高績效工作實務對員工幸福感之影響－以組織氣候為中介變項

以作者查詢圖書館館藏

、以作者查詢臺灣博碩士

、以作者查詢全國書目

、勘誤回報

、線上人數：62

、訪客IP：3.133.130.70

姓名

洪靖婷(Ching-Ting Horng) 查詢紙本館藏

畢業系所

人力資源管理研究所在職專班

論文名稱

高績效工作實務對員工幸福感之影響－以組織氣候為中介變項
(The Effects of High Performance Work Practices on Employee Well-being－Organizational Climate as Intervening Variable)

相關論文

★ 業務主管領導力對部屬招募行為之影響-以S壽險公司為例	★ 人力精簡對企業績效的影響–以產業特性為調節變項
★ 經理人超額薪酬、經理人異動與公司績效之關係	★ 人口老化對企業之影響與因應對策-以傳統產業為例
★ 運用羅吉斯迴歸探討企業績效、公司治理與經理人異動之關聯性	★ 護理人員組織承諾與專業承諾對離職傾向與離業傾向的影響
★ 運用存活分析探討高科技產業招募者人格特質與離職風險之關聯性-以A公司為例	★ 金融電子化對台灣銀行業組織績效及人力彈性影響之探討
★ 人力資源部門角色與功能轉變之個案研究	★ 高階主管薪酬級距與公司績效之關聯性分析
★ 人力招募政策及主管領導風格對新進人員晉升與離職傾向之影響-以房仲業S公司為例	★ 影響台灣勞工赴海外就業的決定性因素
★ 董事會特性對企業績效之影響-以人力資本為調節變項	★ 董事會異質性之決定因素
★ 公司治理結構與就業調整	★ 總經理雙元性、股權集中度、人力資本與組織績效

檔案

[Endnote RIS 格式]

[Bibtex 格式]

[相關文章]

[文章引用]

[完整記錄]

[館藏目錄]

[檢視]

[下載]

本電子論文使用權限為同意立即開放。
已達開放權限電子全文僅授權使用者為學術研究之目的，進行個人非營利性質之檢索、閱讀、列印。
請遵守中華民國著作權法之相關規定，切勿任意重製、散佈、改作、轉貼、播送，以免觸法。

摘要(中)

近年來企業除了關注組織績效的提升外，也開始注重員工幸福感等其他組織議題。對於能夠提升組織績效的高績效工作實務與員工幸福感之間的關係是正向或負向目前尚未有定論，較主流的觀點是高績效工作實務對員工幸福感具有正向的影響，但仍有部分研究顯示負向的看法。本研究採用員工幸福感為三個構面之論述（健康幸福感、工作幸福感、心理幸福感），探討高績效工作實務對三種幸福感的影響，並分析組織氣候在其中可以起到的作用。研究結果顯示：（1）以整體來說，高績效工作實務對員工幸福感具有正向影響。（2）高績效工作實務實施程度越高，組織氣候的強度越強。（3）高績效工作實務對健康幸福感與心理幸福感具有負向的直接效果。（4）組織氣候的正向間接效果可以平衡負向的直接效果。

摘要(英)

In recent years, in addition to focusing on the improvement of organizational performance, organizations have also begun to pay attention to other organizational issues such as employee well-being. The relationship between high performance work practices (HPWP), which can improve organizational performance, and employee well-being has not come to a conclusion. The mainstream perspective is that high performance work practices have a positive impact on employee well-being, but there are still some studies show negative perceptions. This study separates employee well-being into three dimensions (health well-being, work well-being and psychological well-being), explores the impact of high performance work practices on the three types of well-being, and analyzes the role that organizational climate can play in it. The research results show that: (1) Overall, high performance work practices have a positive impact on employee well-being. (2) The higher the degree of implementation of high performance work practices, the stronger the intensity of the organizational climate will be. (3) High performance work practices have a negative direct effect on health well-being and psychological well-being. (4) The positive indirect effect of organizational climate can balance the negative direct effect.

關鍵字(中)

★ 高績效工作實務
★ 員工幸福感
★ 組織氣候

關鍵字(英)

★ High performance work practices
★ Employee well-being
★ Organizational climate

論文目次

摘要 I
Abstract II
誌謝 III
目錄 IV
表目錄 VI
圖目錄 VII
一、緒論 1
1-1 研究背景與動機 1
1-2 研究目的 2
1-3 研究流程 2
二、文獻探討 3
2-1 幸福感 3
2-1-1 主觀幸福感 4
2-1-2 心理幸福感 4
2-1-3 幸福感與員工幸福感 6
2-2 高績效工作實務和員工幸福感 7
2-2-1 高績效工作實務 7
2-2-2 高績效工作實務和員工幸福感之關係 8
2-3 組織氣候與高績效工作實務、員工幸福感 10
2-3-1 組織氣候 10
2-3-2 組織氣候與高績效工作實務之關係 10
2-3-3 組織氣候與員工幸福感之關係 11
三、研究方法 13
3-1 研究架構 13
3-2 研究假說 13
3-3 研究變項衡量與問卷設計 14
3-3-1 高績效工作實務 14
3-3-2 組織氣候 15
3-3-3 員工幸福感 15
3-3-4 控制變項 15
3-4 資料蒐集和分析方法 16
3-4-1 資料蒐集 16
3-4-2 分析方法 16
四、研究結果 18
4-1 樣本描述 18
4-2 驗證性因素分析 20
4-3 信度和效度分析 21
4-4 相關分析 22
4-5 結構方程模型分析結果 22
4-6 假說檢驗結果彙整 25
五、結論與建議 27
5-1 研究結論 27
5-2 管理意涵 28
5-3 研究限制與建議 30
參考文獻 32
中文文獻 32
英文文獻 32
附錄－問卷 37

參考文獻

中文文獻
王朝暉（2009）。人力资源管理与组织绩效关系：基于AMO理论的分析。當代經濟管理，31（2），P58 - 60。
朱郁婷（2014）。高績效工作系統與創新績效之後設分析。國立中央大學人力資源管理研究所碩士論文。
林欣怡（2009）。高績效人力資源活動、組織合作氣候對組織承諾的影響—以 IC 設計公司為例。國立中央大學人力資源管理研究所碩士論文。
梁瑞芸（2012）。組織氣候對員工創造力之影響－以自我效能與員工幸福感為中介變數。大葉大學管理學院碩士在職專班碩士論文。
陳維政、李金平 (2005)。組織氣候研究回顧及展望。外國經濟與管理，27（8）。
黃煥榮（2021）。員工幸福感的意涵與影響因素之探討。文官制度，13（1），P67-103。

英文文獻
Appelbaum, E., Bailey, T., Berg, P., & Kalleberg, A. L. (2000). Manufacturing advantage: Why high performance work systems pay off. Cornell Univ. Press.
Bellet, C.S., De Neve, J.-E., & Ward, G.(2019). Does Employee Happiness have an Impact on Productivity?. Saïd Business School WP 2019-13. doi:10.2139/ssrn.3470734
Biswas-Diener, R., Kashdan, T. B., & King, L. A. (2009). Two traditions of happiness research, not two distinct types of happiness. The Journal of Positive Psychology, 4(3), 208-211.
Bowen, D. E., & Ostroff, C. (2004). Understanding HRM- firm performance linkages: The role of the ‘strength’ of the HRM system. Academy of Management Review, 29, 203–221. doi:10.5465/AMR.2004.12736076
Bronkhorst, B., Tummers, L., Steijn, B., Vijverberg, D. (2015). Organizational climate and employee mental health outcomes: A systematic review of studies in health care organizations. Health Care Management Review, 40(3), 254-71. doi:10.1097/HMR.0000000000000026.
Burns R. (2016). Psychosocial Well-being. Pachana N. (eds) Encyclopedia of Geropsychology. Springer, Singapore. doi:10.1007/978-981-287-080-3_251-1
Cook, D.S., & Ferris, G.R. (1986) Strategic human resource management and firm effectiveness in industries experiencing decline. Human Resource Management, 25(3), 441-458.
Diener, E. (2000). Subjective well-being: The science of happiness and a proposal for a national index. American Psychologist, 55(1), 34-43. doi:10.1037/0003-066X.55.1.34　
Gershon, R. R., Stone, P. W., Zeltser, M., Faucett, J., Macdavitt, K., & Chou, S.-S. (2007). Organizational climate and nurse health outcomes in the United States: A systematic review. Industrial Health, 45(5), 622-636. doi:10.2486/indhealth.45.622
Grant, A. M., Christianson, M. K., & Price, R. H. (2007). Happiness, health, or relationships? Managerial practices and employee well-being tradeoffs. Academy of Management Perspectives, 21, 51-63. doi:10.5465/AMP.2007.26421238
Han, J., Sun, J.‑M., & Wang, H.‑L. (2020). Do high performance work systems generate negative effects? How and when? Human Resource Management Review, 30(2), 100699. doi:10.1016/j.hrmr.2019.100699
Hauff, S., Felfe, J., & Klug, K. (2020). High-performance work practices, employee well-being, and supportive leadership: Spillover mechanisms and boundary conditions between hrm and leadership behavior. The International Journal of Human Resource Management. doi:10.1080/09585192.2020.1841819
Kashdan, T. B., Biswas-Diener, R., & King, L. A. (2008). Reconsidering happiness: the costs of distinguishing between hedonics and eudaimonia. The Journal of Positive Psychology, 3(4), 219-233.
Lee, Y., Mazzei, A., & Kim, J. N. (2018). Looking for Motivational Routes for Employee-Generated Innovation: Employees’ Scouting Behavior. Journal of Business Research, 91, 286-294. doi:10.1016/j.jbusres.2018.06.022
Lynch, M. (2010). Basic needs and well-being: A self-determination theory view. Retrieved from http://counselingoutfitters.com/vistas/vistas10/Article_70.pdf
Lyubomirs, S. (2001). Why are some people happier than others? The role of cognitive motivational processes in well-being. American Psychology, 56(3), 239-249.
Martela, F. Well-being. Center for self-determination theory. Retrieved from https://selfdeterminationtheory.org/application-well-being/
Miao, R., Cao, Y. (2019) High-Performance Work System, Work Well-Being, and Employee Creativity: Cross-Level Moderating Role of Transformational Leadership. International Journal of Environmental Research and Public Health. 16(9):1640. doi:10.3390/ijerph16091640
Ostroff, C., Kinicki, A. J., & Muhammad, R. S. (2013). Organizational culture and climate. In N. W. Schmitt, S. Highhouse, & I. B. Weiner (Eds.), Handbook of psychology: Industrial and organizational psychology (pp. 643-676). John Wiley & Sons Inc..
Page, K. M., & Vella-Brodrick, D. A. (2009). The ‘what’, ‘why’ and ‘how’ of employee well-being: A new model. Social Indicators Research, 90(3), 441-458.
Patterson, M., Warr, P., & West, M. (2004). Organizational climate and company productivity: The role of employee affect and employee level. Journal of Occupational and Organizational Psychology, 77(2), 193-216.
Peccei, R. (2004). Human Resource Management And The Search For The Happy Workplace. ERIM Inaugural Address Series Research in Management. Retrieved from http://hdl.handle.net/1765/1108
Peccei, R., Van De Voorde, K., & Van Veldhoven, M. (2013). HRM, well-being and performance: A theoretical and empirical review. In J. Paauwe, D. E. Guest, & P. M. Wright (Eds.), HRM and performance: Achievements and challenges (pp. 15–45). Wiley.
Posthuma, R. A., Campion, M. C., Masimova, M., & Campion, M. A. (2013). A High Performance Work Practices Taxonomy: Integrating the Literature and Directing Future Research. Journal of Management, 39(5), 1184-1220. doi:10.1177/0149206313478184
Rožman, M. & Štrukelj, T. (2021). Organisational climate components and their impact on work engagement of employees in medium-sized organisations. Economic Research-Ekonomska Istraživanja, 34(1), 775-806. doi:10.1080/1331677X.2020.1804967
Ryan, R. M., & Deci, E. L. (2001). On happiness and human potentials: A review of research on hedonic and eudaimonic well-being. Annual Review Psychology, 52(1), 141-166.
Šakan D, Žuljević D and Rokvić N (2020) The Role of Basic Psychological Needs in Well-Being During the COVID-19 Outbreak: A Self-Determination Theory Perspective. Front. Public Health, 8:583181. doi:10.3389/fpubh.2020.583181
Schneider, B., Ehrhart, M. G., & Macey, W. H. (2013). Organizational climate and culture. Annual Review of Psychology, 64, 361-388. doi:10.1146/annurev-psych-113011-143809
Shuck, B., & Reio, T. G. Jr. (2014). Employee engagement and well-being: A moderation model and implications for practice. Journal of Leadership & Organizational Studies, 21(1), 43-58. doi:10.1177/1548051813494240
Tawk, C.J. (2021).Effects of High-Performance Work Practices (HPWPs) on Employee Performance: A Review Article. Journal of Human Resource and Sustainability Studies, 9, 397-412. doi:10.4236/jhrss.2021.93025
Van De Voorde, F. C., Paauwe, J., & Van Veldhoven, M. J. P. M. (2012). Employee well-being and the HRM-organizational performance relationship: A review of quantitative studies. International Journal of Management Reviews, 14(4), 391-407. doi:10.1111/j.1468-2370.2011.00322.x
Veld, M. & Alfes, K. (2017). HRM, climate and employee well-being: comparing an optimistic and critical perspective, The International Journal of Human Resource Management, 28(16), 2299-2318. doi:10.1080/09585192.2017.1314313
Viitala, R., Tanskanen, J. and Säntti, R. (2015). The connection between organizational climate and well-being at work. International Journal of Organizational Analysis, 23(4), 606-620. doi:10.1108/IJOA-10-2013-0716
Whitener, E.M. (2001). Do ‘high commitment’ human resource practices affect employee commitment? Journal of Management, 27, 515-535
Zheng, X., Zhu, W., Zhao, H., & Zhang, C. (2015). Employee wellbeing in organizations: Theoretical model, scale development, and crosscultural validation. Journal of Organizational Behavior, 36(5), 621-644.

指導教授

陳明園(Ming-Yuan Chen)

審核日期

2022-8-22

推文