Please use this identifier to cite or link to this item: http://hdl.handle.net/11455/98034
標題: 中國人力資源管理措施與組織承諾的關係-以中國電子製造商為例
The relationship between human resource management and organizational commitment in China - Example from Chinese electronic manufacturers
作者: 蒲廷瑞
Ting-Rui Pu
關鍵字: 人力資源管理措施;組織承諾;情感性承諾;human resource management measures;organizational commitment;emotional commitment
引用: 一、中文部分 陳婉梅,歐陽友全,蘇凱(2014)。基於情感承諾的85後基層員工流動實證分析。中國期刊學會。 鄧植誼 (2011) 。人力資源培訓對情感承諾的影響研究,《商場現代化》2011年7月(中旬刊)總第653期。 郭小紅(2008)。企業新進員工關系管理研究——基於情感承諾與經濟承諾分析。 劉莉(2004)。淺談企業文化在國有企業資產重組中的作用。 綠色中國,2004年Z1期。 劉靜(2012) 。企業管理。製造業企業內部薪酬差距與企業績效的關係研究-基於上市公司的數據。浙江財經學院工商管理學院碩士論文 李棟麗(2011)。企業員工情感承諾與工作績效的相關性研究。西安工業大學企業管理研究所碩士論文,網絡出版年期:2011年 08期。 秦曉蕾,楊東濤(2010) 。現代管理科學。2010 年第4 期製造企業勞動合同簽訂對員工感情承諾影響機制研究。 Raymond A. Noe著,簡貞玉譯(2002) 。員工訓練與能力發展(Employee training and development)。 任穎(2010) 。工商管理。 人力資源管理視角下民工荒的應對策略研究-以Y公司為例。 蘇州大學碩士學位專業論文,未出版。 吳秉恩(1991)。組織行為學。臺北:華泰書局。 許士軍(2003)。管理學,東華書局。 袁樹軍(2007) 。工業工程與管理工業工程與管理。2007 年第3 期人力資源雙向管理的實證分析。 張春興(1989)。現代心理學,華泰書局。 曾南薰(1998)。我國教師組織承諾之整合分析。國立嘉義師範學院國民教育研究所碩士論文,未出版。 鍾娉華 (2006),人力資源管理措施之絕對員工工作績效之影響-工作投入及組織承諾之 仲介效果分析,國立中央大學人力資源管理研究所碩士論文。 翟璐(2010) 。企業管理。績效薪酬模式對員工工作績效的影響研究-以我國高新技術製造業為例。南京財經大學工商管理學院碩士論文 二、英文部分 Angle, H. L., & Perry, J. L. (1981). An Empirical Assessment of Organizational Commitment and Organizational Effectiveness. Administrative Science Quarterly,26, 1-14. Becker, H. S. (1960). Notes on the concept of commitment. American Journal of Sociology, 66, 32-42. Craig, R. L. (4th ed.)(1996). Training and Development Handbook. Hammer, M., & Champy, J. (1993). Reengineering the Corporation-A Manifesto for Business Revolution. New York: Haper Business. Kotter, J. P. (1996). Leading change. Boston: Harvard Business School Press. Maurice, B. L. (2004). Management musings 17: changing attitudes. Library Management, 25(4-5), 230-231. Meyer, J., & Allen, M. (1991). A three-component conceptualization of organizational commitment. Human Resources Management Review, 1, 61-89. Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational commitment, Job satisfaction and turnover among psychiatric technicians. Journal of Applied Psychology, 59(5), 603-609.
摘要: 
人力資源的流失可能造成公司的經營活動中斷,如何吸引、留任與激勵人才,讓組織更有競爭力已成為一個重要的管理議題。因此本研究想探討個案公司的人力資源管理措施,並分析員工對人力資源管理措施認同度與員工情感承諾之間的關係。本研究以位於中國大陸華東地區內的個案電子製造商個案公司全體員工作為施測對象,總共發放600份問卷,最後共回收520份,其中有效問卷410份。本研究運用Pearson相關分析來進行假設檢定,分析結果發現,組織承諾與訓練發展認同度(γ=.695, P<0.01)、績效評估認同度(γ=.671, P<0.01)、薪資報酬認同度(γ=.744, P<0.01)都存在顯著正相關,本研究的假設都獲得支持。根據本研究分析結果,員工對人力資源管理措施的認同度愈高時,組織承諾也會愈高。所以建議企業應建立完善的人力資源管理制度,並增進員工對人力資源管理措施的瞭解與認同度,藉此提高員工的組織承諾度,使員工更願意留任及投入於公司並與公司成長與卓壯並永續經營。

The loss of human resources may cause the company's business activities to be interrupted. The question that how to attract, retain and motivate talents and make the organization more competitive has become an important management issue. Therefore, in this study,we want to explore the human resource management measures of case companies and analyze the relationship between employee recognition of human resource management measures and employee emotional commitment. In this study, a total of 600 questionnaires were distributed to all employees of the case-based electronic manufacturer case company which located in the East China . A total of 520 questionnaires were collected, of which 410 were valid questionnaires. This study used Pearson correlation analysis to perform hypothesis testing. The analysis found that organizational commitment and training development recognition (γ=.695, P<0.01), performance evaluation approval (γ=.671, P<0.01), salary compensation There was a significant positive correlation between the degree of identity (γ=.744, P<0.01), and the hypothesis of this study was supported. According to the results of this study, the higher the employee's recognition of human resource management measures, the higher the organizational commitment. Therefore, it is recommended that enterprises should establish a sound human resource management system and enhance employees' understanding and recognition of human resource management measures, thereby enhancing employees' organizational commitment and making employees more willing to stay and invest in the company and grow with the company.
URI: http://hdl.handle.net/11455/98034
Rights: 同意授權瀏覽/列印電子全文服務,2019-08-15起公開。
Appears in Collections:高階經理人碩士在職專班

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