臺灣人文及社會科學引文索引資料庫系統

:::

詳目顯示

回上一頁
第 1 筆 / 總合 1 筆   第一頁 上一頁 下一頁 最後一頁
/1頁
題名：要派機構與派遣公司人力資源管理措施對派遣員工 工作態度影響之多層次研究
作者：嚴佳代
作者(外文)：Chia-Dai Yen
校院名稱：國立中央大學
系所名稱：人力資源管理研究所
指導教授：黃同圳
學位類別：博士
出版日期：2013
主題關鍵詞：人力派遣；人力資源管理措施；工作意願；離職傾向；組織承諾；Labor Dispatching；Human Resource Management Practice；Work Willing；Turnover Intention；Organizational Commitment；HLM
原始連結：連回原系統網址new window
相關次數：
  • 被引用次數被引用次數:期刊(2) 博士論文(0) 專書(0) 專書論文(1)
  • 排除自我引用排除自我引用:2
  • 共同引用共同引用:0
  • 點閱點閱:20
勞動派遣就業模式在全球已經成為一股無法遏止的趨勢，雖然勞工團體一再強調非典型就業對人力資本的傷害，但企業為了在競爭的環境中生存，往往在勞工法規之下找到成本效應最佳的人力聘僱方式，因此在支持與反對兩方論點下，必須找到一個勞動派遣就業管理制度的平衡點，才能讓整體就業市場朝向一個穩定的發展方向。人力派遣是由派遣公司、派遣人員與要派公司(用人單位)三方以勞動關係、工作關係、合約關係互動的方式鍊接，這樣的三方關係與以往的人員聘任模式有很大的差異，但一般社會交換理論卻忽略了員工多重的社會交換角色。而派遣人員面臨的是與要派公司及派遣公司的交換關係，派遣人員對雙方的承諾是否會互相影響仍然沒有被證實，因此人力資源管理措施對派遣人員知覺可能的存在互動關係則需要進一步探討，本研究也針對這樣的概念進行研究，從派遣公司及要派公司的人力資源管理制度，進一步了解與派遣人員工作意願及離職傾向的關係，也透過社會交換理論及社會認知理論來探討組織承諾在派遣人員對要派公司及派遣公司承諾在制度與認知之間所扮演的角色，以建構完整的派遣人員人力資源管理措施與感受架構。
本研究以主計處公布的行業分類標準中人力供應業為樣本，依序調查派遣公司、派遣人員及要派公司三方的觀點，回收派遣公司55份，派遣員工1,085份，要派企業36份，結果發現(1)派遣公司人力資源管理措施越完善，派遣人員對派遣公司的離職傾向越低；(2)要派公司人力資源管理措施越完善，則會正面影響到派遣人員在要派公司的工作意願；另外，(3)派遣公司人力資源管理措施同時影響派遣人員對派遣公司的組織承諾，但要派公司人力資源管理措施則與情感性承諾及規範性承諾有關聯，(4)同時組織承諾也是人力資源管理措施與工作意願及離職傾向的中介角色。
研究結果不僅釐清派遣公司及要派公司管理制度在派遣人員知覺上的影響以及組織承諾扮演的角色外，也解釋了社會交換理論中缺乏討論的多重交換關係，另外也透過不同類型的組織承諾探討，發現組織承諾在複雜社會交換關係中的角色。最後則提出派遣管理意涵，以提供業者及相關研究者參考。
Dispatching employment had been an inextinguishable flame. Although labor associations emphasized the harmfulness of labor dispatching to human capital, to exist in the competitive environment, enterprises always try to find out the cost effective employment system under the labor legislation. Dispatching employment is composited from the tripartite coordination mechanism: the dispatching labor, the dispatching agency, and the client company. The three parts connect with laboring relations, working relations, and contract relations. The employment exist a huge diversity from the normal employment. Dispatching workers face the exchanging relation from the agent company and the client company, and the bilateral commitment are interacting. However, the previous discussions of social exchange theory are lack of the triangular perspective which is the most importance of the atypical employments.
This research tries to understand the human resource management practices of the dispatching agent company to dispatching labor turnover intention. Besides, the social exchange theory and social identity theory are adopted to explain the role of organizational commitments. Applying HLM to analyze the data collected from 55 dispatching agent companies and 1085 dispatching employees, this research found (1) the more sophisticated of human resource management practices, the lower turnover intention of dispatching from the present agent company; (2) The human resource management practices are also positive relate to the organizational commitment of dispatching employees to the dispatching agent company; (3) Organizational commitments meditated the relationship between human resource management practices and turnover intention. The results not only clarify the relationship between human resource practices of client company and agent company to the dispatching workers’ perceptions, but also explain the multiple exchange relationships of social exchange theory which are lack of discussion in previous researches. Besides, the dimension based organizational commitments also provide a constructive perspective of the different roles of organizational commitments in the dispatching employment.
