探討高績效人力資源管理活動與服務型組織公民行為之關聯─以員工彈性氣候為中介變項

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：43

、訪客IP：18.118.16.91

姓名

林義挺(Yi-ting Lin) 查詢紙本館藏

畢業系所

人力資源管理研究所

論文名稱

探討高績效人力資源管理活動與服務型組織公民行為之關聯─以員工彈性氣候為中介變項
(High Performance Work Practices and Service-Oriented Organizational Citizenship Behaviors – The Climate of Internal Labor Flexibility as a Mediator)

相關論文

★ 空服員之工作特性、工作壓力源與個人壓力反應	★ 人力資源管理活動對員工離職意願之影響- 以工作滿意度為中介變項
★ 直線主管之管理訓練與其參與人力資源管理活動之關聯	★ 直線經理參與人力資源管理活動之影響因素探討
★ 員工風險承擔對個人持股意願之影響	★ 人力資本投資、知識分享與組織績效之關聯
★ 人力資源部門跨界活動對企業採行高績效人力資源管理實務之影響	★ 賦權感知、工作滿意、組織承諾與服務行為之相關性研究―以某連鎖便利商店為例
★ 業務代表人格特質與核心職能對績效影響的探討 —以某藥廠為例	★ 實施利益分享制度對心理賦權感及工作滿意之影響
★ 員工股票獎酬對員工心理所有權之影響---以內外控人格特質為干擾變項	★ 組織氣候感知、組織承諾與組織公民行為之關聯
★ 人力資源高績效工作實務、創新氣候與組織績效之關聯－以IC設計產業為例	★ 高績效工作實務對員工知識分享行為之影響 -
★ 人格特質與工作績效之關係研究─以航空服務業空服人員為例	★ 員工對功能彈性氣候的感知對工作滿意度的影響以工作自主與工作要求為中介變項

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]

至系統瀏覽論文 ( 永不開放)

摘要(中)

近年來有許多的學者對於高績效人力資源管理活動的議題進行研究，但多數在探討高績效人力資源管理活動對於組織績效的影響，而較少在高績效人力資源管理活動與員工行為的關聯性上進行研究，特別又以組織的員工彈性氣候做為兩者的中介角色。
有鑑於此，本研究以員工彈性氣候做為中介變項，探討高績效人力資源管理活動與服務型組織公民行為之關連性。本研究以某大型的跨國連鎖速食集團位於台灣之餐廳進行研究，一共針對250間餐廳進行問卷發放，每間分店發放一份由店長填答之高績效人力資源管理活動問卷，及三份由第一線服務人員填答之組織彈性感知與服務型組織公民行為問卷，在高績效人力資源管理活動的部分一共回收166份有效樣本，並在組織彈性感知與服務型組織公民行為的部分取得485份有效樣本進行配對分析，研究結果如下：
1.高績效人力資源管理活動的最佳實務觀點有助於服務型組織公民行為的產生。
2.高績效人力資源管理活動的最佳實務觀點有助於組織內部員工彈性氣候的提升。
3.組織內部員工彈性氣候有助於服務型組織公民行為的產生。
4.組織內部員工彈性氣候能完全中介高績效人力資源管理活動的最佳實務觀點與服務型組織公民行為的關係。

摘要(英)

Although a large number of studies have discussed the topic of high performance work practices (HPWPs), relatively little is known about the relationship between HPWPs and employees’ behaviors, especially through the mediating process of the climate of internal labor flexibility. In this study, we hypothesize that HPWPs are positively related to service-oriented organizational citizenship behaviors (OCBs), and that their relationship is mediated by aggregated employees’ perception of internal labor flexibility (ILF). Data for the research were collected in Taiwan from the restaurants of one leading global foodservice retailer. We obtained data on HPWPs from the restaurant managers, and those on the climate of internal labor flexibility and service-oriented OCBs from the restaurant customer contact clerks. The hypotheses in this research were addressed using hierarchical multiple regression, and results showed that ILF climate can completely mediate the relationship between HPWPs and service-oriented OCBs. Implications and directions for future research and managerial implications are discussed in the end.

