員工敬業度對工作績效之影響—以組織信任為調節變項

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吳宜真(Yi-Chen Wu) 查詢紙本館藏

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人力資源管理研究所

論文名稱

員工敬業度對工作績效之影響—以組織信任為調節變項

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摘要(中)

在當今充滿挑戰和變革的時代，高績效員工是幫助組織持續創造利益並脫穎
而出的重要資產，而敬業度是驅動高績效的關鍵因素之一，如何使員工願意投入工作中，甚至主動承擔額外責任，是企業的一大課題。
本研究以科技產業之Q公司為研究對象，最終回收219份有效樣本，探討
員工敬業度與工作績效之間的關係，並進一步檢驗組織信任是否對員工敬業度與工作績效之關係產生調節效果。
研究結果發現：(1) 員工敬業度對工作績效具顯著正向影響 (2) 信任同事在員工敬業度與工作績效之間具有正向調節效果 (3) 信任主管在員工敬業度與工作績效之間具有正向調節效果。
在Q公司管理實務方面，建議實行提升員工敬業度的措施，以及建立員工
之間與員工和主管之間的信任，使員工更加投入於工作中，並增加其工作表現，進而提升公司績效。

摘要(英)

In today′s era filled with challenges and transformations, high-performing employees are crucial assets that help organizations sustain profitability and stand out. Employee dedication is one of the key factors driving high performance. How to motivate employees to willingly invest in their work and even take on additional responsibilities is a significant challenge for businesses.
This study focuses on Q Company in the technology industry, ultimately gathering 219 valid samples to explore the relationship between employee dedication and job performance. Furthermore, it examines whether organizational trust moderates the relationship between employee dedication and job performance.
The research findings indicate that: (1) Employee dedication has a significant positive impact on job performance. (2) Trust in colleagues has a positive moderating effect on the relationship between employee dedication and job performance. (3) Trust in supervisors also has a positive moderating effect on the relationship between employee dedication and job performance.
In terms of management practices at Q Company, it is suggested to implement measures to enhance employee dedication and establish trust among employees as well as between employees and supervisors. This will lead to increased employee engagement in their work, improved job performance, and ultimately enhanced company performance.

關鍵字(中)

★ 員工敬業度
★ 組織信任
★ 工作績效

關鍵字(英)

★ employee engagement
★ organizational trust
★ job performance

論文目次

摘要 i
Abstract ii
目錄 iii
圖目錄 v
表目錄 vi
第一章緒論 1
第一節研究背景與動機 1
第二節研究議題與目的 4
第三節研究流程 5
第二章文獻探討 6
第一節員工敬業度 6
第二節組織信任 9
第三節工作績效 11
第四節各研究變項關係之分析 13
第三章研究方法 16
第一節個案公司探討 16
第二節研究架構 17
第三節研究假設 17
第四節研究變項 18
第五節研究對象 23
第六節研究方法 23
第四章研究結果與分析 27
第一節樣本敘述性統計分析 27
第二節驗證性因素分析與信度效度分析 34
第三節相關分析 38
第四節調節效果分析 40
第五章結論與建議 44
第一節研究結論 44
第二節研究貢獻 45
第三節對個案公司管理實務建議 45
第四節研究限制與建議 47
參考文獻 48
附錄 54

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二、網路資料
陳偉志. (n.d.). 創造心理擁有感，提升員工敬業度，有效打造高績效組織. Labsology. https://labsology.com/insight/%E5%89%B5%E9%80%A0%E5%BF%83%E7%90%86%E6%93%81%E6%9C%89%E6%84%9F%E6%8F%90%E5%8D%87%E5%93%A1%E5%B7%A5%E6%95%AC%E6%A5%AD%E5%BA%A6%E6%9C%89%E6%95%88%E6%89%93%E9%80%A0%E9%AB%98%E7%B8%BE/
詹絜琋. (2023). 蓋洛普調查：安靜離職還不夠！為什麼近 20% 員工更想要「大聲離職」. 經理人. https://www.managertoday.com.tw/articles/view/67183?utm_source=copyshare
100 Best Companies Prove the Rising Value of Employee Trust. (2024). Great Place To Work. https://www.greatplacetowork.com/resources/blog/ai-accelerates-100-best-companies-prove-value-employee-trust.
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Lee, R. (2023). Layoffs.Fyi. https://layoffs.fyi

指導教授

鄭晉昌(Jihn-Chang Jehng)

審核日期

2024-5-16

推文