人力資源管理措施對情感性承諾之影響--轉換型領導知覺之調節效果探討_

:::

詳目顯示

第 1 筆 / 總合 1 筆

/1頁

來源文獻資料
摘要
外文摘要
引文資料

題名：	人力資源管理措施對情感性承諾之影響--轉換型領導知覺之調節效果探討
書刊名：	人力資源管理學報
作者：	賴彥如／黃同圳
作者(外文)：	Lai, Yen-ru／Huang, Tung-chun
出版日期：	2007
卷期：	7:2
頁次：	頁93-111
主題關鍵詞：	人力資源措施；轉換型領導；情感性承諾；調節效果；Human resource management practices；Transformational leadership；Affective commitment；Moderating effect
原始連結：	連回原系統網址
相關次數：	被引用次數:期刊(4) 博士論文(3) 專書(0) 專書論文(0) 排除自我引用:4 共同引用:0 點閱:45

本研究主要目的在探討員工知覺主管的轉換型領導作為人力資源措施對組織情感性承諾的調節關係。針對單一公司員工發出2000份，回收1809份有效問卷，回收率90.45%。統計分析發現，除了績效管理外，教育訓練、薪資獎金、福利制度、升遷發展及溝通制度對情感性承諾有顯著正向的影響；員工知覺直屬主管的轉換型領導對情感性承諾並無顯著影響；員工知覺直屬主管的轉換型領導顯著正向的調節績效管理影響情感性承諾的關係、部分正向調節薪資獎金及福利制度影響情感性承諾的關係，顯著負向調節溝通制度影響情感性承諾的關係。此研究結果在人力資源管理實務上之啟示為，當直屬主管的轉換領導風格較佳時，可以提升績效管理、薪資獎金、福利制度對情感性承諾的強度。

以文找文

The purpose of this study is to examine the moderating effect of the perceived transformational leadership on the relationship of human resource management practices and affective commitment. 2000 employees in the one corporation participate in this survey. The 1809 copy of effective questionnaires are returned. Therefore, the response rate is 90.45%. After statistically analyzing the questionnaires, except for performance management, the other human resource practices, such as training, compensation, benefits, development program, and communication, can result in employees' affective commitment positively. However, the positive impact of supervisors' transformational leadership on affective commitment is not supported. Furthermore, the result shows that the positive significant moderating effect of transformational leadership on the relationship of performance management and affective commitment, and the negative significant moderating effect of transformational leadership on the relationship of communication and affective commitment. The consequence also supports the moderate positive significance of the interaction both between compensation and affective commitment and between benefits and affective commitment. The implication for human resource management in this study is that when. supervisors' demonstrate more transformational leadership behaviors, the extent of the positive impact of performance management, compensation, and benefits on employees' affective commitment rises.

