年齡包容型人力資源管理措施、家庭支持型主管行為、 情感性承諾與工作投入之研究

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徐敏馨(Min-Hsin Hsu) 查詢紙本館藏

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人力資源管理研究所在職專班

論文名稱

年齡包容型人力資源管理措施、家庭支持型主管行為、情感性承諾與工作投入之研究
(A study of age-inclusive HR practices, family supportive supervisor behaviors, affective commitment and job involvement)

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摘要(中)

企業受到人口老化與少子化現象的衝擊，老齡化問題確實對管理實踐產生新的挑戰，組織將需要實施具創造性的做法來吸引、激勵和保留年齡多樣性勞動力，確定使職場更具吸引力的因素；由於員工是組織的真正製造者，如果他們表現出對組織的承諾和對工作的投入，那麼證明組織的管理做法確實有效吸引、激勵和保留員工，以期破除就業上的歧視，給予員工支持，以打造年齡友善的職場。本研究以我國的在職人員為研究對象，進行問卷調查作業，回收有效樣本311份，進行實證分析。
研究結果發現：
1.年齡包容型人力資源管理措施對情感性承諾有正向顯著影響。
2.家庭支持型主管行為對情感性承諾有正向顯著影響。
3.家庭支持型主管行為會正向調節年齡包容型人力資源管理措施與情感性承諾之關係。
4.年齡包容型人力資源管理措施對工作投入有正向顯著影響。
5.家庭支持型主管行為對工作投入有正向顯著影響。
6.家庭支持型主管行為會正向調節年齡包容型人力資源管理措施與工作投入之關係。

摘要(英)

Aging population and low fertility have brought great challenges to businesses. Aging does create new challenges to management practices. Organizations will need to implement creative ways to attract, motivate, and to maintain age-diverse workforce, and to make the overall workplace more attractive. However, employees are the true creators of the organization.
If they demonstrate commitment to the organization and involvement to work with a view to dismantling employment discrimination and giving staff support, it proves that the organization′s management practices can attract, motivate and retain employees and create an age-friendly workplace. This research takes the employed people in Taiwan as the research object, conducts the questionnaire assignments, and uses 311 effective samples for empirical analysis.
The results found as below:
1. Age-inclusive HR practices had a positive and significant effect on affective commitment.
2. Family supportive supervisor behaviors had a positive and significant effect on affective
commitment.
3. Family supportive supervisor behaviors had moderating effects on the relationship between
age-inclusive HR practices and affective commitment.
4. Age-inclusive HR practices had a positive and significant effect on job involvement
5. Family supportive supervisor behaviors had a positive and significant effect on job
involvement.
6. Family supportive supervisor behaviors had moderating effects on the relationship between
Age-inclusive HR practices and job involvement.

關鍵字(中)

★ 年齡包容型人力資源管理措施
★ 家庭支持型主管行為
★ 情感性承諾
★ 工作投入

關鍵字(英)

★ Age-inclusive HR practices
★ Family supportive supervisor behaviors
★ Affective commitment
★ Job involvement

論文目次

中文提要 ………………………………………………………………………………………………………………………………i
英文提要 ……………………………………………………………………………………………………………………………ii
誌謝 …………………………………………………………………………………………………………………………………iii
目錄 ……………………………………………………………………………………………………………………………………iv
圖目錄 ………………………………………………………………………………………………………………………………vi
表目錄 ……………………………………………………………………………………………………………………………vii
一、緒論……………………………………………………………………………………………………………………1
1-1 研究動機……………………………………………………………………………………………………………………1
1-2 研究目的……………………………………………………………………………………………………………………4
1-3 研究流程……………………………………………………………………………………………………………………6
二、文獻探討…………………………………………………………………………………………………………7
2-1 與年齡相關的人力資源管理措施……………………………………………………………………7
2-1-1年齡包容型人力資源管理措施……………………………………………………………………11
2-2 家庭支持型主管行為…………………………………………………………………………………………13
2-3 組織承諾…………………………………………………………………………………………………………………18
2-4 工作投入…………………………………………………………………………………………………………………23
三、研究方法………………………………………………………………………………………………………34
3-1 研究架構與研究假設…………………………………………………………………………………………34
3-1-1 研究架構……………………………………………………………………………………………………………34
3-1-2 研究假設……………………………………………………………………………………………………………35
3-2 研究變項量表與衡量工具………………………………………………………………………………37
3-2-1 年齡包容型人力資源管理措施…………………………………………………………………37
3-2-2 家庭支持型主管行為……………………………………………………………………………………38
3-2-3 情感性承諾…………………………………………………………………………………………………………39
3-2-4 工作投入………………………………………………………………………………………………………………40
3-2-5 控制變項………………………………………………………………………………………………………………41
3-3 研究對象與資料蒐集方法…………………………………………………………………………………43
3-4 資料分析方法…………………………………………………………………………………………………………45
四、研究結果…………………………………………………………………………………………………………46
4-1 敘述性統計………………………………………………………………………………………………………………46
4-2 信度分析……………………………………………………………………………………………………………………52
4-3 相關分析……………………………………………………………………………………………………………………53
4-4 階層迴歸分析…………………………………………………………………………………………………………56
4-5 研究假設驗證結果………………………………………………………………………………………………68
五、結論與建議……………………………………………………………………………………………………69
5-1 研究意涵…………………………………………………………………………………………………………………69
5-2 管理意涵…………………………………………………………………………………………………………………72
5-3 研究限制與未來研究方向………………………………………………………………………………74
參考文獻 …………………………………………………………………………………………………………………………76
6-1 中文部分…………………………………………………………………………………………………………………76
6-2 英文部分…………………………………………………………………………………………………………………77
附錄：研究問卷 ……………………………………………………………………………………………………………90

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指導教授

王群孝(Chun-Hsiao Wang)

審核日期

2018-1-17

推文