關鍵字(中)

★ 員工彈性氣候
★ 服務型組織公民行為
★ 最佳實務
★ 高績效人力資源管理活動

關鍵字(英)

★ high performance work practices
★ service-oriented organizational citizenship beha
★ the climate of internal labor flexibility

論文目次

Chapter 1 Introduction 1
Chapter 2 Literature Review 3
2.1 High Performance Work Practices (HPWPs) 3
2.2 The Climate of Internal Labor Flexibility (ILF) 5
2.2.1 Intrinsic Labor Flexibility 9
2.2.2 Modification Labor Flexibility 10
2.3 Service-Oriented Organizational Citizenship Behaviors (OCBs) 11
2.4 The Relationships between HPWPs and Service-Oriented OCBs 13
2.5 The Relationships between HPWPs and ILF Climate 14
2.6 The Relationships between ILF Climate and Service-Oriented OCBs & The Mediating Effect of ILF Climate 16
Chapter 3 Methods 20
3.1 Data Collection 20
3.2 Measurement 23
3.3 Data Analysis 25
Chapter 4 Results 26
4.1 Data Aggregation 26
4.2 Descriptive Statistics 26
4.3 Hypothesis Tests 27
Chapter 5 Discussion 31
Chapter 6 Managerial Implications 36
Chapter 7 Limitations and Future Directions 38
References 41

