請用此 Handle URI 來引用此文件: http://hdl.handle.net/11455/20717
標題: 人力資源人員職能與工作滿意度之研究-以製造業為例
A study of the relationship between competency and job satsifaction of the human resource practitioners in the manufacturing industry
作者: 林佑典
Lin, Yo-Dian
關鍵字: competency
職能
job satisfaction
HR practitioners
工作績效
人力資源人員
出版社: 企業管理學系所
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摘要: This study has several purposes. The first purpose is to examine the competency level and the perception of the competency importance from the human resource practitioners in the manufacturing industry. Then, this study also tends to find that if there is any gap between the competency level and the perception of the competency importance. The final purpose is to study the relationship of competency level and job satisfaction and the relationship of competency gap and job satisfaction of the human resource (HR) practitioners. This study adopted the competency model from American Society for Training and Development (ASTD)in 1999 (Rothwell, Sanders, and Soper, 1999 ), and the competency model includes business, analytical, leadership, technical, interpersonal and technological competency groups. This study distributed 582 questionnaires in two months with a return rate of 38.66%. The results showed that HR practitioners possess the highest competency level on interpersonal, analytical and leadership competency groups as well as the perceived importance on interpersonal, leadership and analytical competency groups. Furthermore, there are some gaps in the competency groups, and the competency groups of leadership, analytical and business have the largest gap among these six groups. Based on the background of human resource practitioners, this study further classified research sample and made comparation and analysis. The result also supported that the competency model can predict HR practitioners' job satisfaction with positive correlation and competency gap with negative correlation. In addition, the model also distinguished difference between high satisfaction employee and poor satisfaction employee. The results have implications on recruitment, selection and training. At the end, we provided conclusions, recommendations and limitations.
本篇研究目的在於了解台灣目前製造業人力資源人員所具備之職能程度與其對於工作的重要性認知,並了解二者之間是否有職能缺口(competency gap)的情形存在,同時探討職能程度、職能缺口與工作滿意間之關係。本研究之職能模型採用美國訓練與發展協會(American Society for Training and Development, ASTD)1999年(Rothwell, Sanders, and Soper, 1999)之職能模型(competency model),其中包含商業類、分析類、領導力類、技術類、人際類與科技類職能。總共發放582份問卷,發放期間為二個月,回收之有效樣本數為220份,有效回收率為38.66%。結果顯示人際類、分析類與領導力類職能為目前人力資源人員職能程度最高之職能,而在重要性認知上則次序略有差異為人際類、領導力類與分析類職能。再者,結果顯示二者有顯著的缺口存在,其中職能缺口又以領導力類、分析類與商業類職能三項職能群較大,故此三類職能之訓練發展需求相對較高。本研究也針對人力資源人員不同的背景變項進行區分與比較分析,試圖了解各種不同的背景變項之間職能情形的差異程度。除此,職能模型能預測人力資源人員的工作滿意度,且其之間顯示具有正向的關係,此職能模型並能區別出高工作滿意者與低工作滿意者,因此可作為組織進行招募甄選與訓練相關活動的依據。最後,我們提供本研究之結論、建議與限制以供學術界、企業界參考。
URI: http://hdl.handle.net/11455/20717
其他識別: U0005-0707200820334300
文章連結: http://www.airitilibrary.com/Publication/alDetailedMesh1?DocID=U0005-0707200820334300
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