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題名：價值觀一致性對人力資源措施與組織承諾間關係的中介效果
書刊名：人力資源管理學報
作者：黃正雄／黃國隆
作者(外文)：Huang, Cheng-shung／Huang, Kuo-long
出版日期：2003
卷期：3:2
頁次：頁115-133
主題關鍵詞：價值觀一致性；人力資源管理措施；Value congruence；HRM practices
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(3) 博士論文(1) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:3
  • 共同引用共同引用:155
  • 點閱點閱:80
過去價值觀一致性的研究將焦點集中在對結果變項的影響，較少對組織中成員間價值觀一致性的影響因素作探索，以致吾人仍不清楚組織成員間價值觀一致性是如何被孕育出來。本研究以人力資源管理觀點，探索不同功能之人力資源活動型態對員工組織承諾之關係。除此之外，過去的實徵研究雖然指出價值觀一致性與組織承諾間存在顯著之關連性，但是卻忽略員工之工作價值觀與價值觀一致性間之相關，以致未進一步辨明其間之相關性是否扭取了價值觀一致性與組織承諾間之關係情形下，降低這些研究成果的說服力。本研究經由適當的統計程序澄清上述問題以驗證理論的主張是否成立。從127筆部屬與主管的成對樣本資料顯示，價值觀一致性對組織承諾有顯著的直接效果，而非得自於工作價值觀的作用。招聘方式、績效考核，以及溝通方式等三項因素與價值觀一致性有顯著關係。價值觀一致性在績效考核與組織承諾間之關係上有中介效果，而溝通方式與組織承諾間關係中則僅有部分中介效果。本文亦針對組織承諾之兩個因素留職意願與組織認同探討它們受價值觀一致性中介作用的情形，本研究發現之理論意涵探討如后。
Due to the research mostly focusing on the effects of value congruence on job satisfaction, organizational commitment, and performance, we wander about how value congruence is cultivated in an organization. This study was to explore the relationship between human resource management practices and organizational commitment, and the role of value congruence in the relationship between HRM practices and organizational commitment. Rather than traditional approach of individual socialization, this study emphasized on the effects of the HRM practices on the value congruence. 127 subordinate-superior dyad samples were collected. The findings indicated that staffing, communication, and performance appraisal factor are significantly related to value congruence. Value congruence had the mediation effect on the relationship between performance appraisal and organizational commitment. However, Value congruence had only the partial mediation effect on the relationship between communication and organizational commitment. The theoretical implications of research results are then considered.
Other
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2.黃國隆(1996)。工作價値觀一致性與領導行爲對員工效能的影響，台北：行政院國家科學委員會。  延伸查詢new window
期刊論文
1.Baird, L.、Meshoulam, I.(1988)。Managing Two Fits of Strategic Human Resource Management。Academy of Management Review，13，116-128。  new window
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7.Ulrich, D.(1998)。Intellectual capital = Competence × Commitment。Sloan Management Review，39(2)，15-26。  new window
8.Schwartz, H.、Davis, S. M.(1981)。Matching corporate culture and business strategy。Organizational Dynamics，10(1)，30-48。  new window
9.Adkins, C. L.、Russell, C. J.、Werbel, J. D.(1994)。Judgments of fit in the selection process: The role of work value congruence。Personnel Psychology，47(3)，605-623。  new window
10.Meglino, B. M.、Ravlin, E. C.、Adkins, C. L.(1989)。A work values approach to corporate culture: A field test of the value congruence process and its relationship to individual outcomes。Journal of Applied Psychology，74(3)，424-432。  new window
11.Meglino, B. M.、Ravlin, E. C.(1998)。Individual Values in Organizations: Concepts, Controversies, and Research。Journal of Management，24(3)，351-389。  new window
12.黃國隆(19950800)。臺灣與大陸企業員工工作價值觀之比較。本土心理學研究，4，92-147。new window  延伸查詢new window
13.王叢桂(19931200)。三個世代大學畢業工作者的價值觀。本土心理學研究，2，206-250。new window  延伸查詢new window
14.Chatman, Jennifer A.(1989)。Improving interactional organizational research: A model of person-organization fit。The Academy of Management Review，14(3)，333-349。  new window
15.Porter, Lyman W.、Mowday, Richard T.、Steers, Richard M.(1979)。The measurement of organizational commitment。Journal of Vocational Behavior，14(2)，224-247。  new window
16.Porter, Lyman W.、Steers, Richard M.、Mowday, Richard T.、Boulian, Paul V.(1974)。Organizational commitment, job satisfaction, and turnover among psychiatric technicians。Journal of Applied Psychology，59(5)，603-609。  new window
研究報告
1.鄭伯壎(1992)。有效組織文化的探討：組織價值觀一致性與成員效能的關係。  延伸查詢new window
學位論文
1.丁虹(1987)。企業文化與組織承諾之關係研究(博士論文)。國立政治大學，臺北市。new window  延伸查詢new window
圖書