參考文獻

Alge, B.J., Ballinger, G.A., Tangirala, S., & Oakley, J.L. (2006). Information Privacy in Organizations: Empowering Creative and Extra-role Performance. Journal of Applied Psychology, 91(1), 221-232.
Arthur, J.B. (1994). Effects of human resource systems on manufacturing performance and turnover. Academy of Management Journal, 37, 670-687.
Arulampalam, W., & Booth, A.L. (1998). Training and labour market flexibility: Is there a trade-off? British Journal of Industrial Relations, 36, 521-536.
Barney, J.B. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1), 99-120.
Batt, R. (1999). Re-examining employee participation through the lens of stakeholder management. Working Paper, Cornell University, New York.
Baileey, T. (1993). Discretionary effect and the organization of work: Employee participation and work reform since Hawthorne. Working Paper, Columbia University, New York.
Barbuto, J.E., Brown, L.L., Wilhite, M.S., & Wheeler, D.W. (2001). Testing the underlying motives of organizational citizenship behaviors: A field study of agricultural co-op workers. 28th Annual national Agricultural Education Research Conference, New Orleans.
Baron, R.M., & Kenny, D.A. (1986). The Moderator-Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Consideration. Journal of Personality and Social Psychology, 51, 1173-1182.
Becker B.E., Huselid M.A., Pickus P.S., & Spratt M.F. (1997). HR as a source of shareholder value: Research and recommendations. Human Resource Management, 31(1), 39–47.
Beltrán-Martín, I., Roca-Puig, V., Escrig-Tena, A., & Bou-Llusar, J.C. (2008). Human resource flexibility as a mediating variable between high performance work systems and performance. Journal of Management, 34(5), 1009-1044.
Beltrán-Martín, I., Roca-Puig, V., Escrig-Tena, A., & Bou-Llusar, J.C. (2009). Internal labor flexibility from a resource-based view approach: definition and proposal of a measurement scale. The International Journal of Human Resource Management, 20(7), 1576-1598.
Berg, P., & Frost, A. (2005). Dignity at work for low wage, low skill service workers. Relations Industrielles/Industrial Relations, 60(4), 657-682.
Bettencourt, L.A., Gwinner, K.P., & Meuter, M.L. (2001). A comparison of attitude, personality, and knowledge predictors of service-oriented organizational citizenship behaviors. Journal of Applied Psychology, 86(1), 29-41.
Bhattacharya, M., Gibson, D.E., & Doty D.H. (2005). The effects of flexibility in employee skills, employee behaviors, and human resource practices in firm performance. Journal of Management, 31(4), 622-640.
Biswas, S., & Varma, A. (2007). Psychological climate and individual performance in India: Test of a mediated model. Employee Relations, 29(6), 664-676.Bhattacharya, M., Gibson, D.E., & Dotty, D.H. (2005). The effects of flexibility in employee skills, employee behaviors, and human practices on firm performance. Journal of Management, 31, 622-640.
Borman, W.C., & Motowidlo, S.J. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmitt & W.C. Borman (Eds), Personnel selection in organizations (pp. 71-98). San Francisco: Jossey-Bass.
Bowen, D.E., Gilliland, S.W., & Folger, R. (1999). HRM and service fairness: How being fair with employees spills over to customers. Organizational Dynamics, 27(3), 7-23.
Breu, K., Hemingway, C., & Strathern, M. (2001). Workforce agility: The new employee strategy for the knowledge economy. Journal of Information Technology, 17, 21-31.
Burton, R.M., Lauridsen, J., & Obel, B. (2004). Impact of organizational climate and strategic fit on firm performance. Human Resource Management, 43(1), 67-82.
Camps, J., & Luna-Arocas, R. (2009). High involvement work practices and firm performance. The International Journal of Human Resource Management, 20(5), 1056-1077.
Cavanaugh, M.A., & Noe, R.A. (1999). Antecedents and consequences of relational components of the new psychological contract. Journal of Organizational Behavior, 20, 323-340.
Chen, C., & Chiu, S. (2009). The mediating role of job involvement in the relationship between job characteristics and organizational citizenship behavior. The Journal of Social Psychology, 149(4), 474-494.
Combs, J., Liu, Y., Hall, A., & Ketchen, D. (2006). How much do high-performance work practices matter? A meta-analysis of their effects on organizational performance. Personnel Psychology, 59, 501-528.
Cordery, J. (1989). Multi-skilling: A discussion of proposed benefits of new approaches to labour flexibility within enterprises. Personnel Review, 18(3), 13-22.
Delery, J.E., & Doty, D.H. (1996). Modes of theorizing in strategic human resource management: Tests of universalistic, contingency and configurational performance predictions. Academy of Management Journal, 39(4), 802–835.
Delery, J.E. (1998). Issues of fit in strategic human resource management: Implications for research. Human Resource Management Review, 8(3), 289-309.
Dimitriades, Z.S. (2007). The influence of service climate and job involvement on customer-oriented organizational citizenship behavior in Greek service organizations: A survey. Employee Relations, 29(5), 469-491.
Dyer, L., & Ericksen, J. (2005). In pursuit of marketplace agility: Applying precepts of self-organizing systems to optimize human resource scalability. Human Resource Management, 44(2), 183-188.
Dyer, L., & Shafer, R.A. (2002). Dynamic organizations: Achieving marketplace and organizational agility with people. In R. Peterson & E. Mannix (Eds.),Understanding the dynamic organization. Mahwah, NJ: Lawrence Erlbaum.
Dysvik, A., & Kuvaas, B. (2008). The relationship between perceived training opportunities, work motivation and employee outcomes. International Journal of Training and Development, 12(3), 138-157.
