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人力资源专业人员之专业职能、勤勉正直性人格特质与工作绩效之研究-以主管与部属人际交换关係为调节变项

【中文摘要】:本研究主要探讨人力资源专业人员之专业职能、勤勉正直性人格特质与工作绩效之影响。本研究以人力资源专业职能,包含企业经营管理知识、功能性人力资源管理、进阶性人力资源管理、策略性人力资源管理、沟通与协商、诊断与辅导、自我发展等,以及勤勉正直性人格特质探讨其对工作绩效的影响,以主管与部属人际交换关係为调节变项,探讨其与工作绩效之调节效果。
研究方法以问卷调查方式蒐集样本资料,以台湾地区人力资源专业人员为对象,採纸本与网路併行施测;透过叙述性统计、因素分析、相关分析、阶层迴归分析,进行实证研究,研究结果显示:
(一)人力资源专业职能对工作绩效有部份正向影响。
(二)勤勉正直性人格特质对工作绩效有正向影响。
(三)主管与部属人际交换关係(LMX)对勤勉正直性人格特质与工作绩效之间具有显着调节效果。
(四)主管与部属人际交换关係(LMX)对人力资源专业职能与工作绩效之间部份具有显着调节效果。
根据本研究之发现,建议组织召募人力资源专业人员时除针对企业文化之人格特质外,也不仿特别关注勤勉正直性的人格特质;在影响人力资源专业人员工作绩效的众多因素中,提升专业职能更为重要,故组织在人力资源专业人员所需专业职能方面需能积极且有效培养并持续给予学习发展的机会,方能有效提升工作绩效;同时也应积极营造组织内主管与部属良好的工作互动关係,藉由双方之间透过连续不断的角色互动过程,进行教导、沟通、适当授权,发展出对组织有正向帮助的主管与部属人际交换关係,以期创造人力资源的永续竞争优势。
【英文摘要】:This dissertation is to study the effects of human resource professional competencies, personality-conscientiousness and job performance. The study presents how the various facets of human resource professional competencies influence performance, the facets like business administrative knowledge, functional human resource expertise, strategic human resource expertise, communication and negotiation, human resource diagnosis and counseling, self-development, and personality- consciousness. Based on the moderating variables of leader-member exchanges, the moderating effects upon performance at work are also examined.
Both Internet-based and paper-based questionnaire are responded by human resource professionals in Taiwan. The questionnaire confirms the following 4 factors: the positive correlation between competencies and performance, the helpful correlation between personality -conscientiousness and performance, the obvious moderating effects among the leader-member exchanges, personality -conscientiousness and performance, and finally, the distinct moderating effects among the leader-member exchanges, competencies and performance.
In conclusion, this dissertation recommends that the corporation should focus on not only an employee’s corporate spirit but also her/his personality-conscientiousness. In addition, expertise developing and in-house training system are important factors for improving human resource professional competencies. Also, a workers’ improved performance depends on a cordial and harmonious leader-member exchange.
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  • 来源:中山大学;作者:庄雅玲
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