以文找文

期刊論文
1.	Rafferty, A. E.、Griffin, M. A.(2004)。Dimensions of transformational leadership: Conceptual and empirical extensions。The Leadership Quarterly，15(3)，329-354。
2.	Bycio, P.、Hackett, R. D.、Allen, J. S.(1995)。Further assessments of Bass's (1985) conceptualization of transactional and transformational leadership。Journal of applied psychology，80(4)，468-478。
3.	Chang, E.(1999)。Career Commitment as a Complex Moderator of Organizational Commitment and Turnover Intention。Human Relations，52(10)，1257-1278。
4.	Swailes, S.(2002)。Organizational commitment: A critique of the construct and measures。International Journal of Management Reviews，4(2)，155-178。
5.	Suliman, A.、Iles, P.(2000)。Is continuance commitment beneficial to organizations? Commitment-performance relationship: A new look。Journal of Managerial Psychology，15(5)，407-426。
6.	Wright, T. A.、Bonett, D. G.(2002)。The moderating effects of employee tenure on the relation between organizational commitment and job performance: A meta-analysis。The Journal of Applied Psychology，87，1183-1190。
7.	Judge, T. A.、Piccolo, R. F.(2004)。Transformational and transactional leadership: A meta-analysis test of their relative validity。Journal of Applied Psychology，89(5)，755-768。
8.	Arthur, J. B.(199406)。Effects of Human Resource System on Manufacturing Performance and Turnover。Academy od Management Journal，37(3)，670-687。
9.	Fletcher, Clive、Williams, Richard(1996)。Performance Management, Job Satisfaction and Organizational Commitment。British Journal of Management，7(2)，169-179。
10.	Meyer, J. P.、Paunonen, S. V.、Gellatly, I. R.、Goffin, R. D.、Jachson, D. N.(1989)。Organizational Commitment and Job Performance: It's the Nature of the Commitment That Counts。Journal of Applied Psychology，74(1)，152-156。
11.	Gould-Williams, Julian S.(2003)。The Importance of HR Practices and Workplace Trust in Achieving Superior Performance: A Study of Public-sector Organizations。The International Journal of Human Resource Management，14(1)，28-54。
12.	Federico, V.(1996)。Relationship between communication satisfaction and organizational commitment in three Guatemalan organizations。The Journal of Business Communication，33(2)，111-140。
13.	Ogilvie, J. R.(1986)。The role of human resource management practices in predicting organizational commitment。Group and Organization Studies，11(4)，335-359。
14.	Jaramillo, F.、Mulki, J. P.、Marshall, G. W.(2005)。A meta-analysis of the relationship between organizational commitment and salesperson job performance: 25 years of research。Journal of Business Research，58(6)，705-714。
15.	Becker, B. E.、Huselid, M. A.、Pickus, P. S.、Spratt, M. F.(1997)。HR as a source of shareholder value: research and recommendations。Human Resource Management，36(1)，39-47。
16.	Guest, D. E.(1997)。Human resource management and performance: A review and research agenda。The International Journal of Human Resource Management，8(3)，263-276。
17.	MacDuffie, J. P.(1995)。Human resource bundles and manufacturing performance: Organizational logic and flexible production systems in the world auto industry。Industrial and Labor Relations Review，48(2)，197-221。
18.	Wright, P. M.、Gardner, T. M.、Moynihan, L. M.、Allen, M. R.(2005)。The relationship between HR practices and firm performance: Examining causal order。Personnel Psychology，58(2)，409-446。
19.	Snell, Scott A.、Dean, James W. Jr.(1992)。Integrated manufacturing and human resource management: A human capital perspective。Academy of Management Journal，35(3)，467-504。
20.	Youndt, Mark A.、Snell, Scott A.、Dean, James W. Jr.、Lepak, David P.(1996)。Human resource management, manufacturing strategy, and firm performance。Academy of Management Journal，39(4)，836-866。
21.	Judge, T. A.、Bono, J. E.(2000)。Five-Factor Model of Personality and Transformational Leadership。Journal of Applied Psychology，85(5)，751-765。
22.	Vandenberghe, C.、Bentein, K.、Stinglhamber, F.(2004)。Affective commitment to the organization, supervisor, and work group: antecedents and outcomes。Journal of Vocational Behavior，64(1)，47-71。
23.	Aven, F. F.、Parker, B.、McEvoy, G. M.(1993)。Gender and attitudinal commitment to organizations: A meta analysis。Journal of Business Research，26(1)，63-73。
24.	Koh, W. L.、Steers, R. M.、Terborg, J. R.(1995)。The effects of transformational leadership on teacher attitudes and student performance in Singapore。Journal of Organizational Behavior，16(4)，319-333。
25.	Allen, N. J.、Meyer, J. P.(1996)。Affective, continuance, and normative commitment to the organization: An examination of construct validity。Journal of Vocational Behavior，49(3)，252-276。
26.	Podsakoff, Philip M.、Organ, Dennis W.(1986)。Self-Reports in Organizational Research: Problems and Prospects。Journal of Management，12(4)，531-544。
27.	Delaney, John T.、Huselid, Mark A.(1996)。The impact of human resource management practices on perceptions of organizational performance。Academy of Management Journal，39(4)，949-969。
28.	Delery, John E.、Doty, D. Harold(1996)。Modes of Theorizing in Strategic Human Resource Management: Tests of Universalistic, Contingency, and Configurational Performance Predictions。Academy of Management Journal，39(4)，802-835。
29.	Mathieu, J. E.、Zajac, D. M.(1990)。A review and meta-analysis of the antecedents, correlates, and consequence of organizational commitment。Psychological Bulletin，108(2)，171-194。
30.	Huselid, Mark A.(1995)。The Impact of Human Resource Management Practices on Turnover, Productivity and Corporate Performance。Academy of Management Journal，38(3)，635-672。
31.	Allen, Natalie J.、Meyer, John P.(1990)。The Measurement and Antecedents of Affective Commitment and Normative Commitment to the Organization。Journal of Occupational and Organizational Psychology，63(1)，1-18。

研究報告
1.	Avolio, B. J.、Bass, B. M.、Jung, D. I.(1995)。Multifactor leadership questionnaire: Technical Report。Mindgarden。

圖書
1.	Mowday, R. T.、Porter, L. W.、Steers, R. M.(1982)。Employee-org anization linkages: The psychology of commitment, absenteeism and turnover。New York, NY：Academic。
2.	Robbins, S. P.(2005)。Organizational behavior。Prentice-Mall, Inc.。
3.	Bass, Bernard M.(1985)。Leadership and Performance Beyond Expectations。Free Press。
4.	Cohen, Jacob、Cohen, Patricia、West, Stephen G.、Aiken, Leona S.(2003)。Applied Multiple Regression/Correlation Analysis for the Behavioral Sciences。Lawrence Erlbaum Associates, Inc.。
5.	Pfeffer, J.(1998)。The Human Equation: Building Profits by Putting People First。Harvard University Press：McGraw-Hill Book Co.。
6.	Burns, James MacGregor(1978)。Leadership。Harper & Row。