﹝1﹞大紀元: 台學者: 簽ECFA 失業問題雪上加霜。2009年12月31日。取自http://www.epochtimes.com/b5/9/12/31/n2771945.htm。
﹝2﹞工商時報:工業部門 5月缺工率達3％。2010年7月4日取自http://www.twhg.com.tw/news/newsDetail.php?nID=21237。
﹝3﹞中央社: 派遣風難擋，勞工游牧時代來臨-派遣專題系列1，2010年7月取自http://career11.mac.nthu.edu.tw/job/road/990501d.html。
﹝4﹞行政院主計處:就業失業統計速報統計表。2013a年7月取自http://www.dgbas.gov.tw/ct.asp?xItem=17166&ctNode=3246。
﹝5﹞行政院主計處，人力運用調查報告。行政院主計處，民國99年12月編印。2010b年。
﹝6﹞行政院主計處:就業失業統計速報統計表。2011年7月取自http://www.dgbas.gov.tw/public/Attachment/132215593371.pdf。
﹝7﹞行政院主計處: 101年人力運用調查統計結果綜合分析。2013a年7月取自http://www.stat.gov.tw/public/Attachment/211281423571.pdf。
﹝8﹞行政院主計處: 工商及服務業企業單位使用派遣勞工及經營勞動派遣業務情形-按縣市別分。2013b年7月取自http://win.dgbas.gov.tw/dgbas04/bc2/ics100/General/ 10TT.xlsx。
﹝9﹞行政院主計處: 工商及服務業企業單位使用派遣勞工及經營勞動派遣業務情形-按小類行業別分。2013b年7月取自http://win.dgbas.gov.tw/dgbas04/bc2/ics100/General/ 11TT.xlsx。
﹝10﹞行政院主計處: 工商及服務業企業單位使用派遣勞工及經營勞動派遣業務情形-按大類行業別及從業員工人數分。2013c年7月年取自http://win.dgbas.gov.tw/dgbas04/bc2/ics100/General/12TT.xlsx。
﹝11﹞主計處: 工商及服務業企業單位使用派遣勞工及經營勞動派遣業務情形－按大類行業別及各項收入總額分。2013d年7月年取自http://win.dgbas.gov.tw/dgbas04/bc2/ics100/ General/13TT.xlsx。
﹝12﹞自由時報: 新派遣法用人企業負連帶責任。2013年6月14日，http://www.libertytimes.com.tw/2013/new/jun/14/today-life18.htm?Slots=Life。
﹝13﹞李元隆，「台灣人才派遣業現況之研究-以日本人才派遣業為比較基礎」，國立中山大學人力資源管理研究所碩士論文，2000。
﹝14﹞林文政，「借鏡豐田式精實生產，提升『人資客服代表』品質」，人才資本，第八期，第45-47頁，2007。
﹝15﹞林鉦棽，彭台光，「多層次管理研究：分析層次的概念、理論和方法」，管理學報，第二十三卷第六期，第649-675頁，2006。new window
﹝16﹞邱祈豪，「2008 年日本勞動派遣法草案及派遣實態之研究」，台灣勞動評論，第2卷第1期，第63-91頁，2010。new window
﹝17﹞邱皓政，「脈絡變數的多層次潛在變數模式分析：口試評分者效應的多層次結構方程模式應用」。中華心理學刊，第49卷第6期，第383-405頁，2007。new window
﹝18﹞溫福興，邱皓政，「組織研究中的多層次調節式中介效果：以組織創新氣氛、組織承諾與工作滿意的實證研究為例」。管理學報，第26卷第2期，第189-221頁，2009。new window
﹝19﹞楊通軒，「論德國勞動派遣法制」，臺灣勞動法學會學報，第1期，第69-121頁，2000。
﹝20﹞黃同圳，「勞動派遣在企業人力資源管理之運用探討」，台灣勞動評論，第3卷1期，第1-33頁，2011。new window
﹝21﹞簡建忠，「台灣勞動派遣法規草案與中國勞動派遣法制之比較」，台灣勞動評論，第1卷第2期，第157-178頁，2009。new window
﹝22﹞Adams,J. S. “Toward an understanding of inequity,”Journal of Abnormal Psychology, Vol 67, pp. 422-436, 1963.
