菁英人才管理對職涯滿意及離職傾向的雙面刃效應—探討知覺程序公平的調節效果

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呂家豪(Chia-Hao Lu) 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

菁英人才管理對職涯滿意及離職傾向的雙面刃效應—探討知覺程序公平的調節效果
(Double-edged effect of talent management on career satisfaction and turnover intention: the moderating role of perceived procedural justice)

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摘要(中)

「這是最好的時代，也是最壞的時代。」，全球經濟競爭激烈且日趨複雜，企業逐漸意識到優秀的人才是成功的根本，各家企業彼此競爭的重點轉為人才擁有的多寡。菁英人才對任何企業而言，都是至關重要的戰略性資源，但人才管理本身存在衝突與對立的緊張關係。過往探討菁英人才管理的相關文獻中，大多數的研究強調菁英人才管理做的越好，對組織績效及員工績效都會產生正面的影響，較少討論其中的矛盾變數。因此，本研究使用階層線性模式（Hierarchical Linear Modeling, HLM）的統計方法，探討菁英人才管理對職涯滿意及離職傾向的雙面刃效應，並加入知覺程序公平作為調節因子。
本研究最終蒐集 25 家臺灣企業，有效樣本共 318 份問卷，研究結果發現：(1)菁英人才管理會正向影響職涯滿意；(2)菁英人才管理會負向影響離職傾向；(3)知覺程序公平在菁英人才管理與職涯滿意間具有正向調節效果，當知覺程序公平程度愈高，菁英人才管理與職涯滿意的正向關係會更強；(4)知覺程序公平在菁英人才管理與離職傾向間具有負向調節效果，當知覺程序公平程度愈高，菁英人才管理與離職傾向的負向關係會更強。人才爭奪戰是一場漫長無止盡的戰役，在這場戰爭中最重要的是贏得人才，而不是逼走人才，重視「以人為本」的菁英人才管理策略，將是企業在人才戰爭中勝出的致勝關鍵。

摘要(英)

"It was the best of times, it was the worst of times." the global economy is increasingly competitive and complex, and companies are gradually realizing that talents are the foundation of success, and the focus of competition among companies has shifted to the availability of talents. Talent is a crucial strategic resource for any enterprise, but talent management has conflicts and tensions. Most of the past studies about talent management emphasized that the better the talent management is, the better it will have a positive impact on organizational and employee performance, and the contradictory variables among them are rarely discussed. Therefore, this study uses the hierarchical linear modeling (HLM) to explore the double-edged effect of talent management on career satisfaction and turnover intention, and adds perceived procedural justice as a moderator.
This study collected 318 valid questionnaires from 25 companies in Taiwan. The results indicated that: (1) talent management positively affects career satisfaction; (2) talent management negatively affects turnover intention; (3) perceived procedural justice has a positive moderating effect between talent management and career satisfaction; the higher the degree of perceived procedural justice, the stronger the positive relationship between talent management and career satisfaction; (4) perceived procedural justice has a negative moderating effect on the relationship between talent management and turnover intention; the higher the degree of perceived justice, the stronger the negative relationship between talent management and turnover intention. The war for talent is a long and endless battle. In this war, the most important thing is to get talents, not to force them away. "People-centered approach" strategy is the key success factor to win the talent war.

關鍵字(中)

★ 菁英人才管理
★ 職涯滿意
★ 離職傾向
★ 知覺程序公平
★ 雙面刃效應

關鍵字(英)

★ Talent Management
★ Career Satisfaction
★ Turnover Intention
★ Perceived Procedural Justice
★ Double-edged Effect

論文目次

目錄
中文摘要 I
ABSTRACT II
誌謝 III
目錄 IV
表目錄 VI
圖目錄 VII
第一章緒論 1
1-1 研究背景與動機 1
1-2 研究目的 3
第二章文獻探討 4
2-1 菁英人才管理 4
2-1-1 菁英人才的意涵 4
2-1-2 菁英人才管理與人力資源管理之差異 5
2-2 職涯滿意 7
2-3 離職傾向 8
2-4 雙面刃效應：菁英人才管理對職涯滿意的正向影響 9
2-5 雙面刃效應：菁英人才管理對離職傾向的正向影響 10
2-6 知覺程序公平的調節效果 11
第三章研究方法 13
3-1 研究架構 13
3-2 研究樣本與資料蒐集程序 14
3-3 研究工具 14
3-3-1 菁英人才管理 15
3-3-2 職涯滿意 15
3-3-3 離職傾向 16
3-3-4 知覺程序公平 16
3-4 資料分析與統計方法 16
第四章研究結果 17
4-1 資料來源及樣本特性 17
4-2 信度及效度分析 20
4-2-1 信度分析 20
4-2-2 收斂效度 21
4-2-3 區辨效度 23
4-2-4 驗證性因素分析 23
4-3 相關分析 24
4-4 假設模型檢驗 25
4-4-1 零模型（null model） 25
4-4-2 截距預測模型（intercepts-as-outcomes model） 26
4-4-3 斜率模型（slopes-as-outcomes model） 27
4-4-4 假設檢驗 30
第五章結論與建議 31
5-1 研究結論與討論 31
5-2 管理意涵 33
5-3 研究限制與後續研究建議 35
第六章參考文獻 37

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指導教授

林文政

審核日期

2022-6-24

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