1.Werther, W. B.、Davis, K. J.(1993)。Human resources and personnel management。New York：McGraw-Hill。  new window
2.Rokeach, M.(1975)。The Nature of Human Values。New York：Free Press。  new window
3.LuThans, Fred(1992)。Organizational Behavior。McGraw-Hill。  new window
4.Schein, Edgar H.(1985)。Organizational culture and leadership: A dynamic view。Jossey-Bass。  new window
5.Robbins, Stephen P.(1993)。Organizational Behavior: Concepts, Controversies, and Application。Prentice Hall。  new window
6.Robbins, Stephen P.(1996)。Organizational Behavior: Concepts, Controversies, and Applications。Englewood Cliffs, New Jersey：Prentice-Hall。  new window
其他
1.曾玉芳(1999)。提升人力資源部門績效利器--標竿管理。  延伸查詢new window
2.范惠珠(1993)。共享價値對管理人員工作適應之影響硏究。  延伸查詢new window
3.張忠謀(199905)。企業三基石：願景、價値觀、策略。  延伸查詢new window
4.黃國隆(1992)。資訊科技與價値觀。  延伸查詢new window
5.黃國隆(1994)。海峽兩岸企業員工工作價値觀的差異。  延伸查詢new window
6.晶園雜誌(1999)。PMD事蹟發TSMC無窮潛力的最佳工具。  延伸查詢new window
7.Apasu, Y.(1987)。The importance of value structures in the perception of rewards by industrial salespersons。  new window
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9.Barber, A. E., Hollenbeck, J. R., Tower, S. L. & Phillips, J. M.(1994)。Effects of interview focus on recruitment effectiveness; A field study. Journal of Applied Psychology。  new window
10.Bemardin, H. J. & Russell, Joyce E. A.(1998)。Human resource management: An experiential approach，McGraw Hill。  new window
11.Chatman, J.(1991)。Matching people and organization: Selection and socialization in public accounting firms。  new window
12.Chauhan, R. K. & Rao, R. S.(1995)。Human resource development: Conceptual analysis。  new window
13.Chi, S. C. & Huang, K. L.(1994)。An empirical study on employee work value in Taiwan。  new window
14.David A. De Cenzo., Stephen P. Robbins, Natalie Anderson(1997)。Fundamentals of management: Essential concepts and applications，Simon & Schuster。  new window
15.Dessler, G.(1998)。Human resource management，Prentice Hall。  new window
16.Dubinsky, Z., Falkowski, R. G.. & Wiman, K.(1986)。Light harvesting and utilization by phytoplankton。  new window
17.Howard, R.(1990)。Values make the company: An interview with Robert Hass。  new window
18.Kerr, J. & Slocum, J.(1987)。Linking reward systems and corporate cultures，St. Paul, MN：West Publishing Company。  new window
19.Lei, D., Slocum, Jr., J. & Slater, R.(1990)。Global strategies and reward system: The key roles of management development and corporate culture。  new window
20.Ledford, Jr., G. E., Wendenhof, J. R. & Strahley, J. T,(1995)。Realizing a corporate philosophy。  new window
21.Lovelace, K. & Rosen, B.(1996)。Difference in achieving person-organization fit among diverse group of manager。  new window
22.Martell, K. & Carroll, S.(1995)。How strategic is HRM?。  new window
23.Meglino, B. M., Ravlin, E. C. & Adkins, C. L.(1992)。The measurement of work value congruence: A field study comparison。  new window
24.Nicoll, D.(1993)。Corporate value statements and employee communication。  new window
25.Roberts, D. R.(1971)。The nature of communication effects，Chicago：University of Illinois Press。  new window
26.Rynes, S. L. & Barber, A. E.(1990)。Applicants attraction strategies: An organizational perspective。  new window
27.Rynes, S. L. & Trank, C.(1999)。Behavioral science in the business school curriculum: Teaching in a changing institutional environment。  new window
28.Schein(1990)。Organizational culture。  new window
29.Ulrich, D. & Lake, D. G.(1990)。Organizational capability: Competing from the inside out，New York：Wiley。  new window
30.Wiener, Y.(1988)。Form of value systems: A focus on organizational effectiveness and culture change and maintenance。  new window
31.Wilkins, A. L.(1984)。The creation of company cultures: The role of stories and human resource systems。  new window
圖書論文
1.Gerhart, B.、Milkovich, G. T.(1992)。Employee Compensation: Research and Practice。Handbook of Industrial and Organizational Psychology。Palo Alto, CA：Consulting Psychologists Press。  new window
 
 
 
 
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