﹝23﹞Allen,N. J. andMeyer,J. P. “The measurement and antecedents of affective, continuance and normative commitment to the organization”,Journal of Occupational Psychology,Vol 63, pp. 1-18, 1990.
﹝24﹞Bardasi,E. andFrancesconi,M. “The impact of atypical employment on individual wellbeing: evidence from a panel of British workers”, Social Science & Medicine,Vol 58, pp. 1671-1688, 2004.
﹝25﹞Baron,R. M. andKenny,D. A.”The moderator-mediator variable distinction in social psychological research: conceptual, strategic, and statistical considerations”,Journal of Personality and Social Psychology,Vol 51, No 6, pp.1173-1182, 1986.
﹝26﹞Baugh,S. G. andRoberts,R. M. “Professional and organizational commitment among engineers: Conflicting or complementing?”IEEE Transactions on Engineering Management, Vol 41, No 2, pp.108-114, 1994.
﹝27﹞Beckmann,M. and Kuhn,D. Temporary Agency Work and Firm Performance: Evidence from German Establishment-Level Panel Data, Working papers, 2009/01, Faculty of Business and Economics: University of Basel, 2009.
﹝28﹞Blau,G. D. Tatum,S. andWard-Cook,K. “Correlates of professional versus organizational withdrawal cognitions”,Journal of Vocational Behavior,Vol 63, No 1, pp.72-85, 2003.
﹝29﹞Bliese,P. D. Within-group Agreement, Non-independence, and Reliability: Implications for Data Aggregation and Analysis, In K. J. Klein & S. W. Kozlowski (Eds.), Multilevel Theory, Research, and Methods in Organizations: Foundations, Extensions and New Directions. San Francisco: Jossey-Bass. 2000.
﹝30﹞Boxall,P. and Macky, K. “Research and theory on high-performance work systems: progressing the high involvement stream”,Human Management Resource Management Journal,Vol 19, No 1, pp.3-23, 2009.
﹝31﹞Buch,R. Kuvaas,B. andDysvik,A. “Dual support in contract workers' triangular employment relationships”, Journal of Vocational Behavior,Vol 77, pp.93-103, 2010.
﹝32﹞Buchanan,B. “Building organizational commitment: The socialization of managers in work organization”,Administrative Science Quarterly, Vol 19, pp.533-546, 1974.
﹝33﹞Brennan,L. Valos, M. andHindle,K. On-hired Workers in Australia: Motivations and Outcomes, RMIT University, Melbourne, 2003.
﹝34﹞Brook,A. andZeitz,G. “The effects of total quality management and perceived justice on organizational commitment of hospital nursing staff”,Journal of Quality Management, Vol 4, No 1, pp.69-93, 1999.
﹝35﹞Bryk,A. S. andRaudenbush,S. W.Hierarchical Linear Models. Newbury Park, CA: Sage, 1992.
﹝36﹞Bryson,A. Temporary Agency Workers and Workplace Performance in the Private Sector. Manpower Human Resources Lab Discussion Paper 003, 2007.
﹝37﹞Cam, S. Purcell,J. andTailby, S. Contingent employment in the UK, in Bergström, O. & Storrie, D., (eds), Contingent Labour in Europe and the US, forthcoming, Edward Elgar, 2002.
﹝38﹞Camerman,J., Cropanzano, R. andVandenberghe, C. “The benefits of justice for temporary workers”,Group & Organizational Management, Vol 32, No 2, pp.176-206, 2007.
﹝39﹞CIETT,Orchestrating the Evolution of Private Employment Agencies towards a Stronger Society, International Confederation of Private Employment Agencies, 2000.
﹝40﹞Chan, D. “Functional Relations among Constructs in the Same Content Domain at Different Levels of Analysis: A Typology of Composition Models”, Journal of Applied Psychology,Vol 8, No 2, pp.234-246, 1998.
﹝41﹞Cheng, Y. andStockdale, M. S.“The validity of the three-component model of organizational commitment in a Chinese context”,Journal of Vocational Behavior, Vol 62, No 3, pp.465-489, 2003.
﹝42﹞Cherrington, D. J.Organizational Behavior, Boston: Allyn & Bacon, 1989.
﹝43﹞Chow, I. H. “Organizational commitment and career development of Chinese managers in Hong Kong and Taiwan”, The International Journal of Career Management, Vol 6, No 4, pp.3-9, 1994.
﹝44﹞Cohen, A. “On the discriminant validity of the Meyer and Allen measure of organizational commitment: How does it fit with the work commitment construct?”Educational and Psychological Measurement, Vol 56, 494-503, 1996.
﹝45﹞Cohen A. and Freund, A. “A longitudinal analysis of the relationship between multiple commitments and withdrawal cognitions”,Scandinavian Journal of Management, 2005.
