高績效工作系統、知覺組織公平與組織鑲嵌之關係研究

台灣曾歷經長達數十年的經濟高速成長，創造了傲人的經濟奇蹟。但最近幾年來，台灣經濟逐漸步入失落的年代，經濟成長率遠低於亞洲四小龍。由於總體經濟失衡，薪資長期停滯，企業創新能力不足，高素質的人力沒有發揮的舞台，更進一步造成人才外流，影響台灣產業競爭力，面對國內勞動市場人才不足的窘境，不論政府或企業都投入大量資源，全球性的極力延攬人才，如何讓人才留在企業內，是我國現階段不容忽視的課題。本研究從高績效工作系統為開端，以台灣地區中小企業不同產業之從業人員為研究對象、針對企業組織中成員進行知覺組織公平探討，了解在不同的公平程序中對組織鑲嵌的影響關係，同時檢定高績效工作系統和組織鑲嵌間的關係影響程度。本研究採用滾雪球抽樣方法，以紙本問卷發放方式進行資料蒐集，共回收有效問卷為208份，採用資料分析方法包含描述性統計、信效度分析、變異數分析、相關性分析及階層迴歸分析，並以SPSS 22.0作為資料分析工具。研究結果顯示，高績效工作系統與知覺組織公平及其子構面分配公平、程序公平均有顯著的正向相關性，而知覺組織公平會影響組織內人員對組織鑲嵌的強、弱度，研究結果也顯示高績效工作系統對組織鑲嵌有正向的影響關係。本研究的研究貢獻在於提出高績效工作系統、知覺組織公平和組織鑲嵌在理論上及管理上的意涵，建議企業在實務上的做法，提出研究限制，並給予後續研究方向和建議。

關鍵字

高績效工作系統；知覺組織公平；組織鑲嵌

並列摘要

Taiwan has experienced decades of rapid economic growth and has created an impressive economic miracle. However, in recent years, Taiwan’s economy has gradually entered a period of loss, and its economic growth rate is far lower than that of the Asian Tigers. Due to the overall economic imbalance, long-term stagnation of wages, insufficient innovation capacity of enterprises, and high-quality manpower have not played a stage, further causing brain drain, affecting Taiwan's industrial competitiveness, facing the dilemma of insufficient talent in the domestic labor market, regardless of government or enterprises. Investing a lot of resources, globally trying to recruit talents, how to let talents stay in the enterprise is a topic that cannot be ignored in China at this stage. This research starts from the high-performance work system, takes the employees of different industries in Taiwan's SMEs as the research object, conducts a perceptual organization fair discussion on the members of the enterprise organization, and understands the influence relationship on the organization mosaic in different fair procedures. Verify the degree of relationship between high-performance work systems and organizational mosaics. In this study, the snowball sampling method was used to collect data by means of paper questionnaires. A total of 208 valid questionnaires were collected. The data analysis methods included descriptive statistics, reliability and validity analysis, variance analysis, correlation analysis and hierarchical regression analysis. And use SPSS 22.0 as a data analysis tool. The research results show that there is a significant positive correlation between high-performance work system and perceived organizational fairness and its sub-formal distribution fairness and procedural fairness, while perceived organizational fairness affects the strength and weakness of organizational embeddedness in organizations. The results also show that high-performance work systems have a positive impact on organizational mosaic. The research contribution of this research is to put forward the meaning of high-performance work system, perceptual organization fairness and organizational mosaic in theory and management. It is recommended that the practice of enterprises in practice should put forward research restrictions and give follow-up research directions and suggestions.