臺灣博碩士論文加值系統

伴隨著環境快速變化及產業競爭加劇，無論是高科技產業或是傳統產業，想要永續經營強化企業的競爭力，組織開始將人力資源管理視為策略性的夥伴，希望可以隨著組織環境或策略的不同來對人力資源管理做出相對的調整，亦即找出「最佳的人力資源高績效工作實務」，以提升組織績效。

本研究主要以個案公司員工和直屬主管觀點，分析人力資源高績效工作實務、對組織信任、工作績效相關及解釋預測力。本研究採問卷調查法，以單一個案公司員工為樣本，共發出210份問卷，實際有效樣本回收168份，有效樣本回收率為80%，經相關及階層迴歸的統計分析結果得到以下的數項研究結果：
一、 人力資源高績效工作實務愈明確積極，員工工作績效愈佳。
二、 員工之組織信任感愈高，員工工作績效愈佳。
三、 人力資源高績效工作實務愈明確積極，員工之組織信任感愈強烈。
四、 員工之組織信任感於人力資源高績效工作實務與員工工作績效間關係，具有中介效果。

To adjust the swiftly changing and keenly competitive in industrial environment and conventional industries, a human resource has been recognized as a potential source of corporate competitive advange. Nowadays human manager must have the ability to construct a HR system not only promoting the employees’ working performance but also inspiring the general organizational performance. By clarifying how high-performance work system to research attempts to provide some efficient references for strategic human resource managers, when structuring the institutional managing system and environment.
The purposes of this study are to plan suitable managerial and employees measures specifically relationship between organization trust and employees working performance in order to improve or maintain a better performance when assisting enterprises with the implementation of high work performance system.
Data were collected from SGS company in Taiwan Kaohsiung branch receives 168 valid questionnaire. Through the work of recording and transforming survey data, correlation and regression analyses were preceded, the results showed the following: (1) high work performance system will have positive impact on employees working performance. (2) Organization trust will have positive impact on employees working performance (3) the more HPWS significantly in organization the more oganization trust from employees; (4) the relationship between HPWS and employees working performance were mediated through organization trust.

摘要 Ⅰ
AbstractⅡ
謝誌 Ⅲ
目錄 Ⅳ
表目錄 Ⅶ
圖目錄 Ⅷ
第一章 緒論6
第一節 研究背景與動機6
第二節 研究目的9
第三節 研究流程10
第二章 文獻探討11
第一節 工作績效11
第二節 人力資源高績效工作實務15
第三節 組織信任 18
第三章 研究方法 22
第一節 研究架構與假設22
第二節 研究變項定義與測量工具24
第三節 研究對象與抽樣方法 34
第四節 資料分析方法39
第四章 研究結果 40
第一節 相關分析 40
第二節 中介效果分析43
第五章 結論與建議54
第一節 研究結論 54
第二節 管理意涵 58
第三節 研究限制及未來研究建議60
參考文獻61
附錄：問卷67

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