人力資源管理措施與工作績效－公平知覺的干擾效果

Human Resource Management Practices and Job Performance-A Moderating Effect of Perceived Fairness

廖曜生(Yao-Sheng Liao)

《國立屏東商業技術學院學報》 16期 (2014/07) Pp. 189-214

摘要

人力資源管理是指企業採行、影響其員工行為、態度與績效之一系列的政策、措施與制度。企業需思考策略上如何讓採行人力資源管理措施發揮最大效果，進而提升企業營運績效。本研究探討人力源管理措施對於工作績效的之間關連性。並考慮公平知覺的干擾效果。以高屏地區的中小企業做為研究對象，用問卷調查之方式回收樣本資料，共發出250 份問卷，刪除無效問卷後回收卷數為216 份，回收率為88%。研究結果發現，高度的程度公平認知與較佳的員工關係的適配可以獲得較佳的工作效率 ; 高度的互動公平認知與較佳的薪資福利的適配，則可達到較佳的工作效能。

關鍵字

人力資源管理措施 ； 公平知覺 ； 工作績效

並列摘要

The aim of this study is to identify the moderating effects of perceived fairness on human resource management practices and job performance. People who work in Kaohsiung-Pingtung county banks are this study object. There were 250 questionnaires were sent and 216 questionnaires back were valid. The valid questionnaires rate is 88%. This study use SPSS and AMOS software to analyze the relationship among variables and high employee relationship will lead to better work efficiency, on the other hand, high the result of this study show: the fit between high procedure fairness and high interaction fairness will lead to better work effectiveness.

並列關鍵字

human resource management practices ； perceived fairness ； job performance