員工潛能與任務性績效表現的關聯性研究－以信任為中介變項

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陳鴻村(Hung-Chun Chen) 查詢紙本館藏

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高階主管企管碩士班

論文名稱

員工潛能與任務性績效表現的關聯性研究－以信任為中介變項

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摘要(中)

在員工職業生涯的發展中，任務性績效的表現被員工視為職涯成功因素之一，主要是指員工個人在完成本職工作的效率和效果方面。在眾多研究領域，怎樣去獲得高任務性績效表現是研究最多的，但從員工本身的潛能層面，未曾被重點探討。本研究主要探討員工潛能與任務性績效之間的相關性，同時分別加入情感型信任及認知型信任作為中介變量，進而獲得主管應當在信任層面增加對部屬的關心、關愛，有助於員工獲取高任務性績效表現。
本研究期望探討大中華地區上員工潛能、主管與部屬間的情感型信任及認知型信任的關係，是否會影響任務性績效的表現，因此通過問卷調查台灣與大陸共5間企業，以紙本調查問卷來進行主管部屬配對問卷的發放與回收，共回收422份有效配對樣本。研究結果發現，潛能分別與情感型信任、認知型信任有正向關聯性，情感型信任、認知型信任分別與任務性績效有正向關聯性，因此在企業人力資源管理時應當選擇具有高潛能人才，同時，主管應當對其部屬進行關心、愛護，不論是情感層面還是認知層面，均能提升員工任務性績效。最後，通過研究，提出限制與建議，將提供未來研究學者參考方向。

摘要(英)

In the development of employees′career, the task performance is regarded as one of the factors of career success, mainly referring to the efficiency and effectiveness of individual employees in completing their own work. In many research areas, how to achieve high task performance is the most studied, but from the perspective of employees′potential, it has not been focused on. This study mainly explores the correlation between employee potential and task performance. At the same time, emotional trust and cognitive trust are added as intermediary variables to obtain that supervisors should increase their concern and care for their subordinates at the level of trust, which is helpful for employees to achieve high task performance.
The purpose of this study is to explore whether the relationship among employee potential, emotional trust and cognitive trust between supervisors and subordinates in Greater China will affect the performance of Task-based performance. Five enterprises in Taiwan and mainland China were surveyed by questionnaires. Paper-based questionnaires were used to distribute and collect matched questionnaires for supervisors and subordinates. A total of 422 valid matched samples were collected. The results show that potential has a positive impact on emotional trust and cognitive trust, and emotional trust and cognitive trust have a positive impact on task performance respectively. Therefore, high potential talents should be selected in enterprise human resource management. At the same time, supervisors should care and care for their subordinates, both at the emotional level and the cognitive level, which can promote staff members. Task performance. Finally, limitations and Suggestions are put forward through the research, which will provide reference directions for future research scholars.

關鍵字(中)

★ 潛能
★ 情感型信任
★ 認知型信任
★ 任務性績效

關鍵字(英)

★ potential
★ emotional trust
★ cognitive trust
★ task performance

論文目次

第一章、緒論 1
1-1 研究背景與動機 1
1-2 研究目的 3
2-1任務性績效表現 5
2-2潛能 7
2-3信任 8
2-4潛能與信任 11
2-5信任與任務性績效 12
第三章、研究方法 15
3-1 研究架構 15
3-2 研究流程與對象 15
3-3 研究變項衡量 15
第四章、研究結果 18
4-1資料來源與樣本特性 18
4-2信度與效度分析 18
4-3相關分析 22
4-4階層回歸分析 23
第五章、結論與建議 26
5-1研究結論與討論 26
5-2研究貢獻 27
5-3管理意涵 29
5-4研究限制與研究建議 29
參考文獻 31

參考文獻

中文文獻
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（3）陳真毓（2013）工作績效和潛能對部屬晉升力評分的影響—以主管－部屬交換關係為調節變項，碩士論文，國立中央大學。
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（5）聶中超（2010），知識型員工績效影響因素及實證研究，碩士論文，北京郵電大學。

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指導教授

林文政

審核日期

2019-7-23

推文