﹝46﹞Connelly C. E.and Gallagher, D. G.“Emerging trends in contingent work research”,Journal of Management, Vol 6, pp. 959-983, 2004).
﹝47﹞Coyle-Shapiro, J. A. M. Morrow, P. C. andKessler, I.“Serving two organizations: Exploring the employment relationship of contracted employees”,Human Resource Management, Vol 45, No 4, pp. 561-583, 2006.
﹝48﹞Cytowic, R. E. “Synesthesia: A Union of the Senses (2nd edition).Cambridge, Massachusetts: MIT Press,2002.
﹝49﹞Davis-Blake, A.J. Broschak, P., and George, E. “Happy together? How using nonstandard workers affects exit, voice, and loyalty among standard employees”,Academy of Management Journal, Vol 46, No 4, pp.475-485,2003.
﹝50﹞Cuyper, N.,De .Jeroen, de JandHans, De W “Literature review of theory and research on the psychological impact of temporary employment: Towards a conceptual model”, International Journal of Management Reviews,Vol 10, pp. 25-51,2008.
﹝51﹞Donald, S.Temporary Agency Work the in the European Union. European Foundation for the Improvement of Living and Working Condition,2002.
﹝52﹞Dunham, R. B. Grube, J. A. and Castenada, M. B. “Organizational commitment: The utility of an integrative definition”,Journal of Applied Psychology, Vol 79, pp. 370-380, 1994.
﹝53﹞Dutton, J.Dukerich J. andHarquail, C. “Organizational images and member identification”, Administrative Science Quarterly, Vol 39, pp. 239-263, 1994.
﹝54﹞Etzioni, E. A comparative analysis of complex organizations: On power, involvement, and their correlates. Free Press of Glencoe, New York, 1961.
﹝55﹞Fabiano, B.Curro`, F. and Pastorino, R. “A study of the relationship between occupational injuries and firm size and type in the Italian industry”,Safety Science.Vol 42 , No 7, pp. 587-600, 2004.
﹝56﹞Forde, C.MacKenzie, R. and Robinson, A. “Help wanted? Employers’ use of temporary agencies in the UK construction industry”,Employee Relations,Vol 30, No 6, pp. 679-698, 2008.
﹝57﹞Freidin, S.Watson, N. and Wooden,M.HILDA Survey Coding Framework: Confidentialised Data, HILDA Technical Paper Series No. 2/02, Melbourne Institute of Applied Economic and Social Research, University of Melbourne, 2002.
﹝58﹞Gannon, M. J. “A profile of the temporary help industry and its workers”,Monthly Labor Review, Vol 97, No 5, pp. 44-49, 1974.
﹝59﹞Garen, J. “Use of employees and alternative work arrangements in the United States: A law, economics and organizations perspective”,Labour Economics,Vol 13, pp. 107-141, 2006.
﹝60﹞Gavin M. B.and Hofmann, D. A.“Using Hierarchical Linear Modeling to Investing the Moderating Influence of Leadership Climate”,The Leadership Quarterly,Vol 13, No 1, pp. 15-33, 2002.
﹝61﹞Gentner, D. “Structure-mapping: A theoretical framework of analogy”, Cognitive Sciences,Vol 7, No 1, pp. 155-170, 1983.
﹝62﹞Gentner D. and Markman, A. “Structure mapping in analogy and similarity”, American Psychologist, Vol 52 , No 1, pp. 45-56, 1997.
﹝63﹞George J.M. and Jones,G. R. Understanding and Managing Organizational Behavior, 4th. ed., N.Y.: Prentice-Hall, 2005.
﹝64﹞Goffin,R. D. andGellatly, I. E. “A multi-rater Assessment of Organizational Commitment: Are Self-Report Measures Biased?”Organizational Behavior, Vol 22, pp. 437-451. 2001.
﹝65﹞Hall,R. “Temporary agency work and HRM in Australia: Cooperation, specialization and satisfaction for the good of all?”,Personnel Review, Vol 35, No 2, pp. 158-174,2006
﹝66﹞Hall, D. T.et al,Career Development in Organizations, San Francisco: Jossey-Bass, 1986.
﹝67﹞Hackett, R. D.Bycio, P.and Hausdorf, P. A.“Further assessments of Meyer and Allen’s (1991) 3-component model of organizational commitment”,Journal of Applied Psychology, Vol 79, pp. 15-23, 1994.
