| 摘要: | 人力資源管理活動可為公司創造價值在過去研究已獲得證實 (Arthur 1994; Huselid 1995; Koch & McGrath 1996)，但這些研究著重在探討人力資源管理活動與績效間的關聯性，卻忽略了串起了兩者關係的機制(mechanism)。而過去亦有學者研究指出，員工透過對人力資源管理活動實際認知，會影響到員工的工作滿意度及組織承諾及其工作績效(Chang, 2005; Gartner & Nollen, 1989)，因此本研究推論，公司的人力資源管理活動，會先透過員工對於這些人力資源管理活動的知覺影響到其態度，而這樣的態度，正是扮演著人力資源管理活動與員工績效間的重要中介機制。 本研究於2009年經濟不景氣最嚴重的時間點，針對天下雜誌公佈之千大企業內部員工進行對「公司人力資源管理活動之知覺」及「工作態度與行為」的調查，最終收集了350份樣本。旨在探討「員工人力資源管理活動知覺」與「工作滿意」、「組織承諾」「工作績效」之間的關連性。 研究結果發現：員工對人力資源管理的知覺與其工作滿意、組織承諾及工作效均呈現顯著的正相關。再經由迴歸分析後，證實員工對人力資源管理之知覺，對員工個人的工作績效、工作滿意、組織承諾有正向的關連性。且員工對人力資源管理之知覺會透過工作滿意、組織承諾的中介效果，間接影響員工工作績效。Many researches in the past decade years have approved that Human resource management can create values for the companies, but those researches are focus on how the Human Resource Management(HRM) can directed effect on employees’ or companies’ performance, however ,they ignored what is the mechanism between HRM and performance. Furthermore, many researches pointed out that employees’ perceptions on the HRM can effect on their Job Satisfaction, Organizational commitment and job performance, so in this research we infer that HRM should first through the employees’ percept on those HRM practices, and then employees’ perceptions on HRM will first effect on their work attitudes, and then their attitudes will effect on their job performance. It is means that employee’s attitude is the most important mediate mechanism between the HRM and job performance. We do this research in the year 2009 which is the timing that worldwide economic depression most seriously. Finally, we collected 350 samples which are from the Top 1000 companies surveyed by Common Wealth magazine. The purpose of this research is to understand the relationship between employees’ perceptions on the HRM, Job Satisfaction, Organizational Commitment and Job Performance. The results show that: employees’ perceptions on the HRM have positive correlation between Job Satisfaction, Organizational Commitment and Job Performance. Moreover, by the regression analysis show that, employees’ perceptions on the HRM can positively effect on the employees’ Job Satisfaction, Organizational Commitment and Job Performance, Finally, the employee’s perceptions on HRM should have indirect effect on the job performance through employees’ Job Satisfaction and Organizational Commitment. |
