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人力资源组织气候与工作投入关係之研究-以E公司为例

【中文摘要】:本研究以某成立已届50年之製造公司为主要研究对象,应用Patterson et al. (2005)学术论述为主之人力资源组织气候量表,分析探讨E公司员工工作投入之影响因素,藉以协助E公司可就其员工投入之影响因素进一步调整、修订现行人力资源相关管理规章与福利措施,并作为未来导入各项人力资源制度之参考,以吸引及留

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用适合E公司组织发展之人才,并维持及强化E公司经营竞争能力。
本研究发现:人

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力资源组织气候构面中,仅员工参与对员工工作投入产生正向影响,其他员工自主性、团队整合、主管支持、训练发展及员工福利对员工工作投入则没有显着之影响。
【英文摘要】:This study is to analyze the influential factors for employees’ job involvement in the E company, a 50-year manufacturing company, using Patterson et al. (2005) human resource- climate scale. The factors are then used to adjust and redesign the regulation, welfare system of the human resource. Besides, based on the above study results, the other human resource systems can be implemented to recruit suitable employees for the or

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ganizational development in keeping company competitiveness.
The study result shows: On a human resource- climate perspective, there is only participation has the influence on job involvement. The others such as employee autonomy, integration, supervisory support, training and development, and employee welfare did not show any influences.
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  • 来源:中山大学;作者:周彦利
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