﹝68﹞Hagen,T.andBoockmann,B.Determinanten der Nachfrage nach befristeten Verträgen, Leiharbeit und freier Mitarbeit: Empirische Analysen auf Basis des IABBetriebspanels. Bellmann, L.; Köllig, A. (Hrsg.): Betrieblicher Wandel und Fachkräftebedarf. Beiträge zur Arbeitsmarkt- und Berufsforschung. BeitrAB 257, 2002.
﹝69﹞Handy,C. The age of unreason. Boston: Harvard Business School Press, 1990.
﹝70﹞Herzberg, F. “One more time: How do you motivate employees?” Harward Business Review, Vol 46, No 1, pp. 53-62, 1968.
﹝71﹞Hofmann, D. A., “An overview of the logic and rationale of hierarchical linear models”, Journal of Management, Vol 23, No 6, pp. 723-745,1997.
﹝72﹞Horn ,P. W.and Griffeth, R. W.Turnover. Cincinnati, OH: South-Western. 1995
﹝73﹞James, L. R, “Aggregation Bias in the Estimates of Perceptual Agreement”,Journal of Applied Psychology, Vol 67, No 2, pp. 219-229,1982.
﹝74﹞James, L. R.Demaree,R. G.and Wolf, G. “Estimating Within-group Interrater Reliability With and Without Response Bias”, Journal of Applied Psychology, Vol 69, No 1, pp. 85-98, 1984.
﹝75﹞James, L. R.Demaree, R. G.and Wolf,G. “Rwg: An Assessment of Within-Group Interrater Agreement”, Journal of Applied Psychology,Vol 78, No 2, pp. 306-309, 1993.
﹝76﹞Jaros, S. J. “An assessment of Meyer and Allen’s (1991) three-component model of organizational commitment and turnover intentions”. Proceedings of the Academy of Management Journal, Vol 38, pp. 317-321. 1995.
﹝77﹞Kanter, R. M. “Commitment and social organization: A study of commitment mechanisms in utopian communities”,American Sociological Review, Vol 33, pp. 499-517, 1968.
﹝78﹞Kenny, D. A.Bolger, N. and Korchmaros, “J. D. Lower Level Mediation in Multilevel Models”, Psychological Methods, Vol 8, pp. 115-128, 2003.
﹝79﹞Kimura, S. “Recent movement in Japan concerning career guidance and future tasks”,Japan Labor Review, Vol 11, No 3, pp. 5-27, 2006.
﹝80﹞Kirk J. J.andBelovics, R.“A look into the temporary employment industry and its workers”, Journal of Employment Counseling, Vol 45, pp. 131-142, 2008.
﹝81﹞Ko, J. W. Price, J. L. andMueller, C. W.“Assessment of Meyer and Allen’s Three-Component Model of organizational commitment in South Korea”,Journal of Applied Psychology, Vol 82, pp. 961-973, 1997.
﹝82﹞Koene,B.and Van,R. M. “Managing temporary workers: work identity, diversity and operational HR choices”,Human Resource Management Journal,Vol 15, No 1, pp. 76-92, 2005.
﹝83﹞Kondratuk, T. B.Hausdorf, P. Korabik, A K.and Rosin, H. M. “Linking career mobility with corporate loyalty: How does job change relate to organizational commitment?”,Journal of Vocational Behavior, Vol 65, No 3, pp. 332-349, 2004.
﹝84﹞Kuvaas,B. andDysvik, A. “Perceived investment in permanent employee development and social and economic exchange perceptions among temporary employees”,Journal of Applied Social Psychology, Vol 39, No 10, pp. 2499-2524, 2009.
﹝85﹞Langfred, C. W.“Autonomy and performance in teams: The multilevel moderating effect of task interdependence”, Journal of Management, Vol 31, No 4, pp. 513-529, 2005.
﹝86﹞Liden, R. C. Wayne, S. J. Kraimer, M. L.and Sparrowe,R. T. “The dual commitments of contingent workers: An examination of contingents' commitment to the agency and the organization”, Journal of Organizational Behavior,Vol 24, pp. 609-625, 2003.
﹝87﹞Lyons, T.“Role conflict, need for clarity, satisfaction, tension, and withdrawal”,Organizational Behavior and Human Performance, Vol 6, pp. 99-110, 1971.
﹝88﹞Martins,P. and Lima, F. “External recruitments and firm performance”, Applied Economics Letters, Vol 13, pp. 911-915, 2006.
﹝89﹞Mathieu,J. E. and Zajac, D. M. “A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment”,Psychological Bulletin, Vol 108, pp. 171-194, 1990.
﹝90﹞McKinnon, J. L.,Harrison, G. I., Chow, C. W., andWu, A.“Organizational culture: Association with commitment, job satisfaction, propensity to remain, and information sharing in Taiwan”,International Journal of Business Studies, Vol 11, No 1, pp. 25-44, 2003.
