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題名：涉入型工作系統對個人工作績效與組織績效之影響
作者：羅宗敏
作者(外文)：LO,CHUNG-MIN
校院名稱：國立臺北大學
系所名稱：企業管理學系
指導教授：黃營杉
戚樹誠
學位類別：博士
出版日期：2004
主題關鍵詞：涉入型工作系統；組織承諾；工作績效；組織績效；成長需求；環境不確性；involvement work system；organizational commitment；job performance；organizational performance；growth need；environmental uncertainty
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本研究採系統觀點，將強調以員工為核心所規劃執行的人力資源管理實務之集合體定義為「涉入型工作系統」，其實務內涵包括：採用嚴格的甄選、廣泛的訓練、成果導向的評價、採具競爭力的薪酬制度、高度的員工參與、寬廣的工作定義、內部生涯機會與雇用保障等八個人力資源管理實務。以汽車及電子資訊產業的中衛廠商為對象探討：1. 涉入型工作系統之人力資源管理實務對個人與組織績效之影響。2. 涉入型工作系統對個人與組織績效之影響。3.個體層次，涉入型工作系統是否透過組織承諾的中介效果，及成長需求的干擾影響工作績效。4.在組織層次，涉入型工作系統是否透過整體員工之組織承諾的中介效果，及環境不確定性的干擾影響組織績效。
研究結果發現：1.個體層次，涉入型工作系統之人力資源管理實務對工作績效都有顯著的影響。在組織層次，人力資源管理實務對財務績效上僅有訓練及工作定義對財務績效有顯著的影響；內部生涯機會、訓練、結果導向的評價、員工參與和寬廣的工作定義與薪酬制度對作業績效有顯著影響；內部生涯機會、訓練、結果導向的評價及員工參與和寬廣的工作定義對整體績效有顯著的影響。2. 涉入型工作系統對個人工作績效有顯著的影響，而對組織的財務績效並沒有顯著的影響，然其對作業及整體績效皆有顯著的影響。3. 在個體層次，結果顯示情感承諾對涉入型工作系統與組織績效間具有中介效果，成長需求對涉入型工作系統與工作績效間具有干擾效果。4. 在組織層次，組織承諾對的中介效果驗證並未成立，而環境不確定性對涉入型工作系統與組織績效的關係具有干擾效果。另對人力資源管理實務彼此間會產生綜效作事後分析結果顯示，人力資源管理實務彼此間所產生之綜效對績效有顯著的影響。
As a perspective of system theory, this study defines the employee-centered human management practices as 「involvement work system」. The main purposes of this dissertation are to examine (1) how human resource management practices of involvement work system affect individual job and organizational performance. (2) how involvement work system affects job and organizational performance. (3) whether involvement work system affects individual job performance through organizational commitment and the moderation of growth need on individual level. (4) whether involvement work system affects organizational performance through holistic organizational commitment and the moderation of environmental uncertainty on organizational level.　we test the hypothesis using the samples from first-tier supply chain firms in automobile and electronic industry.
The results show that: (1) human resource management practices of involvement work system affect job performance significantly on individual level. On organizational level, extensive training and broadly defined jobs positively affect financial performance, internal career opportunities, extensive training, results-oriented appraisal, participation, broadly defined jobs, and salary system affect operation performance, internal career opportunities, extensive training, results-oriented appraisal, participation, broadly defined jobs, and salary system affect overall performance significantly. (2) involvement work system affect individual job performance significantly and affect operational and overall performance significantly (3) On individual level, affective commitment have mediate effect on involvement work system and organizational performance, growth need have moderate effect on involvement work system and job performance. (4) On organizational level, environmental uncertainty has moderate effect on involvement work system and organizational performance. Besides, we found that several human resource management practices of involvement work system have synergy on performance.
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