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題名:裙帶關係對員工和諧及內部績效之影響-以權力距離及公平敏感度為調節變數
作者:毛格民
作者(外文):Mao Ko-Min
校院名稱:大葉大學
系所名稱:管理學院博士班
指導教授:李德治
學位類別:博士
出版日期:2015
主題關鍵詞:裙帶關係員工和諧內部績效權力距離公平敏感度NepotismEmployee HarmonyInternal PerformancePower DistanceEquity Sensitivity
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企業面臨多變的環境,必須加強員工和諧(促進和諧與和諧性格)及內部績效(工作滿意度、留職意願和組織承諾),以提升競爭優勢,然而企業對裙帶關係的任用,有不同的認知及用人策略。學者對於裙帶關係的研究,亦有不同的觀點和結果,在理論上需要深入的實證探討。本研究認為高度的員工和諧及內部績效除了凝聚員工團結的向心力,並可激勵工作士氣,創造企業更高的價值,所以企業必須更加明瞭及釐清裙帶關係對員工和諧及內部績效所產生的因果關係。本研究針對國內11家民營企業及私人公司348位員工進行問卷調查,假設檢定使用結構方程式模型作檢定。
研究結果發現裙帶關係對內部績效以及員工和諧有顯著的正向影響。員工和諧對裙帶關係和內部績效具中介效果,可補充研究上的缺口。本研究所提出權力距離與公平敏感度兩項調節變數中,權力距離的調節效果不顯著,公平敏感度對裙帶關係及員工和諧具有正向調節作用,同時也發現血親關係與姻親關係在衡量裙帶關係時因素負荷量一正一負,且姻親部分未達顯著。研究結果可提供業界做為招聘及僱用員工之參考,導正以往裙帶關係遭到的曲解或誤解。公平敏感度之研究結果亦可做為管理者領導策略及與員工溝通的參考依據,協助企業提升競爭力。
Today's enterprises are facing a quickly changing external environment. It is necessary to strengthen the internal performance (job satisfaction, keep working intention and organizational commitment) and employee harmony (harmony enhancement and harmony personality) in order to enhance their competitive advantage. However, the previous research on nepotism has different arguments and results as enterprises' different cognitive and nepotic employee hired strategies. Therefore, this empirical study tries to clarify theoretical framework and causal relationship about nepotism to employee harmony and internal performance. The study is supposed that a high level of employee harmony and internal performance is able to enhance employee solidarity, work morale, and create a higher value of business. There are eleven domestic private enterprises and companies, and 348 employees of them selected as the research objects. The questionnaire survey is used, and the study hypotheses are measured by structural equation modeling (SEM) method.
This study results point out that nepotism positively affects internal performance and employee harmony. The employee harmony to nepotism and internal performance has a mediation effect that can make up the gap of the previous researches. Then, power distance and equity sensitivity as two moderators in this study, the moderating effects of power distance is insignificant, and equity sensitivity to the nepotism and employee harmony has a positive moderating effect. The study also reveals that factor loadings of kinship and affinity, one is negative and the other is positive when measure nepotism, and affinity is insignificant. These results could provide the industry as a reference to avoid the past misinterpreted or misunderstood concepts for staff recruitment. Furthermore, the study findings of equity sensitivity also provide guides for managers how to lead and communicate with employee which will help enterprises enhance their competitiveness.
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