| DC 欄位 |
值 |
語言 |
| DC.contributor | 人力資源管理研究所 | zh_TW |
| DC.creator | 卓正欽 | zh_TW |
| DC.creator | Paul Chou | en_US |
| dc.date.accessioned | 2007-1-22T07:39:07Z | |
| dc.date.available | 2007-1-22T07:39:07Z | |
| dc.date.issued | 2007 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:88/thesis/view_etd.asp?URN=91447001 | |
| dc.contributor.department | 人力資源管理研究所 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 儘管人力資源管理與組織績效之間的關係已經被管理學者探討數十年，但是對人資效能知覺影響組織行為的探討仍是屈指可數，尤其是人資效能知覺對組織承諾的影響更是少為學者所著墨。本研究從內部顧客的觀點，透過認知心理學與社會影響力的理論理解，探討人力資源部門的效能知覺對情感型承諾的影響，並用跨層次角度建構組織層次與個人層次影響關係的理論架構，去瞭解情感型承諾個人層次與組織層次的前置影響因素。經過實證分析結果顯示，影響情感型承諾的前置因素，除了個人層次的「人資效能知覺」與中介效果的「工作滿足」外，尚包括來自組織層次整體的知覺與態度的直接影響與干擾。而在整體的工作態度上，工作滿足與情感型承諾，不論是管理階層或非管理階層，都會直接影響情感型承諾的平均值；在群體知覺上，唯有管理階層的人資效能知覺會影響情感型承諾的平均值；在干擾效果方面，唯有管理階層的情感型承諾對個人層次的影響關係有負向的干擾效果；在管理階層與非管理階層對個人層次影響力的比較方面群體的知覺方面，管理階層影響力大於非管理階層，而在工作態度方面非管理階層影響力大於管理階層。針對人資效能知覺對情感型承諾的影響之研究結果，本研究對實務管理的意涵以及未來研究方向也提出探討與建議。綜合言之，本研究成果，除了對人資效能知覺研究缺口的填補、運用多層次線性模式分析探討研究變項間之關係與人力資源管理領域知識的累積有所貢獻外，在組織實務管理的意涵方面也具有一定的參考價值。 | zh_TW |
| dc.description.abstract | In despite of the prevalent consensus about the linkage between HR practices and organizational performance in the field of human resource management, less attention has been paid on the effects of the perceived HR effectiveness. This study investigates the relationship between employee’s perception of HR effectiveness and affective commitment at the individual level ,while exploring the effects of group’s perception and attitudes such as the perception of HR effectiveness, job satisfaction and the affective commitment ,which are aggregated from management and non-management teams, on the relationship of between the perception of HR effectiveness and affective commitment at the individual level by using multilevel analysis. As results indicate, personal perception of HR effectiveness has positive impact on the affective commitment from the individual perspective. In addition, job satisfaction has been evidenced that mediate the relationship between the perceived HR effectiveness and affective commitment. At organizational level, group’s perception of HR effectiveness from management team has influence on the average of affective commitment; job satisfaction and affective commitment have influence on the average of affective commitment both from management and non-management team. As for the moderating effect of group’s variables, management team’s organizational commitment is only one factor that has negative moderating effect on the relationship of between the perception of HR effectiveness and affective commitment at the individual level. Managerial implication has been discussed and followed by the suggestions for the future study. | en_US |
| DC.title | 人力資源效能知覺對組織承諾之影響 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |