博碩士論文 974407001 詳細資訊




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姓名 王志袁(Chih-yuan Wang)  查詢紙本館藏   畢業系所 人力資源管理研究所
論文名稱 職家平衡氣候與人力資源管理措施之關連研究
(Reexamining Work-family Climate and its Relationships with HR Practices)
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摘要(中) 本研究探討了以職家平衡氣候作為一中介變項,如何連結起人力資源管理措施與員工個人變項間之跨層級關係。研究資料來自於75家在台灣上市櫃公司與1520位員工樣本,根據分析結果,本研究主要發現有三:其一,職家氣候乃由多構面且具相依關係的構念所組成;其二,人力資源管理措施會形成互補關係影響職家氣候,並進而影響員工個人態度及行為;其三,職家平衡措施屬一重要的互補角色,它會強化包括團隊設計與誘因薪資的效益,並進而影響職家氣候乃至於對於員工的影響(包括離職傾向、工作滿意與工作投入)。本研究之發現,可作為爾後研究者對於人力資源管理措施間的互動關係與複雜之本質,以及職家平衡氣候於組織內工作氛圍所扮演角色之研究參考。
摘要(英) The aim of this study is to examine the mediating role of work-family climate on the cross-level relationship between human resource (HR) practices and employee outcomes. The results, based on a sample of 1520 employees across 75 firms in Taiwanese context, indicate that work-family climate is a multi-dimensional and interdependent construct, which is affected by the complementarity of HR practices-on the extent to which work-family practices in the firms are adopted to enhance the benefits from team-based and incentive-based HR practices. In turn, employee attitudes and behaviors (i.e. turnover intention, job satisfaction, and job involvement) can be enhanced through a supportive work-family climate. The findings reveal the complicated and interactive essences of HR practices and its relationships with overall and specific work-family climate. More implications for researchers and practitioners are discussed.
關鍵字(中) ★ 跨層級研究
★ 員工福祉
★ 職家氣候
★ 互補性
★ 策略性人力資源管理
關鍵字(英) ★ Multi-level Research
★ Complementarity
★ Employee Well-being
★ Work-family Climate
★ Strategic Human Resource Management
論文目次 Abstract i
摘要 ii
致謝 iii
Lists v
Lists of Figures vii
Lists of Tables viii
I. INTRODUCTION 1
II. LITERATURE REVIEW 4
2-1. Work-family Climate 4
2-1-1. Definitions and Dimensions of Work-family Perceptions 4
2-1-2. The Contents of Work-family Climate 8
2-1-3. Work-family Climate and Employee Outcomes 15
2-2. Human Resource Management Practices 17
2-3. Work-family Practices and Hypothesis Development 20
2-4. Complementarity of HR Practices 24
2-4-1. Complementarity between Work-family Practices and Team-based HR Practices 25
2-4-2. Complementarity between Work-family Practices and Incentive-based HR Practices 29
III. METHODLOGY 33
3-1. Research Design 33
3-2. Sample 34
3-3. Measures 37
3-3-1. Work-family Climate 37
3-3-2. HR Practices 38
3-3-3. Employee Outcomes 40
3-3-4. Control Variables 41
3-4. Data Analysis Procedure 41
IV. RESULTS 44
4-1. Factor Analysis 44
4-2. Aggregation Statistics 45
4-3. Descriptive Statistics 46
4-4. HLM Results: The Effects of Work-family Climate on Employee Outcomes 50
4-5. OLS Results: The Effects of Work-family Practices on Employee Outcomes 51
4-6. OLS Results: The Effects of HR Practices on Work-family Climate 55
4-7. OLS Results: The Complementary Effects of HR Practices on Work-family Climate 58
V. DISCUSSIONS AND CONCLUSIONS 64
5-1. Findings and Discussions 64
5-1-1. HR-Performance Linkage 64
5-1-2. Complementarity of HR Practices 66
5-1-3. The Mediating Effects of Work-family Climate on the Relationship between HR Complementarity and HR Outcomes 68
5-1-4. The Exploration of Work-family Climate 69
5-2. Conclusions 71
5-3. Limitations 72
5-4. Implications 73
REFERENCE 75
APPENDIX I. Measures 90
APPENDIX II. Interaction Effects of HR Practices on Specific Work-family Climate 93
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指導教授 劉念琪(Nien-chi Liu) 審核日期 2012-6-28
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