| dc.description.abstract | In the present study, employees in various industries in Taiwan who have experienced Hybrid Working Mode were the main target of the survey. To explore the impact of Human Resource Practices on Job Autonomy, Well-being, Job Involvement and Retention Intention under Hybrid Working Mode. First, we examine the correlation efforts of Job Autonomy on Well-being, Job Involvement, Retention Intention. Then, we examine the mediating effects on Well-being between Job Autonomy and Job Involvement, Retention Intention. Finally, we examine the moderating mediating effects of Human Resource Practices on Job Autonomy, Well-being, Job Involvement, and Retention Intention under Hybrid Working Mode.
The final responses are from 252 full-time employees in Taiwan through online survey questionnaires. The results found below: (1) Job Autonomy had a positive influence on the Job Involvement and Retention Intention under Hybrid Working Mode. (2) Job Autonomy had a positive influence on Well-being under Hybrid Working Mode. (3) Well-being had a positive influence on Job Involvement and Retention Intention under Hybrid Working Mode. (4) Well-being had mediating efforts between Job Autonomy and Job Involvement、Retention Intention under Hybrid Working Mode. (5) Human Resources Practices had positive moderated mediation effects on Job Autonomy, Well-being, Job Involvement, and Retention Intention under Hybrid Working Mode. Based on the study result, this study also proposes management practices, including that companies can design Hybrid working mode by organization needs, and improve employee experience through strengthen Job Autonomy and Well-being. In addition, Human Resources Practices can effectively strengthen the employee experience in Hybrid Work Mode, and when companies implement Hybrid Working Mode, they can strengthen the performance management policy and training and development program. | en_US |