The Relationships between High Performance Human Resource Practices and Organizational Climate

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题名:	The Relationships between High Performance Human Resource Practices and Organizational Climate
作者:	莊堯巽;Yao-Hsun Chuang
贡献者:	人力資源管理研究所
关键词:	高績效人力資源管理實務;組織氣候;創新氣候;支持氣候;信任;合作氣候;Supportive climate;cooperative climate;trust;Innovative climate;Organizational climate;High performance HR practices
日期:	2009-06-08
上传时间:	2009-09-22 14:08:20 (UTC+8)
出版者:	國立中央大學圖書館
摘要:	高績效人力資源管理活動為影響組織績效的重要因素，而組織氣候被視為扮演中介功能的角色 (Bowen & Ostroff, 2004; Collins & Smithe, 2006)。組織氣候扮演著影響成員工作行為的重要角色，其中創新、信任、合作、支持型氣候能促進員工產生更佳的工作行為。人力資源管理活動形塑出的組織氣候將形成難以模仿且鑲嵌於組織中的社會複雜性(social complexity)，為競爭優勢的來源之一。本研究欲探討高績效人力資源管理活動與組織氣候間之關聯性，並以2009年台灣IC設計產業之92家上市櫃公司為樣本。在高績效人力資源管理活動部分取得27份有效樣本，並在組織氣候部分取得467份有效樣本進行配對分析，其結果如下： 1. 採取加強動機的人力資源管理活動(內部升遷、激勵性薪資)將有助於提升創新、信任、合作、支持型氣候感知。 2. 採取加強賦權的人力資源管理活動(溝通、參與與團隊合作)將有助於提升信任、合作、支持型氣候感知。 3. 採取加強技能的人力資源管理活動(招募甄選、訓練發展)對於創新、信任、合作、支持型氣候感知有負面的影響。 4. 組織實行人力資源管理活動將同時產生不同面向的氣候感知。關鍵字：高績效人力資源管理實務、組織氣候、創新氣候、信任、合作氣候、支持氣候。 High performance HR practices is the crucial factor of influencing organizational performance, and organizational climate plays the mediating role in this HR-Firm performance relationships (Bowen & Ostroff, 2004; Collins & Smithe, 2006). Organizational climate can influence employees’ work outcomes, as well as innovative, trust, cooperative, supportive climate can act as facilitators in improving employees’ work outcomes. Organizational climate resulting from HR practices will become a social complexity that is hard to duplicate and embedded in the organization is the source of competitive advantages. The relationships between high performance HR practices and organizational climate are examined in this study. There are 92 IC design house companies listed in Taiwan Stock Exchange (TSE) and traded over the counter (OTC) are chosen as subjects. There are 27 valid samples in survey of high performance HR practices, and 467 valid samples in the survey of organizational climate. The results are as following. 1. Motivation-enhancing HR practices will enhance innovative, trust, cooperative, and supportive climate. 2. Empowerment-enhancing HR practices will enhance trust, cooperative, and supportive climate. 3. Skill-enhancing HR practices will have negative impacts on innovative, trust, cooperative, and supportive climate. 4. Organizations conduct HR practices will simultaneously influence multiple dimensions of organizational climate. Key words： High performance HR practices, Organizational climate, Innovative climate, trust, cooperative climate, Supportive climate.
显示于类别:	[人力資源管理研究所] 博碩士論文

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