承諾型人力資源管理實務對共享心智模式的影響－以信任型組織氣候為中介變項

The Effect of Commitment-based Human Resource Practices on Shared Mental Models：The Mediating Effect of Trust Organizational Climate

劉敏熙(Min-Shi Liu) ； 林華芳(Hua-Fang Liu)

《科際整合管理研討會》 2016第19屆 (2016/06) Pp. 258-273

https://doi.org/10.6495/CIMBM.2016.017

摘要

近年來，由於團隊合作關係著企業的成敗，已有許多學者認為共享心智模式將是決定組織績效與永續發展的關鍵因素。有鑑於此，組織該如何透過人力資源管理實務來建立信任型組織氣候，以影響團隊的共享心智模式，是一個值得探討的課題。本研究針對承諾型人力資源管理實務、信任型組織氣候及共享心智模式進行研究，並探討信任型組織氣候在承諾型人力資源管理實務與共享心智模式間是否具有中介效果。研究經實證結果發現，承諾型人力資源管理實務對共享心智模式有正向影響，另外，信任型組織氣候在承諾型人力資源管理實務與共享心智模式間扮演中介角色。

關鍵字

承諾型人力資源管理實務 ； 信任型組織氣候 ； 共享心智模式

並列摘要

In recent years, since the teamwork is essential in a company's success, many scholars believe that shared mental models is determine the organizational and operational performance. Thus, how to organize the human resource management practices to create the trust organizational climate and influence team members of the shared mental model, is a topic worth exploring. The purpose of this study is to explore the effect of commitment-based human resource practices on shared mental models, and the mediating effects of trust organizational climate. The results revealed that commitment-based human resource practices are positively associated with shared mental models. In addition, trust organizational climate plays a mediating role of commitment-based human resource practices and shared mental models.

並列關鍵字

Commitment-Based Human Resource Practices ； Trust Organizational Climate ； Shared Mental Models