﹝91﹞Meyer, J. P., Allen, N. J., andGellatly, I. R. “Affective and continuance commitment to the organization: Evaluation of measures and analysis of concurrent and time-lagged relations”, Journal of Applied Psychology, Vol 75, pp. 710-720, 1990.
﹝92﹞Meyer,J.and Allen, N. “A three-component conceptualization of organizational commitment”,Human Resource Management Review,Vol 1, No 1, pp. 61-89, 1991.
﹝93﹞Meyer,J. P.Allen, N. J. and Smith,C. A. “Commitment to organizations and occupations: Extension and test of a three-component conceptualization”,Journal of Applied Psychology, Vol 78, pp. 538-551, 1993.new window
﹝94﹞Meyer, J. P. andAllen, N. J.Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage Publications, 1997.
﹝95﹞Meyer,J. P.and Smith, C. A “HRM Practices and Organizational Commitment: Test of a Mediation Model”. Canadian Journal of Administrative Sciences,Vol 17, No 4, pp. 319-331, 2000.
﹝96﹞Meyer, J. P.,Stanley, D. J. Herscovitch, L.and Topolnytsky, L.“Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences”,Journal of Vocational Behavior,Vol 61, pp. 20-52. 2002.
﹝97﹞Mishel, L.Bernstein,J. and Schmitt, J.The state of working America, 1996-1997. Waschignton, D.C:Economic Policy Institute, 1998.
﹝98﹞Mitlacher, L. W. “Temporary agency work, the changing employment relationship and its impact on human resource management”,The international Review of Management Studies, Vol 16, No 3, pp. 370-388, 2005.
﹝99﹞Moorman,R. H. and Harland, L. K.“Temporary employees as good citizens: Factors influencing their OCB performance”,Journal of Business and Psychology, Vol 17, No 2, pp. 171-187, 2002.
﹝100﹞Mowday, R. T.Porter, L.W. and .Steers, R. MEmployee organization linkage. New York: Academic Press, 1982.
﹝101﹞Nash, J. G. Schumacher, G. R. andCalson, B. W.“Writing from sources: A structure-mapping model”, Journal of Educational Psychology, Vol 75, No 1, pp. 159-170, 1993.
﹝102﹞Nienhüser,W. and Matiaske, W. “Effects of the principle of non-discrimination on temporary agency work: compensation and working conditions of temporary agency workers in 15 European countries”,Industrial Relations JournalVol 37, No 1, pp. 64-77, 2006.
﹝103﹞NikolićIs,D.synaesthesia actually ideaestesia? An inquiry into the nature of the phenomenon. Proceedings of the Third International Congress on Synaesthesia, Science & Art, Granada, Spain, April 26-29, 2009.
﹝104﹞Nollen, S. “Negative aspects of temporary employment”, Journal of Labor Research, Vol 17, No 4, pp. 567-582, 1996.
﹝105﹞Norris-Watts, C.and Levy, P. E.“The mediating role of affective commitment in the relation of the feedback environment to work outcomes”,Journal of Vocational Behavior, Vol 65, No 3, pp. 351-365, 2004.
﹝106﹞O’Reilly,C. A. andChatman, J. “Organizational commitment and psychological commitment”, Journal of Applied Psychology, Vol 71, pp. 492-499, 1986.
﹝107﹞Palmer, T. J.Blake, R. Marois, R. Flanery, M. A. and Whetsell Jr., W.“The perceptual reality of synesthetic colors”, Proceedings of the National Academy of Sciences, Vol 99, pp. 4127-4131, 2002, 2002.
﹝108﹞Penley,L. E. andGould, S. “Etzioni’s model of organizational involvement: A perspective for understanding commitment to organization”,Journal of Organizational Behavior, Vol 9, pp. 43-59, 1988.
﹝109﹞Perkins, D. N Transfer of Learning. International Encyclopedia of Education,Second Edition, Oxford, England: Pergamon Press, 1992.
﹝110﹞Porter, L. W.Steers, M. R.Mowday, R. T. and Boulian, P. V.“Organizational commitment, job satisfaction, and turnover among psychiatric technicians”.Journal of Applied Psychology, Vol 59, No 5, pp. 603-609, 1974.
﹝111﹞Preacher,K. J. and Hayes, A. F. “SPSS and SAS procedures for estimating indirect effects in simple mediation models”. Behavior Research Methods, Vol 36, No 4, pp. 717-731. 2004.
﹝112﹞Price, J. L.The study of turnover. Ames, IA: Iowa State University Press, 1977.
