菁英人才管理措施與工作鑲嵌和組織公民行為之關聯性研究─探討知覺職涯支持的調節效果

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菁英人才管理措施與工作鑲嵌和組織公民行為之關聯性研究─探討知覺職涯支持的調節效果

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摘要(中)

自從1997年麥肯錫公司發布《人才戰爭（The War for Talent）》報告以來，菁英人才管理已成為業界關注的焦點。各企業也紛紛將這個概念帶到組織當中。近年來，愈來愈多的研究探討如何藉由菁英人才管理措施帶來組織公民行為，並且發現菁英人才管理措施能夠激勵員工進行組織公民行為進而提升組織績效。此外，除了菁英人才管理措施，企業文化的調整以及員工的適應能力與績效展現也顯得格外重要，因為良好的企業文化和員工適應能力不僅能夠促使員工有更多組織公民行為的表現，還能夠提高員工對企業的工作滿意度和忠誠度，進而促進組織長期穩定發展。然而，這些研究鮮少探討工作鑲嵌對菁英人才管理措施與組織公民行為所帶來的中介效果。同時，菁英人才管理是否在知覺職涯支持的調節下提高員工對工作鑲嵌效果的認知，進而增加其對組織的貢獻值得進一步研究。考量不同層次的變數，本研究使用階層線性模型（Hierarchical Linear Modeling, HLM）的統計方法，分析菁英人才管理措施、工作鑲嵌和組織公民行為之間的關聯性，並探討知覺職涯支持在其中所扮演的調節效果。

本研究針對台灣各大上市櫃及中小型企業的菁英人才做為研究對象，採用問卷調查法，透過兩階段發放問卷，共蒐集31家之國內企業，330份問卷，扣除填答不足5份問卷數之公司，並删除填答一致性過高的無效問卷後，最終有效問卷來自31家之國內企業，共263份問卷，進行實證分析。研究結果顯示如下：

1. 組織層級的菁英人才管理措施和組織公民行為之間存在顯著正相關。
2. 組織層級的菁英人才管理措施在工作鑲嵌的中介效果下和組織公民行為之間存在顯著正相關。
3. 知覺職涯支持的調節效果會正向影響菁英人才管理對組織的工作鑲嵌。

摘要(英)

Since the publication of McKinsey′s "War for Talent" report in 1997, talent management has garnered considerable interest within the industry. Companies have embraced this concept and integrated it into their organizations. In recent years, an increasing number of studies have explored how talent management can foster organizational citizenship behavior. These studies have also found that such practices can motivate employees to engage in organizational citizenship behavior, thereby enhancing organizational performance.

Furthermore, aside from talent management, the adjustment of corporate culture, employee adaptability, and employee performance have emerged as crucial factors. This is because good corporate culture and adaptability encourage employees to demonstrate more organizational citizenship behavior and enhance their job satisfaction and loyalty toward the company. This, in turn, promotes long-term organizational stability and development.

However, these studies have rarely explored the mediating effects of job embeddedness on the relationship between talent management and organizational citizenship behavior. Under the moderating effect of perceived career support, it is worth investigating whether talent management enhances employees′ perception of job embeddedness and consequently increases their contribution to the organization.

Taking into account different level variables, this study utilized the statistical approach of Hierarchical Linear Modeling (HLM) to examine the correlation between talent management, job embeddedness, and organizational citizenship behavior. This study also looks into the moderating influence of perceived career support on this relationship.

This study focuses on the elite talents in listing, small, and medium-sized enterprises in Taiwan. A two-stage questionnaire survey was conducted to collect data from 31 domestic companies, resulting in a total of 330 questionnaires. After excluding questionnaires with incomplete responses (less than 5 questionnaires per company) and eliminating invalid questionnaires with excessively high response consistency, a final sample of 263 valid questionnaires from 31 domestic companies were used for empirical analysis. The research findings are as follows:

1. There is a significant positive correlation between organizational-level talent management and organizational citizenship behavior.
2. Organizational-level talent management correlates significantly positively with organizational citizenship behavior mediated by job embeddedness.

3. It was found that the moderating effect of perceived career support positively influences the relationship between organizational-level talent management and job embeddedness.

關鍵字(中)

★ 菁英人才管理
★ 知覺職涯支持
★ 工作鑲嵌
★ 組織公民行為

關鍵字(英)

★ talent management
★ perceived career support
★ job embeddedness
★ organizational citizenship behavior.

論文目次

第一章緒論 1
第一節研究背景與動機 1
第二節研究目的 3
第二章文獻探討 4
第一節菁英人才管理 4
2-1-1菁英人才的定義及分類 4
2-1-2菁英人才管理的定義 7
2-1-3「菁英人才管理」和「傳統人才管理」的差別 8
第二節知覺職涯支持 9
第三節工作鑲嵌 10
第四節組織公民行為 11
2-4-1組織公民行為的定義 11
2-4-2組織公民行為的理論構面 12
第五節、各變數間之關聯性研究與假設 14
2-5-1菁英人才管理措施對組織公民行為的影響 15
2-5-2工作鑲嵌的中介效果 17
2-5-3知覺職涯支持的調節效果 19
第三章研究方法 21
第一節研究架構 21
第二節研究對象、資料蒐集方式與程序 22
3-2-1研究對象 22
3-2-2資料蒐集方式 22
3-2-3資料蒐集程序 22
第三節研究衡量工具 23
3-3-1菁英人才管理 23
3-3-2知覺職涯支持 24
3-3-3工作鑲嵌 25
3-3-4組織公民行為 25
第四節資料分析與統計方式 26
第四章研究結果 28
第一節資料來源與樣本特性 28
第二節信度與效度分析 30
4-2-1信度分析 30
4-2-2收歛效度 30
4-2-3區辨效度 31
4-2-4驗證性因素分析 31
第三節相關性分析 32
第四節階層線性分析 /假設模型檢驗 33
4-4-1基本特性分析 33
4-4-2零模型(null model) 34
4-4-3 截距預測模型(intercepts-as-outcomes model) 34
4-4-4 斜率模型(slopes-as-outcomes model) 36
第五章研究結論與建議 38
第一節研究結果與討論 38
第二節學術與管理意涵 40
第三節研究限制與建議 41
參考文獻 43

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指導教授

林文政

審核日期

2023-7-8

推文