工作績效與潛能對工作投入之影響—以晉升機會為干擾變項

The Effect of Job Performance and Potential on Job Involvement：Promotion Opportunity as a Moderator

鄭紹強(Shao-Chiang Cheng)

指導教授 ： 邱雅萍 ； 諸承明

中原大學/商學院/企業管理研究所/碩士(2014年)

https://doi.org/10.6840/cycu201400330

摘要

現今社會快速的變遷，有些企業在苦思尋覓不到適合的人才，有些企業則是內部人才一堆，但是企業卻不知道該怎麼區分人才，讓人才適才適所。所以如果當企業的資源有限時，就需要把有限的資源用在關鍵人才身上。企業如果沒做好人力資源管理，最終可能就是會造成企業走向失敗的一大隱憂之一。

研究想探討的是，工作績效的高低會不會影響自己的工作投入；潛能的高低會不會影響自己的工作投入；工作績效與潛能之交互作用會不會也影響到自身的工作投入；最後再加入以晉升機會為干擾，從中了解是不是晉升機會這因素會干擾到其自身的工作投入。

除了文獻的回顧，本研究也透過問卷的方式進行數據分析，以服務業為主要研究對象。共發出300份問卷，回收266份，回收率達88.6%。經統計分析後，歸納出下列的研究結論：

一、工作績效與工作投入為正相關；工作績效越高，則工作投入也越高。
二、潛能與工作投入為正相關；潛能越高，則工作投入也越高。
三、工作績效與潛能之交互作用對工作投入之影響，只有部分有顯著影響。
四、工作績效對工作投入之影響，其加入晉升機會為干擾變項後，無顯著影響。
五、潛能對工作投入之影響，其加入晉升機會為干擾變項後，無顯著影響。

關鍵字：工作績效、潛能、晉升機會、工作投入

關鍵字

工作投入 ； 晉升機會 ； 潛能 ； 工作績效

並列摘要

Nowadays, with the quickly social changes, some companies cannot find suitable candidates; some companies are a bunch of internal talent. However, they have no idea about how to distinguish the talented people and let them well-placed. If business faced the limitation of resources, they used the limited resources in the major talents. If the companies could not do the HRM well, it will become the invisible fault that may end up the company.

This research investigates whether the job performance affects the job involvement that personnel put in, whether the potency affects the job involvement that personnel put in, and whether the interaction of job performance and potency would also affect the job involvement that personnel put in. Finally, this research injects the opportunity of promotion for interference to recognize the factors which would interfere with promotion to put their own job involvement.

In addition to the literature reviews, this study analyzes the data through questionnaires with the industry of service as the main object for this study. The questionnaires were sent out for 300 cents and received 266 valid questionnaires; the recovery rate is about 88.6%. The following conclusions were found after the statistical analyses in this research:

1.Job performance and job involvement are positive related. The higher job performance, the higher the job involvement.
2.Potential and job involvement are positive related. The higher potency, the higher the job involvement.
3.The interactions between job performance and potential have some significant impact on job involvement.
4.Job performance have impact on job involvement, the injection of promotion as a moderating variable have no significant effect.
5.Potential have impact on job involvement, the injection of promotion as a moderating variable have no significant effect.

Key word: job performance, potential, promotion, job involvement

並列關鍵字

job performance ； job involvement ； promotion ； potential

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