﹝113﹞Reochers, A. E. “A review and reconceptualization of organizational commitment”, Academy of Magement Reviw, Vol 10, No 3, pp. 456-476.1985.
﹝114﹞Riechers, A. E. “A review and reconceptualization of organization commitment”,Academy of Management Review, Vol 10, pp. 465-476, 1985.
﹝115﹞Rich,A. N.,and Mattingley, J. B. “Anomalous perception in synaesthesia: a cognitive neuroscience perspective”, Nature Reviews Neuroscience, Vol 3, No 1, pp. 43-52, 2002.
﹝116﹞Riketta, M.“Attitude organizational commitment and job performance: A meta-analysis”,Journal of Organizational Behavior, Vol 23, No 3, pp. 257-266, 2002.
﹝117﹞Robbins, S. P. Organizational behavior (9th ed.). New Jersey: Prentice Hall Inc.,2001.
﹝118﹞Salancik, G., Commitment and the control of organizational behavior and belief. New Directions in Organizational Behavior. Chicago: St. Clair. 1977.
﹝119﹞Schmidt, R. A. Motor Learning & Performance: From Principles to Practice. Champaign, IL: Human Kinetics, 1991.
﹝120﹞Segal,L. M. andSullivan, D. G. “The growth of temporary services work”, Journal of Economic Perspectives, Vol 11, No 2, pp. 117-136, 1997.
﹝121﹞Segal,L. M. and Sullivan, D. G.Temporary Service Employment Durations: Evidence from State UI Data. Federal Reserve Bank of Chicago: Chicago, 1997.
﹝122﹞Shimanuki, T. “Temporary Agency Worker’s Human Resource Management and Willingness to Work”,Japan Labor Review, Vol 6, No 4, pp. 42-71, 2009.
﹝123﹞Simner, J. “Defining synaesthesia”, British Journal of Psychology, Vol 103, No 6, pp. 1-15, 2012.
﹝124﹞Slattery,J. P.and Selvarajan, T. T. R.“Antecedents to temporary employee's turnover intention”,Journal of Leadership and Organizational Studies, Vol 12, No 1, pp. 53-66, 2005.
﹝125﹞Slattery, J. P.,Selvarajan, T. T.andAnderson, J. E “Influences of new employee development practices on temporary employee work-related attitudes”,Human Resource Development Quarterly, Vol 17, No 3, pp. 279-303, 2006.
﹝126﹞Sobel.,M. E. "Asymptotic Confidence Intervals for Indirect Effects in Structural Equation Models". Sociological Methodology Vol 13, pp. 290-312. ,1982.
﹝127﹞Stallworth, L. “Antecedents on organizational commitment among university employees”,International Journal of Human Resource Management, Vol 17, No 2, pp. 2035-2054, 2004.
﹝128﹞Staw, B. M. Two sides of commitment.Paper presented at annual meeting of Academy of Management, Orlando, Florida,August, 1977.
﹝129﹞Staw, B. M. “Commitment to a policy decision: A multi-theoretical perspective”,Administrative Science Quarterly, Vol 23, pp. 40-64, 1978.
﹝130﹞Steers, R. M. “Antecedents and outcomes of organization commitment”, Administrative Science Quarterly, Vol 22, pp.46-56, 1977.
﹝131﹞Stephenson, G. M. Intergroup bargaining and negotiation. In J. C. Turner & H. Giles (eds.), Intergroup Behavior (pp. 168-198). Oxford: Blackwell, 1981.
﹝132﹞Stevens, J. M.,Beyer, J. M. and Trice, H. M.“Assessing personal, role, and organization predictors of managerial commitment”,Academy of Management Journal,Vol 21, pp. 380-396, 1978.
﹝133﹞Su, S.,Baird,K.and Blair, B. “Employee organizational commitment: the influence of cultural and organizational factors in the Australian manufacturing industry”,The International Journal of Humana Resource Management,Vol 20, No 12, pp. 2494-2516, 2009.
﹝134﹞Tajfel,H. and Turner, J. C.An integrative theory of intergroup conflict. In S. Worchel & W. Austin (Eds.), Psychology of intergroup relations (pp.2-24). Chicago: Nelson-Hall, 1986.
﹝135﹞Thompson, F. L. “The relationship between leadership style and organizational commitment in selected Wisconsin elementary schools”,Dissertation Abstracts International, Vol 51, No 5A, pp. 1472, 1989.
