人力資源領先指標對研發人員敬業貢獻之影響：中介模式的測試

The Impact of Human Resource Leading Indicators on R&D Engineer's Engagement: Test of a Mediation Model

張火燦(Huo-Tasn Chang) ； 劉淑寧(Shu-Ning Liou)

《人力資源管理學報》 7卷3期 (2007/09) Pp. 1-24

https://doi.org/10.6147/JHRM.2007.0703.01

摘要

本研究驗證人力資源領先指標對員工敬業貢獻的影響歷程，特別是心理契約與專業承諾所扮演的中介角色。以問卷調查法對高科技研發人員進行研究，採結構方程模式進行分析；結果發現，交易型與關係型契約爲人力資源領先指標對員工敬業貢獻影響的完全中介變項，因人力資源領先指標對三種專業承諾皆無直接顯著影響，故專業承諾在人力資源領先指標對員工敬業貢獻的影響上未扮演顯著的中介角色，但情感性與規範性承諾對員工敬業貢獻則有顯著的正向影響；從整體結構中介模式得知，人力資源領先指標並不會直接正向影響員工敬業貢獻，需透過心理契約的中介機制。結果凸顯建立正向心理契約及發展情感性、規範性專業承諾在員工敬業貢獻議題上之重要性。

關鍵字

人力資源領先指標 ； 心理契約 ； 專業承諾 ； 員工敬業貢獻

並列摘要

The objective of this research was to explore the impact of human resource leading indicators on employee's engagement, especially the mediating roles of psychological contract and professional commitment The study, based on the questionnaire survey from the R&D engineers of high tech companies, used SEM to examine the model. The results indicated that I. transactional contract and relational contract completely mediated the relationship between human resource leading indicators and employee's engagement, 2. professional commitment didn't mediate the relationship between human resource leading indicators and employee's engagement, because human resource leading indicators had non-significant effects on affective, continuance, and normative commitment, 3. affective commitment and normative commitment had direct positive effects on employee's engagement. The research results indicated the importance of the roles of psychological contract and professional commitment in the employee's engagement.

並列關鍵字

human resource leading indicators ； psychological contract ； professional commitment ； employee's engagement

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