Ehrhart, M.G. (2007). Leadership and procedural justice climate as antecedents of unit-level organizational citizenship behavior. Personnel Psychology, 57(1), 61-94.
Evans, J.S. (1991). Strategic flexibility for high technology manoeuvres: A conceptual
Framework. Journal of Management Studies, 28, 69-89.
Evans W.R., Davis W.D. (2005). High-performance work systems and organizational performance: The mediating role of internal social structure. Journal of Management, 31, 758–775.
Farh, J.L., Podsakoff, P.M., & Organ, D.W. (1990). Accounting for organizational citizenship behavior: Leader fairness and task scope versus satisfaction. Journal of Management, 16, 705-721.
Ford, R.C., & Fottler, M.D. (1995). Empowerment: A matter of degree. Academy of Management Executive, 9(3), 17-25.
Gagné, M., & Deci, E.L. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior, 26, 331-362.
Grant, A.M. (2008). Does intrinsic motivation fuel the prosocial fire? Motivational synergy in predicting persistence, performance and productivity. Journal of Applied Psychology, 93(1), 48-58.
Guest, D.E., & Conway, N. (2002). Communicating the psychological contract: An employer perspective. Human Resource Management Journal, 12(2), 22-38.
Guest, D., Conway, N., & Dewe, P. (2004). Using sequential tree analysis to search for “bundles” of HR practices. Human Resource Management Journal, 14(1), 79-96.
Hackman, J.R., & Oldham, G.R. (1975). Development of the job diagnostic survey. Journal of Applied Psychology, 60, 159-170.
Hackman, J.R., & Oldham, G.R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16, 250-279.
Hackman, J.R., & Oldham, G.R. (1980). Work redesign. Reading, MA: Addison-Wealey.
Hair, J.E., Anderson, R.E., Tatham, R.L., & Black, W.C. (1998). Multivariate data analysis with readings. Englewood Cliffs, NJ: Prentice-Hall International Editions.
Hayton, J.C. (2004). Strategic human capital management in SMEs: An empirical study of entrepreneurial performance. Human Resource Management Journal, 42(4), 375-391.
Huang, H.J. & Cullen, J.B. (2001). Labor flexibility and related HRM practices: A study of large Taiwanese manufacturers, Canadian Journal of Administrative Sciences, 18(1), 33-39.
Huselid M.A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal,38, 635–672.
Hoque K. (1999). Human resource management and performance in the UK hotel industry. British Journal of Industrial Relations, 37(3), 419–443.
Ichniowski, C., Shaw, K., & Prennushi, G. (1997). The effects of human resource management practices on productivity: A study of steel finishing lines. American Economic Review, 87, 291-313.
James, L.R., Demaree, R.J., & Wolf, G. (1993). Rwg: An assessment of within-group interrater agreement. Journal of Applied Psychology, 78(2), 306-309.
James, L.R., Hater, J.J., Gent, M.J., & Bruni, J.R. (1978). Psychological climate: Implications from cognitive social learning theory and interactional psychology. Personnel Psychology, 31, 783-813.
Johnson, J.L., Lee, R.P.W., Saini, A., & Grohmann, B. (2003). Market-focused strategic flexibility: Conceptual advances and an integrative model. Journal of the Academy of Marketing Science, 31(1), 74-89.
Kara, S., Kayis, B., & O’Kane, S. (2002). The role of human factors in flexibility management: A survey. Human Factors and Ergonomics in Manufacturing, 12(1), 75-11.
Klein, K.J., & Kozlowski, S.W.J. (2000). From micro to meso: Critical steps in conceptualizing and conducting multi-level research. Organizational Research Methods, 3, 211-236.
Kuvaas, B. (2006). Performance appraisal satisfaction and employee outcomes: Mediating and moderating roles of work motivation. International Journal of Human Resource Management, 17(3), 504-522.
Kuvaas, B., & Dysvik, A. (2009). Perceived investment in employee development, intrinsic motivation and work performance. Human Resource Management Journal, 19(3), 217-236.
Macky, K. & Boxall, P. (2007). The relationship between “high performance work practices” and employee attitudes: An investigation of additive and interaction effects, The International Journal Human Resource Management, 18(4), 537-567.
Martínez-Sánchez, A., Vela-Jiménez, M.J., Pérez-Pérez, M. & de-Luis-Carnicer, P. (2008). Workplace flexibility and innovation- the moderator effect of inter-organizational cooperation. Personnel Review, 37(6), 647-665.
Maurer, T.J., Wrenn, K.A., Pierce, H.R., Tross, S.A., & Collins, W.C. (2003). Beliefs about “improvability” of career-relevant skills: Relevance to job/task analysis, competency modeling, and learning orientation. Journal of Organizational Behavior, 24, 107-131.
Michie, J., & Sheehan, M. (2005). Business strategy, human resources, labour market flexibility and competitive advantage. International Journal of Human Resource Management, 16(3), 445-464.
Moorman, R.H. (1991). Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship? Journal of Applied Psychology, 76, 845-855.
Moorman, R.H. (1993). The influence of cognitive and affective based job satisfaction measures on the relationship between satisfaction and organizational citizenship behavior. Human Relations, 46(6), 759-776.
Moorman, R.H., Blakely, G.L., & Niehoff, B.P. (1998). Does perceived organizational support mediate the relationship between procedural justice and organizational citizenship behavior? Academy of Management Journal, 41, 351-357.
Moorman, R.H., & Harland, L.K. (2002). Temporary employees as good citizens: Factors influencing their OCB performance. Journal of Business and Psychology, 17(2), 171-187.
Morrison, E.W. (1996). Organizational citizenship behavior as a critical link between HRM practices and service quality, 35(4), 493-512.
