高績效工作系統與組織公民行為之研究 ─以組織文化為調節變項

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許曄蒨(Yeh-Chien Hsu) 查詢紙本館藏

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人力資源管理研究所

論文名稱

高績效工作系統與組織公民行為之研究 ─以組織文化為調節變項
(The Study of Perceived High Performance Work System and Organizational Citizenship Behavior ─Organizational Culture as a Moderator)

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摘要(中)

在策略性人力資源管理的議題中，高績效工作系統可以是組織競爭優勢的來源，當員工感受到組織高績效工作系統的實施，並認為對自己具有公平性時，會較願意表現出組織公民行為。高績效工作系統之各項人力資源管理措施則有助於形成不同的組織文化，有效的組織文化可以正向影響員工態度與行為，使其表現出利於組織的組織公民行為。
本研究旨在探討組織文化在知覺高績效工作系統的實施之下，是否對組織公民行為產生調節效果。因此本研究採用便利抽樣，針對各種不同產業的人力資源管理部門進行問卷調查，回收之有效問卷共計224份。
經由信度分析、相關分析與階層迴歸分析後，得出研究結果：(1)支持性文化、團隊導向文化對知覺高績效工作系統與組織公民行為有正向調節效果；(2)結果導向文化對知覺高績效工作系統與組織公民行為有負向調節效果；(3)創新文化對知覺高績效工輟系統與組織公民行為不存在調節效果。

摘要(英)

High performance working system (HPWS) can be a source of competitive advantage for organization in the strategic human resource management issue. When employee perceive the effect of HPWS, and think they are treated with justice, they are willing to present organizational citizenship behavior (OCB). Human resource management practices in HPWS can form different type of organizational culture (OC). Effective OC can positively influence employee attitude and behavior, and foster then to present OCB benefiting organization.
This study aims to figure out whether OC is a moderator between perceived HPWS and OCB. Therefore, the study conduct a survey and human resources in different industry are the main subject. There are 224 questionnaires returned effectively.
Through consistency analysis, relationship analysis and hierarchical regression analysis, the results indicated:
1.Supportive OC and team orientated OC can positively moderating the relationship between perceived HPWS and OCB.
2.Outcome orientated OC can negatively moderating the relationship between perceived HPWS and OCB.
3.Innovative OC have no moderating effect between perceived HPWS and OCB.

關鍵字(中)

★ 高績效工作系統
★ 組織文化
★ 組織公民行為

關鍵字(英)

論文目次

中文摘要 i
Abstract ii
圖目錄 iv
表目錄 v
第一章緒論 1
第一節研究背景與動機 1
第二節研究目的 3
第二章文獻探討 4
第一節高績效工作系統 4
第二節組織公民行為 8
第三節組織文化 11
第四節高績效工作系統、組織文化與組織公民行為間的關聯性 15
第三章研究方法 24
第一節研究架構與假設 24
第二節變數操作型定義 25
第三節變數衡量工具 26
第四節資料分析法 27
第四章研究結果 28
第一節敘述型統計 28
第二節量表信度分析 29
第三節相關分析 30
第四節組織文化對知覺高績效工作系統與組織公民行為之調節效果 31
第五章討論與建議 36
第一節結論 36
第二節管理意涵 39
第三節研究限制與未來建議 40
參考文獻 41

參考文獻

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指導教授

房美玉

審核日期

2015-7-24

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