博碩士論文 111427008 詳細資訊




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姓名 陳孟歆(Meng-Hsin Chen)  查詢紙本館藏   畢業系所 人力資源管理研究所
論文名稱 從悖論觀點探討感知菁英人才管理取向對留任意願之影響-以員工敬業度為中介
(Examining the Impact of Perceived Talent Management Approach on Intention to Stay from a Paradox Perspective: The Mediating Role of Employee Job Engagement)
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摘要(中) 商業競爭日益激烈,菁英人才管理成為人力資源領域的熱門話題,菁英人才管理多被定義為一套系統性流程,旨在辨識並培養高績效、高潛能的關鍵職位人才。與此同時,多元共融的概念也開始受到重視,追求組織中不同身份群體的平等參與和發展機會。面對這一排他與包容的張力,部分學者提出以悖論思維來看待,認為可以同時採用兩者以創造更有效的人才管理策略。本研究以台灣30家實施人才管理方案的企業為樣本,共收集330份有效問卷數據,以包容─排他為兩軸,利用多項式迴歸分析和反應曲面分析,將人才管理取向的感知分為混合式、包容性、排他性、無為型四種,探討不同的人才管理取向對員工工作敬業度的影響,以及工作敬業度對留任意願的中介作用。研究結果顯示,當員工感知到包容性和排他性一致高的混合式人才管理,員工工作敬業度會高於包容性和排他性一致低的無為型人才管理及僅感知到排他性人才管理時,且工作敬業度在人才管理取向與員工留任意願之間具有顯著的中介效果,進一步揭示混合式人才管理對於員工工作敬業度和留任意願的影響機制,提供實證基礎以支持混合式人才管理的實踐,並於最後提出現行研究的限制及未來可深入討論的議題。
摘要(英) With increasing business competition, talent management has become crucial in human resources. Talent management is often defined as a systematic process aimed at identifying and developing high-performing, high-potential key position talents. Simultaneously, diversity and inclusion have gained importance in providing equal opportunities for all identity groups within organizations. Scholars suggest a paradoxical approach, combining exclusivity and inclusivity for more effective talent management.
  This study, based on data from 330 valid questionnaires collected from 30 Taiwanese companies, examines how different talent management orientations affect employee job engagement and intention to stay. Findings reveal that a hybrid talent management approach, combining high levels of inclusivity and exclusivity, leads to higher job engagement and increased intention to stay. Job engagement mediates the relationship between talent management orientation and intention to stay, supporting the practice of hybrid talent management. Finally, the study discusses research limitations and suggests future directions.
關鍵字(中) ★ 菁英人才管理
★ 包容性人才管理
★ 排他性人才管理
★ 混合式人才管理
★ 工作敬業度
★ 留任意願
★ 多項式迴歸
關鍵字(英) ★ Talent Management
★ Inclusive Talent Management
★ Exclusive Talent Management
★ Hybrid Talent Management
★ Job Engagement
★ Intention to Stay
★ Polynomial Regression
論文目次 中文摘要 i
ABSTRACT ii
第一章 緒論 1
1-1研究背景與動機 1
1-2研究目的 5
1-3預期研究貢獻 5
第二章 文獻探討 7
2-1 菁英人才管理 7
2-1-1菁英人才的定義 7
2-1-2人才管理取向:排他性與包容性人才管理 8
2-1-3人才管理的排他性 8
2-1-4人才管理的包容性 9
2-2工作敬業度 10
2-3人才管理取向與工作敬業度的關係 10
2-4以工作敬業度為中介延伸至留任意願的效果 14
2-4-1留任意願 14
2-4-2人才管理取向與留任意願的關係 14
2-4-3工作敬業度在人才管理取向與留任意願之間的中介效果 16
第三章 研究方法 18
3-1研究架構 18
3-2 研究對象、 資料蒐集方式與程序 19
3-2-1研究對象及資料蒐集方式 19
3-2-2 資料蒐集程序 19
3-3 研究工具 20
3-3-1人才管理措施 20
3-3-2工作敬業度 21
3-3-3留任意願 21
3-4 資料分析與統計方法 21
第四章 研究結果 23
4-1研究樣本來源與特性 23
4-2信度與效度分析 25
4-2-1信度分析 25
4-2-2效度分析 26
4-3驗證性因素分析 28
4-4相關分析 29
4-5顯著差異樣本分析 29
4-6假設驗證結果 30
4-6-1員工人才管理取向感知對工作敬業度之影響 30
4-6-2工作敬業度的中介效果 35
第五章 結論與建議 37
5-1研究結果與討論 37
5-2學術貢獻 40
5-3管理意涵 41
5-4研究限制與建議 42
參考文獻 44
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指導教授 林文政(Wen-Jeng Lin) 審核日期 2024-7-19
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