人力資源專業人員之專業職能、工作動機與個人績效之關係探討; The Relationship Between Human Resource Competencies, Work Motivation, and Individual Job Peformance

NCUIR > School of Management at National Central University > Executive Master of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/48678

Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/48678

Title:	人力資源專業人員之專業職能、工作動機與個人績效之關係探討;The Relationship Between Human Resource Competencies, Work Motivation, and Individual Job Peformance
Authors:	彭慧純;Hui-Chun Peng
Contributors:	人力資源管理研究所碩士在職專班
Keywords:	工作動機;人力資源專業職能;人力資源專業人員;工作績效;human resource competency;job performance;work motivation;human resource professional
Date:	2011-07-16
Issue Date:	2012-01-05 15:03:38 (UTC+8)
Abstract:	本研究主要探討人力資源專業人員之專業職能與工作動機對其個人工作績效的影響。本研究以人力資源專業職能，包含：企業經營管理知識、功能性人力資源管理、策略性人力資源管理、溝通與協商、診斷與輔導、自我發展等，以及工作動機包含：內、外在動機為主要的影響因素，探討其對工作績效的影響，並且分別以專業職能和工作動機當作調節變項，探討其交互作用與工作績效的關係。研究方法以配對問卷調查方式蒐集樣本資料，以台灣地區人力資源專業人員為對象，採網路及紙本問卷併行發放，由人力資源專業人員回答工作動機、專業職能、及人口統計資料等題項，由人力資源專業人員之直屬主管回答工作績效之題項；資料配對以統計方法進行相關與迴歸分析。研究結果顯示，人力資源專業職能對人力資源人員的工作績效具正向影響，其中「自我發展」能力及「企業經營管理知識」影響工作績效最大。工作動機對人力資源人員的工作績效具正向影響，其中「內在工作動機」對人力資源人員之工作績效具正向影響，而外在工作動機對工作績效則無顯著影響。整體而言，專業職能影響工作績效較工作動機之影響為大。專業職能與工作動機之交互作用對工作績效的影響僅部份存在。因此，企業經營管理知識及自我發展、內在工作動機等強調自我效能的特質為影響人力資源專業人員之重要因素，企業除了應召募此類具績優潛質的人力資源人才外，亦應增加其企業經營管理、策略性人資等知識，並以更彈性的工作設計及具挑戰性的任務，以提升其工作績效。 The major purpose of this study is to understand the effect of Human Resource Professional Competencies and Work Motivation to Individual Job Performance. The human resource professional competencies include business knowledge, functional human resource expertise, strategic human resource expertise, communication & negotiation, human resource diagnosis & counseling, and self-development, and the work motivation includes intrinsic motivation and extrinsic motivation. It is not only to understand the effects from these factors but also to know the interaction no matter the competencies or the motivation to be as the moderator of the relationship between the other and job performance. The methodology of this study is to survey around the human resource professionals in Taiwan. The questionnaire is spread by both on-line survey system and paper sheets. It is divided into two parts: one is designed for human resource professionals to self-assess their competencies and work motivations, and the other is for their supervisors to rate their job performance. Finally, we analyze the data by linear regression statistics. The results of this study indicate that professional competencies correlate positively with job performance, especially the “self-development” and “business knowledge” correlate highly positively. The work motivation also correlates positively with job performance, and the intrinsic motivation correlates highly positively. However, there is no correlation between extrinsic motivation and job performance. Generally speaking, the professional competencies affect the job performance more than work motivation. The interaction between professional competencies and work motivation to job performance exist partially. Therefore, business knowledge, self-development, and intrinsic motivation are important factor for human resource professionals’ job performance. It is recommended to recruit talents with such specialties, and to provide training to increase their business knowledge and strategic human resource expertise. Besides, a flexible job design and challenging tasks can also promote their job performance.
Appears in Collections:	[Executive Master of Human Resource Management] Electronic Thesis & Dissertation

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