﹝136﹞Twiname, L. J.,Humphries, M.andKearins, K. “Flexibility on whose Terms?“, Journal of Organizational Change Management, Vol 19, No 3, pp. 335-355. 2006
﹝137﹞Tyler, T. R. “Why People Cooperate with Organizations: An identity-based Perspective”,Organizational Behavior, Vol 21, pp. 201-246, 1999.
﹝138﹞Vandenberg, R. J.,Richardson, H. A. and Eastman, L. J. “The impact of high involvement work processes on organizational effectiveness”,Group and Organization Management, Vol 24, No 3, pp. 300-339, 1999.
﹝139﹞Wayne, S. J.,Shore, L. M. and Liden, R. L.”Perceived organizational support and leader member exchange: A social exchange perspective”,Academy of Management Journal, Vol 10, 82-111, 1997.
﹝140﹞Windsor,C.A.and Ashkanasy,N. M.Auditor independence decision-making: The role of organizational culture. Behavioral Research in Accounting. Supplementary, Vol 8, 80-97, 1996.

 
 
 
 
第一頁 上一頁 下一頁 最後一頁 top
:::
1. 公部門人力資源管理措施對約聘僱人員離職傾向之影響：工作滿意度的中介效果
2. 學校支持對教師創造力教學行為影響之研究：角色認定與專業學習社群的多層次中介分析
3. 國小教師參與專業學習社群對學生學習動機與學習行為影響之研究
4. 運動心理資本對高中運動員知覺自我運動表現影響：教練家長式領導行為的跨層次分析
5. 教師協作在校長教學領導對教師自我效能影響的多層次中介效果研究：兼論教育階段的調節效果
6. 社區照顧關懷據點服務志工情緒勞務的前置因素與其結果關連性之研究
7. 創意自我效能、工作價值觀對教師創造力教學影響之研究：專業學習社群與教師信任的跨層次分析
8. 若即若離？探索TSSCI商管社群網絡結構及知識活動--編輯群重疊的策略觀點
9. 學生學習投入、好奇心、教師集體層級變項與科學探究能力的關係：跨層級調節式中介效果之探討
10. 知覺教育訓練成效與離職傾向關係之調節式中介模式：心理契約觀點
11. 刑事警察人員工作壓力、工作投入、工作滿意度、組織承諾與離職傾向之研究
12. 雇主品牌管理與員工品牌權益：跨層次之中介與調節影響效果
13. 國民中小學普通班教師的學校融合教育態度、教學效能對其教學調適表現關聯之多層次分析
14. 校長翻轉領導、教師翻轉教學與學生翻轉學習之關聯性探究
15. 國中學校組織公平、兼任行政教師情緒勞務與留任意願之跨層次研究
 
1. 道德領導力對團隊績效與員工建言影響之探索 -以團隊關係衝突為跨層次中介模式
2. 以跨層次模型探討職涯使命感與組織公平氛圍對公部門員工個人工作行為之影響
3. 跨層次觀點下家長式領導、倫理氣候、組織承諾與組織公民行為關係之研究
4. 創造性探究教學模組對高中社團學生科學探究能力、科學創造力與科學學習動機之影響
5. 大學生品味、創意自我效能、廚藝創造力關係之研究
6. 威權領導對任務績效之影響:以LMX及部屬職場偏差行為為中介因子
7. 職場個人學習、創新效能感、工作動機、創造力及工作績效間之關係—以組織創新氛圍為跨層次調節效果
8. 科技大學教師專業背景、教師教學表現與學生學習成就之關聯：階層線性模式分析
9. 國民小學校長學習領導、學校組織學習與教師教學效能關係之研究
10. 影響中學學生閱讀素養個人及學校因素之研究~以PISA 2015台灣資料庫為例
11. 國小組長知覺校長正向領導、學校組織健康、人境適配與工作幸福感之關係：階層線性模式的驗證
12. 公部門團隊成員行動化知識分享行為之研究-科技信任與雙元性知識分享之調節效果
13. 幼兒園園長分布式領導、教師領導與教師專業發展關係之研究—以中彰投地區為例
14. 團隊中的自主性與成員效能：家長式領導的調節
15. 競爭氣候如何燃起員工績效？檢驗競爭氣候與競爭特質交互對工作重塑、工作敬業與工作績效的關係
 
無相關著作
 
QR Code
QRCODE

臺灣人文及社會科學引文索引資料庫

目前上線人數：1306（臺灣：1304，外國：2） ／ 本年度總使用人次：1695817 ／ 訪客人次（自102年09月）：67493444
國家圖書館著作權聲明 Copyright © 2013 All rights reserved.
本館地址: 100201臺北市中山南路20號． 本館地圖及交通資訊．
總機：(02)23619132．最佳瀏覽解析度為1024x768以上