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Titel: 員工變革知覺、人力資源管理系統、組織支持與組織承諾之相關研究
The Relationship between Employee Perceptions of Organizational Change, Human Resource Management System, Organizational Support and Organizational Commitment
Autoren: 李隆盛
Lung-Sheng Lee
許雅綉
Ya-Hsiu Hsu
Stichwörter: 組織變革
人力資源管理系統
知覺組織支持
組織承諾
Perceptions of Organizational Change (POC)
Human Resources Management System (HRMS)
Perceived Organizational Support (POS)
Organizational Commitment (OC)
Erscheinungsdatum: 2012
Zusammenfassung: 組織變革成功有賴取得組織成員的認同、支持與承諾,人力資源管理對企業發展的重要性也日漸受到重視。如何運用有效的人力資源管理系統措施,吸引、留任及激勵人才,以擁有具備適任知識、技能及態度的員工,讓組織更具競爭力,尤其是服務業變革的重要訴求。過往研究顯示,良好的人力資源管理系統措施可正向影響員工對於組織的承諾程度。因此,本研究旨在以A飯店為例,探討在變革過程中,組織成員的變革知覺、人力資源管理系統、知覺組織支持與組織承諾之間的關係,並進一步驗證知覺組織支持在於員工變革知覺與組織承諾之間之中介效果。本研究採問卷調查法調查A飯店現職員工,以便利抽樣方式,郵寄及委託人力發送問卷,總共發出360份問卷,有效問卷回收率85%。最終獲致的結果如下:(1)員工變革知覺和知覺組織支持之間呈正相關;(2)知覺組織支持和組織承諾之間呈正相關;(3)人力資源管理系統和組織承諾之間呈正相關;(4)員工變革知覺和組織承諾之間呈正相關;以及(5)員工知覺組織支持在員工變革知覺與和組織承諾之間有部份中介效果。
The success of organizational change depends on organizational members’ recognition, support and commitment to their organization. The contributions of human resources management system(HRMS) to enterprise development have also been increasingly valued. Thus, how to effectively leverage HRMS measures to attract, retain and motivate talents to have competent employees and enhance organizational competitive advantage has been also increasingly claimed in the service industry. Previous studies indicate that sound HRMS measures positively affect employees’ organizational commitment. The purposes of this study were to adopt Hotel A as an example to investigate the relationship between employees’ Perceptions of Organizational Change (POC), Human Resources Management System (HRMS), Perceived Organizational Support (POS), and Organizational Commitment (OC), as well as to examine the mediating effect of POS on the relationship between POC and OC. A questionnaire survey was conducted in Hotel A to solicit the responses of in-service employees who were conveniently selected. In total, 360 questionnaires were distributed by person and/or mail, and the valid response rate was 85%. Consequently, the results of this study are as follows: (1) POC is positively associated with POS; (2) POS is positively related to OC; (3) HRMS is positively related to OC; (4) POC is positively related to OC; and (5) POS has partial mediating effect on the relationship between POC and OC.
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