科技部專題研究計畫主持人
MOST-106-2410-H-194-089-SSS
高績效工作系統對組織公民行為與主動行為的影響研究:關係 作為與主管部屬關係品質之調節效果
The relationship between the high performance work system, organizational citizen behavior, and proactive behavior: The guanxi practice and supervisor-aubordinate guanxi differentiation moderater effect.
科技部
Ministry of Science and Technology
國立中正大學勞工關係學系
Department of Labor Relations, National Chung Cheng University
黃良志,林淑慧
Liang-Chih Huang,Shu-Hui Lin
國立中正大學勞工關係學系,國立中正大學勞工關係學系
Department of Labor Relations, National Chung Cheng University,Department of Labor Relations, National Chung Cheng University
許建彬
計畫助理
0937326237
long5536@gmail.com
計畫執行期間起:2017-08-01
計畫執行期間迄:2018-07-31
2017-10-16,2017-11-16
2017-10-31,2017-11-30
以連鎖服務業各分店的員工及主管為主要調查對象
1
003,004
01,05
高績效工作系統;關係作為;主管部屬關係品質差異;組織公民行為;主動行為
High performance work system;Guanxi practice;Supervisorsubordinate guanxi differentiation;Organizational citizen behavior;Proactive behavior
本研究將高績效工作系統的影響歷程分為實際高績效工作系統與認知高績效工作系統,並探討後者是否才是管理實踐能有效引導員工從事組織公民行為與主動行為的關鍵。整合歸因理論以及人力資源管理強度的觀點,本研究認為在實際與認知高績效工作系統的關係中,關係作為以及主管部屬關係品質差異將扮演重要的調節角色。 本研究將透過主管與部屬配對及二階段問卷調查方法,針對連鎖服務業進行資料蒐集,最後回收有效配對問卷,主管147份、員工478份,經信效度檢驗後,分析發現研究結果如下:(1)實際HPWS對認知HPWS具正向顯著的影響;(2)關係作為在實際HPWS對認知HPWS的影響關係不具調節效果;(3)主管部屬關係品質在實際HPWS對認知HPWS的影響關係具調節效果;(4)認知HPWS對服務導向組織公民行為具正向顯著的影響;(5)認知HPWS對主動行為具正向顯著的影響;(6)實際HPWS對員工服務導向組織公民行為與主動行為的影響,是透過認知HPWS產生,而認知HPWS的中介效果也受到關係作為和主管部屬關係差異的調節作用所影響。   依據研究結果,提出具體研究結論與建議供實務界與後續研究之參考。
Firstly, the relationship between practical high performance work system (HPWS) and perceived high performance work system is examined in the study. Meanwhile, whether perceived high performance work system is the key to impact employees’ organizational citizenship behavior and proactive behavior is explored in the study. Based on point of views of attribution theory and human resources management strength, we also discuss whether guanxi practice and supervisor-subordinate guanxi differentiation respectively moderate the relationship between practical HPWS and perceived HPWS of employees. Through dyad of supervisor-subordinate and two-wave questionnaire survey methods, the data is collected from chain stores of the service industry. Totally, the returned valid questionnaires are 147 of supervisors and 478 of employees in the study. After reliability and validity test, the results of data analysis are as below: (1) Practical HPWS has a significantly positive influence on perceived HPWS. (2) Quanxi practice does not have moderating effect between practical HPWS and perceived HPWS. (3) Supervisor-subordinate guanxi differentiation has a moderating effect between practical HPWS and perceived HPWS. (4) Perceived HPWS has a significantly positive influence on service-oriented organizational citizenship behavior. (5) Perceived HPWS has a significantly positive influence on proactive behavior. (6) Quanxi practice and Supervisor-subordinate guanxi differentiation have a moderated mediation effect among practical HPWS, perceived HPWS, service-oriented organizational citizenship behavior and proactive behavior. According to the research results and findings, the concrete conclusions and related suggestions also provide to further researchers and practitioners to take as references.
否,無直接識別資料
除檢查有無可識別個人身份資料外,另檢查個案編號是否重複、變項及選項數值說明是否與問卷一致或未被定義,發現前述狀況時,將於確認後協助修改。
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