其他
1.	Angle, H. L.，& Lawson, M. B.(1994)。Organizational commitment and employees’ performance rating: Both type of commitment and type of performance count。
2.	Appelbaum, E., Bailey, T.，Berg, P., & Kalleberg, A.(2000)。A manufacturing advantage: Why high performance work systems pay off。
3.	Bartlett, K.(2001)。The relationship between training and organizational commitment: A study in the health care field。
4.	Becker, B.，& Huselid, M.(1998)。High performance work system and firm performance: A synthesis of research and managerial implications。
5.	Browning, V.(2006)。The relationship between and HRM practices and service behaviour in South African service organizations。
6.	Chan, L. M. Shaffer, M. A. & Snape, E.(2004)。In search of sustained competitive advantage: The impact of organizational culture, competitive strategy and human resource management practices on firm performance。
7.	Chang, E.(2005)。Employee’s perception of HRM effectiveness。
8.	Conway, E.(2004)。Relating career stage to attitudes towards HR practices and commitment: Evidence of interaction effects?。
9.	Gartner, K.，& Nollen, S.(1989)。Career experience, perceptions of employment practices and psychological commitment to the organization。
10.	Gould-Williams, J., & Davies, F.(2005)。Using social exchange theory to predict the effects of HRM practice on employee outcome。
11.	Guest, D. E.，Michie, J.，Conway, N., & Sheehan, M.(2003)。Human resource management and corporate performance in UK.。
12.	Hackett, R.，Bycio, P., & Hausdorf, P.(1994)。Further assessments of Meyer and Allen’s (1991) three-component model of organizational commitment。
13.	Heshizer, B.(1994)。The impact of flexible benefits plans。
14.	Jones, G.，& Wright, P.(1992)。An economic approach to conceptualizing the utility of human resource management practices。
15.	Kane, T., & Tremble, T.(2000)。Transformational leadership effects at different levels of the Army。
16.	Karami, A., Analoui, F., & Cusworth, J.(2004)。Strategic human resource management and resource-based approach: The evidence from British manufacturing industry。
17.	Neal, A., West, M. A.，& Patterson, M. G.(2005)。Do organizational climate and competitive strategy moderate the relationship between human resource management and productivity?。
18.	Ngo, H.，& Tsang, A.(1998)。Employment practices and organizational commitment: Differential effects for men and women?。
19.	Paul, A. K.，& Anantharaman, R. N.(2003)。Impact of people management practices on organizational performance: Analysis of a causal model。
20.	Putti, J. M.，Aryee, S., & Phua, J.(1990)。Communication relationship satisfaction and organizational commitment。
21.	Somers, M. J., & Birnbaum, D.(1998)。Work-related commitment and job performance: Ifs also the nature of the performance that counts。
22.	Sturman, M.(2000)。Implications of utility analysis adjustment for estimates of human resource intervention value。
23.	Weathington, B. L. & Tetrick, L. E.(2000)。Compensation or right: An analysis of employee “fright” benefit perception。
24.	Williams, M. L., & MacDermid, S. M.(1994)。Linkage between employee benefits and attitudeal and behavioral outcomes: A research review and agenda。
25.	Wright, P. M.，Gardner, T. M.，& Moynihan, L. M.(2003)。The impact of HR practices on the performance of business units。

圖書論文
1.	Hulin, C. L.、Judge, T. A.(2003)。Job attitudes。Handbook of psychology: Industrial and organizational psychology。Hoboken, NJ：Wiley。

推文
推薦
引用網址
引用嵌入語法
轉寄

top

:::

相關期刊
相關論文
相關專書
相關著作
熱門點閱

1.	The Dual Processes of Transformational Leadership: The Mediation Effect of Identification
2.	員工組織承諾對主管領導風格和工作績效之中介作用--兼論員工幸福感之調節效果
3.	價值契合觀點之魅力領導理論：中介歷程與多層次分析
4.	高績效工作系統於轉換型領導與員工工作績效間之角色--跨層級調節效果之觀點
5.	高績效工作系統與人事專業人員工作績效關連性之研究--組織創新之跨層次中介效果

1.	工作資源對離職傾向、員工主動行為與工作動機與之影響：以國軍政策制訂單位志願役軍官人員為例
2.	企業組織於環境不確定性、訓練品質系統與組織績效關係之研究
3.	文化認知差異、轉換型領導風格與員工績效關係研究-以貨櫃航運業者為例
4.	工作壓力、工作倦怠與情感承諾之關係—工作控制與自我效能之聯合調節作用

無相關書籍

無相關著作

無相關點閱

QR Code

臺灣人文及社會科學引文索引資料庫系統

詳目顯示

臺灣人文及社會科學引文索引資料庫