Niehoff, B.P., Moorman, R.H., Blakely, G., & Fuller, J. (2001). The influence of empowerment and job enrichment on employee loyalty in a downsizing environment. Group & Organization Management, 26(1), 93-113.
Ngo, H. & Loi, R. (2008). Human resource flexibility, organizational culture and firm performance: an investigation of multinational firms in Hong Kong. The International Journal of Human Resource Management, 19(9), 1654-1666.
Ngo, H., Foley, S., & Loi, R. (2009). Family friendly work practices, organizational climate, and firm performance: A study of multinational corporations in Hong Kong. Journal of Organizational Behavior, 30, 665-680.
Organ, D.W. (1977). A reappraisal and reinterpretation of the satisfaction-cause- performance hypothesis. Academy of Management Review, 2, 46-53.
Organ, D.W. (1988). Organizational citizenship behavior: The good soldier syndrome. Lexington, MA: Lexington Books.
Organ, D.W. (1990). The motivational basis of organizational citizenship behavior. Research in Organizational Behavior, 12, 43-72.
Payne, S.C., & Webber, S. (2006). Effects of service provider attitudes and employment status on citizenship behaviors and customers’ attitudes and loyalty behavior. Journal of Applied Psychology, 91(2), 365-378.
Podsakoff, P.M., & MacKenzie, S.B. (1997). The impact of organizational citizenship behavior on organizational performance: A review and suggestions for future research. Human Performance, 10, 133-151.
Pfeffer J. (1998). Seven practices of successful organizations. California Management Review, 40, 96–124.
Pfeffer, J., & Veiga, F. (1999). Putting people first for organizational success. Academy of Management Executive, 13(2), 37-48.
Piccolo, R.F., & Colquitt, J.A. (2006). Transformational leadership and job behaviors: The mediating role of core job characteristics. Academy of Management Journal, 49(2), 327-340.
Pulakos, E.D., Arad, S., Donovan, M.A., & Plondon, K.E. (2000). Adaptability in the workplace: Development of a taxonomy of adaptive performance. Journal of Applied Psychology, 85, 612-624.
Sanchez, R. (1995). Strategic flexibility in product competition. Strategic Management Journal, 16, 135-159.
Shafer, R.A., Dyer, L., Kitty, J., Amos, J., & Ericksen, G.A. (2001). Crafting a human resource strategy to foster organizational agility: A case study. Human Resource Management, 40, 197-211.
Snell, S.A., & Dean, J.W. (1992). Integrated manufacturing and human resource management: A human capital perspective. Academy of Management Journal, 35, 467-504.
Sparrow, P. (1998). The pursuit of multiple and parallel organizational flexibilities: Reconstituting jobs. European Journal of Work and Organizational Psychology, 7(1), 79-95.
Sun, L., Aryee, S., & Law, K.S. (2007). High-performance human resource practices, citizenship behavior, and organizational performance: A relational perspective. Academy of Management Journal, 50(3), 558-577.
Tang, T.L.P., & Ibrahim, A.H.S. (1998). Antecedents of organizational citizenship behavior: Public personnel in the United States and in the Middle East. Public Personnel Management, 27, 529-548.
Van den Berg, P.T., & van der Velde, M.E.G. (2005). Relationship of functional flexibility with individual and work factors. Journal of Business and Psychology, 20, 111-129.
Van Dyne, L., Graham, J.W., & Dienesch, R.M. (1994). Organizational citizenship behavior: Construct refinement, measurement, and validation. Academy of Management Journal, 37, 765-802.
Vansteenkiste, M., Neyrinck, B., Niemiec, C., Soenens, B., De Witte, H., & Van den Broeck, A. (2007). On the relations among work value orientations, psychological need satisfaction and job outcomes: A self-determination theory approach. Journal of Occupational and Organizational Psychology, 80(2), 251-277.
Vigoda-Gadot, E. (2007). Redrawing the boundaries of OCB? An empirical examination of compulsory extra-role behavior. Journal of Business and Psychology, 21(3), 377-405.
Voudouris, I. (2007). The co-evolution of functional and numerical flexibility: Do technology and networking matter? New Technology, Work and Employment, 22(3), 224-245.
Whitener, E.M. (2001). Do “high commitment” human resource practices affect employee commitment? A cross level analysis using hierarchical linear modeling. Journal of Management, 27, 515-535.
Wood, S., & Albanese, M.T. (1995). Can we speak of a high commitment management on the shop floor? Journal of Management Studies, 32, 215-247.
Wright, P.M., & Boswell, W.R. (2002). Desegregating HRM: A review and synthesis of micro and macro human resource management research. Journal of Management, 28(3), 247-276.
Wright, P.M., McMahan, G.C., & McWilliams, A. (1994). Human resources and sustained competitive advantage: A resource-based perspective. International Journal of Human Resource Management, 5, 301-326.
Wright, P.M., & Nishii, L.H. (2006). Strategic HRM and organizational behavior: Integrating multiple levels of analysis. Working Paper, Cornell University, New York.
Wright, P.M., & Snell, S. A. (1998). Toward a unifying framework for exploring fit and flexibility in strategic human resource management. Academy of Management Review, 23, 756-772.
Youndt, M.A., & Snell, S.A. (2004). Human resource configurations, intellectual capital, and organizational performance. Journal of Managerial Issues, 16(3), 337-360.
Zellars, K.L., & Tepper, B.J. (2003). Beyond social exchange: New directions for organizational citizenship behavior theory and research. Research in Personnel and Human Resources Management, 22, 395-424.

指導教授

劉念琪(Nien-chi Liu)

審核日期

2010-6-17

推文