高績效工作實務對員工幸福感之影響－以組織氣候為中介變項;The Effects of High Performance Work Practices on Employee Well-being－Organizational Climate as Intervening Variable

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题名:	高績效工作實務對員工幸福感之影響－以組織氣候為中介變項;The Effects of High Performance Work Practices on Employee Well-being－Organizational Climate as Intervening Variable
作者:	洪靖婷;Horng, Ching-Ting
贡献者:	人力資源管理研究所在職專班
关键词:	高績效工作實務;員工幸福感;組織氣候;High performance work practices;Employee well-being;Organizational climate
日期:	2022-08-22
上传时间:	2022-10-04 15:03:43 (UTC+8)
出版者:	國立中央大學
摘要:	近年來企業除了關注組織績效的提升外，也開始注重員工幸福感等其他組織議題。對於能夠提升組織績效的高績效工作實務與員工幸福感之間的關係是正向或負向目前尚未有定論，較主流的觀點是高績效工作實務對員工幸福感具有正向的影響，但仍有部分研究顯示負向的看法。本研究採用員工幸福感為三個構面之論述（健康幸福感、工作幸福感、心理幸福感），探討高績效工作實務對三種幸福感的影響，並分析組織氣候在其中可以起到的作用。研究結果顯示：（1）以整體來說，高績效工作實務對員工幸福感具有正向影響。（2）高績效工作實務實施程度越高，組織氣候的強度越強。（3）高績效工作實務對健康幸福感與心理幸福感具有負向的直接效果。（4）組織氣候的正向間接效果可以平衡負向的直接效果。;In recent years, in addition to focusing on the improvement of organizational performance, organizations have also begun to pay attention to other organizational issues such as employee well-being. The relationship between high performance work practices (HPWP), which can improve organizational performance, and employee well-being has not come to a conclusion. The mainstream perspective is that high performance work practices have a positive impact on employee well-being, but there are still some studies show negative perceptions. This study separates employee well-being into three dimensions (health well-being, work well-being and psychological well-being), explores the impact of high performance work practices on the three types of well-being, and analyzes the role that organizational climate can play in it. The research results show that: (1) Overall, high performance work practices have a positive impact on employee well-being. (2) The higher the degree of implementation of high performance work practices, the stronger the intensity of the organizational climate will be. (3) High performance work practices have a negative direct effect on health well-being and psychological well-being. (4) The positive indirect effect of organizational climate can balance the negative direct effect.
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