員工體驗對工作績效之影響— 以工作敬業度為中介變項 （以R公司為例）

NCUIR > School of Management at National Central University > Graduate Institute of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/88033

Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/88033

Title:	員工體驗對工作績效之影響— 以工作敬業度為中介變項（以R公司為例）
Authors:	林信宏;Lin, Hsin-Hung
Contributors:	人力資源管理研究所
Keywords:	員工體驗;工作敬業度;工作績效;Employee experience;Employee engagement;Work performance
Date:	2022-06-09
Issue Date:	2022-07-13 15:42:25 (UTC+8)
Publisher:	國立中央大學
Abstract:	大時代浪潮與世代交替下，時下的知識工作者對於工作環境與職務內容的追求愈加與自身契合，在執行中意的勤務時才會更加沉浸，導致如何提供優質的職缺也成了企業間的一項比較，因此企業內充斥考著如何吸引優秀人才以維持或提升組織績效。　　近年的人力資源新興議題亦指出，若公司提供符合員工需求的設計，即為提供「良好的員工體驗」，優化內部物理、文化與科技環境政策，除了能提升員工的工作敬業度外，亦能對組織績效產生正向影響，故能得知，若能打造良好的員工體驗，能使該企業脫穎而出。　　本次研究對象為科技軟體業之R公司，R公司成立將近15年，員工規模約1200名，因員工體驗為一段過程之體驗，故篩選後符合研究的人數為686人，共回收156份有效樣本，透過中介較驗探討員工體驗、工作敬業度、工作績效之關聯，並進一步較驗工作敬業度是否於員工體驗與工作績效間具中介效果，結果顯示員工體驗對工作敬業度具顯著正向效果，工作敬業度亦對工作績效具顯著正向效果，此外工作敬業度於員工體驗與工作績效間具部分中介效果。　　　　對於R公司之管理實務建議上，建議打造更佳符合的員工體驗環境，不論是從環境、文化、與科技環境面，或於小巧思中體現公司之價值，不僅能使員工對於工作更加沉浸對工作敬業度有正向影響，亦可連帶提升公司整體績效。 ;With alternation of generations, nowadays, knowledge workers expect the work environment and job content to meet their expectations. As long as they find a mission that fits with themselves, they will be more immersed in performing their duties. As a result, how to provide high-quality job vacancies has become a challenge for employer. 　　New issues of human resources in recent years also point out that if a company provides a design that meets the needs of employees, it means providing "good employee experience" and optimize internal physical, cultural and technological environment policies, in addition to improving the employee′s work engagement, it also has a positive impact on organizational performance. Therefore, we can know that if employer can create a better employee experience that make the company stand out the competitions. 　　During this study, R company in the technology software industry is research object. R company has been established for nearly 15 years and has about 1,200 employees. Because employee experience is a process experience, the number of people is eligible for the study after screening is 686 and a total of 156 valid samples were recovered. Through the intermediary test to explore the relationship between employee experience, job engagement, and job performance, and to further test whether work engagement has a mediating effect between employee experience and job performance, the results show that employee experience has a significant positive effect on job engagement, and work Engagement also has a significant positive effect on job performance, and job engagement has a partial mediating effect between employee experience and job performance.
Appears in Collections:	[Graduate Institute of Human Resource Management ] Electronic Thesis & Dissertation

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