組織認同、員工忠誠度、人力資本及組織效能之研究－以商業銀行為例

The Study of Organizational Identification, Employee Loyalty, Human Capital and Performance: A Survey in Commercial Banks

邱柏松(Pe-Song Chiu) ； 戴志璁(Chih-Tsung Tai)

《管理研究學報》 7卷2期 (2007/12) Pp. 227-255

https://doi.org/10.6626/MR.2007.7(2).03

摘要

組織如何強化人力資本的建構以提升績效早已成為企業建立持續競爭力的重要議題，然而人力資本的相關研究多由教育訓練或組織學習的方向出發，本文則嘗試由社會心理學的觀點，藉由組織成員對於所屬企業在認同感及忠誠度上的認知與反應來描繪出企業人力資本的樣貌，並進一步分析對於組織效能的影響。實證結果發現：(1)組織認同會影響員工在態度及行為上的忠誠度。(2)態度忠誠及行為忠誠會進一步影響企業的人力資本。(3)人力資本對於企業的效能會產生正面影響。(4)員工忠誠度及人力資本具有明顯的中介效果。最後，本文並對研究結果提出在理論方面的意涵，同時針對實務界提供策略性的建議。

關鍵字

組織認同 ； 員工忠誠度 ； 人力資本 ； 組織效能

並列摘要

Because of the importance about creating valuable human capital for sustained competitive advantage, therefore, a lot of research focused on the issue from education, training and organizational learning aspects. In this study, we try to discuss the issue from social psychology theory, and emphasis on the relationship among organizational identification, loyalty, human capital and organizational performance. The results illustrate that (1) organizational identification can provide influence on employees' loyalty. (2) employees' loyalty can aggrandize human capital. (3) human capital can bestead organizational performance. (4) both employees' loyalty and human capital play the mediator roles on our conceptual framework. Finally, we conclude by describing the investigations might be reflected for fruitful theoretically meaning and provide suggestions to companies.

並列關鍵字

Organizational Identification ； Employees' Loyalty ； Human Capital ； Organizational Performance