] 博碩士論文|
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