團隊學習與創新對人力資源專業人員職能發展與工作績效影響之跨層次研究

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姓名

邱淑美(Shu-mei Chiu) 查詢紙本館藏

畢業系所

人力資源管理研究所在職專班

論文名稱

團隊學習與創新對人力資源專業人員職能發展與工作績效影響之跨層次研究
(A cross-level research of team learning and innovation to the influence of human resource professional staff on competency development and job performance)

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摘要(中)

近年來，各企業越來越重視人力資源的發展，而探討人力資源部門中，團隊學習與創新對個人職能及工作績效的影響者較為缺乏。本研究採跨層次分析模式(cross-level model)，主要以人力資源團隊為研究對象，探討團隊層級的學習及創新對於個體層級的人力資源專業人員個人職能與個人工作績效之影響，有效分析樣本有31家公司，並利用階層線性模式(hierarchical liner models, HLM)進行驗證。
研究結果發現，人力資源團隊的團隊學習對於人力資源人員個人工作績效具有直接的脈絡影響效果；個體層級人力資源專業職能對其個人工作績效具有正向關聯性並呈現顯著；人力資源專業職能於團隊學習與人力資源專業人員個人工作績效之間具有中介效果。

摘要(英)

In recent years, more and more companies are focusing on the development of human resources. However, the study for the influence of team learning and innovation for the individual competency and job performance in the human resources department are lacking. Therefore, this study uses cross-level model analysis to study human resources team as a major object. To investigate the impact of team-level learning and innovation for individual-level in human resources professional with individual competency and job performance. This study effectively analyzes a total of 31 companies and uses hierarchical linear models (HLM) for verification.
The study results show that team learning for the human resources team has a direct impact on individual job performance. In addition, individual-level human resources for professional competency have a significant positive correlation on individual job performance. Moreover, team learning for human resources professional competency has an intermediary effect on individual job performance.

關鍵字(中)

★ 個人工作績效
★ 團隊學習
★ 團隊創新
★ 職能

關鍵字(英)

★ competency
★ team innovation
★ team learning
★ job performance

論文目次

總目錄
第一章緒論 1
第二章文獻探討 4
第一節人力資源專業職能 4
第二節團隊學習對工作績效的影響 8
第三節團隊創新對工作績效的影響 10
第四節團隊學習對職能的影響 11
第五節團隊創新對職能的影響 12
第六節人力資源專業職能對績效的影響 13
第三章研究方法 17
第一節研究架構 17
第二節研究對象與程序 17
第三節研究變項與衡量 18
第四節資料分析方法 20
第四章資料分析與結果 21
第一節敘述性資料統計 21
第二節基本特性的驗證 21
第三節模式與假說驗證 23
第五章結論與建議 31
第一節實證結果之探討 31
第二節管理意涵 32
第三節研究限制、未來建議 33
參考文獻 35
中文部分 35
英文部分 36

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指導教授

林文政(Wen-Jeng Lin)

審核日期

2011-7-14

推文