臺灣博碩士論文加值系統

員工是組織創造價值最重要的資產之一。現今企業對於人才的選、用、育、留等以及如何管理與發展員工儼然成為企業最重要之課題，透過許多相關的文獻以及實證研究，能夠瞭解人力資源管理實務相關措施在組織運作中，為非常重要的環節之一，然而組織如何藉由施行高投入人力資源管理實務來提升員工投入的程度，進而讓員工除了能善盡自身工作職責，甚或使員工產生對組織有益處之行為及貢獻，是本研究欲探討之核心。此外，亦針對內外控人格特質在員工投入與組織公民行為之間的調節效果進行探討。
　　本研究以傳統製造業、科技業、服務業三大產業作為研究對象，利用問卷進行資料之蒐集，回收有效有卷共計294份。研究結果發現：高投入人力資源管理實務與員工投入之間具有顯著正向關係；員工投入與組織公民行為之間具有顯著正向關係；高投入人力資源管理實務與組織公民行為之間具有顯著正向關係；員工投入在高投入人力資源管理實務與組織公民行為間具有中介效果；內外控人格特質在員工投入之間與組織公民行為間不具調節效果。此外，本研究提出相關管理實務之建議，以供管理者作為參考。

Employees is one of the most important assets for organizations to create value. For today's business talent selection, staffing, training, promotion, and how to management and development has become the most important business issue.Through many of the relevant literatures and empirical researches, it would be able to understand that the human resource management practices is a very important part of organizations’ operation. However, how the organization through the implementation of high involvement human resource practices to improve employee engagement level, thereby allowing employees are able to fulfill their duties, even so that employees produce benefits to the organization and contribution is the core of this study. In addition, the moderating effect of locus of control in the relationship between employee engagement and organizational citizenship behavior were also discussed.
　　In this study, employees in traditional manufacturing, technology, services industries are the research samples. In addition, questionnaires were used to collect data and a total of 294 valid samples were found. The results of this study include: there is a significant positive relationship between high involvement human resource practices and employee engagement; there is a significant positive relationship between employee engagement and organizational citizenship behavior; there is a significant positive relationship between high involvement human resource practices and organizational citizenship behavior; employee engagement mediates the relationship between high involvement human resource practices and organizational citizenship behavior; there is no moderating effect of locus of control on the relationship between employee engagement and organizational citizenship behavior. In addition, this study proposes the related management practices recommendations for managers as a reference.

中文摘要 I
Abstract II
誌　謝 III
目錄 IV
表目錄 V
圖目錄 VI
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第二章 文獻探討 5
第一節 高投入人力資源管理實務 5
第二節 員工投入 12
第三節 組織公民行為 20
第四節 內外控人格特質 28
第五節 各研究變項間關係之推論 35
第三章 研究方法 40
第一節 研究架構 40
第二節 研究假設 42
第三節 研究變項之操作型定義與衡量工具 44
第四節 研究對象與資料收集過程 54
第五節 樣本特性分析 56
第六節 資料處理與分析方法 59
第四章 研究結果 60
第一節 各研究變項之描述分析 60
第二節 各研究變項間之相關分析 61
第三節 各研究變項間之迴歸分析 65
第四節 研究假設結果彙整 76
第五章 討論與建議 77
第一章 理論意涵 77
第二節 管理實務意涵 80
第三節 研究限制與未來研究建議 82
參考文獻 83
一、中文文獻 83
二、英文文獻 86
三、網路部分 96

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