在今日變動快速又被動的商業環境中，有關人才永續的議題，於 ESG 浪潮之下逐 漸受到關注，擁有較高的策略價值和獨特性的人才可以作為企業的競爭價值來源，人才 管理更被認為具有重要的關鍵切入點。本研究以結構方程模型進行有關人才管理的相關 分析研究。探討人才管理措施是否透過中介項:職涯能耐的累積對員工任務性績效形成 影響，並加入感知組織支持作為調節因子。過程中，運用問卷調查法，以目前在台灣地 區的從業人員為主要調查對象，共計 220 份問卷作為統計分析資料。研究結果顯示: (1) 產生職場連結的人才管理措施對員工任務績效有正向影響效果 (2) 產生職場連結的人 才管理措施對職涯能耐有正向影響效果 (3) 職涯能耐對員工任務績效有正向影響效果 (4) 產生職場連結的人才管理措施會透過職涯能耐的累積對員工任務性績效形成正向影 響 (5) 感知組織支持在職涯能耐與任務績效之間的調節作用僅達低度統計顯著 (6) 最 終調節式中介模型因未達統計顯著，並未構成。然而，產生職場連結的人才管理措施、 職涯能耐與任務績效的中介效果模型仍成立。因此，透過企業對特定面向人才管理措施 的執行，讓員工的職涯能耐有所累積，進而期望提升員工任務性的績效表現。;My study uses structural equation modeling (SEM) to conduct an analysis of talent management. The study investigates whether talent management practices have an impact on employees’ task performance through the mediator, the accumulation of career competencies, with perceived organizational support (POS) as a moderator. A questionnaire survey is conducted with the current workforce in Taiwan as the main target group. A total of 220 questionnaires are used for statistical analysis. The results of the study reveal that: (1) Talent management practices relevant to task linkage have a positive effect on employees’ task performance (2) Talent management practices relevant to task linkage have a positive effect on career competencies (3) Career competencies have a positive effect on employees’ task performance (4) Talent management practices relevant to task linkage have a positive effect on employees’ task performance through the accumulation of career competencies (5) The moderating effect of perceived organizational support between career competencies and task performance is only weakly statistically significant (6) The final moderating mediator model is not valid as it isn’t statistically significant. However, the mediation model of talent management, career competencies and task performance that generate workplace linkages still holds. Therefore, the implementation of specific talent management practices is expected to build career competencies, which in turn will improve employees’ task performance.
