人力資源從業人員知覺組織支持與個人屬性對其專業承諾之影響

The Impacts of Human Resources Practitioners’ Perceived Organizational Support and Personal Attributes on Their Professional Commitments

周智玲(Chih-Ling Chou)

指導教授 ： 夏榕文

國立暨南國際大學/教育學院/終身學習與人力資源發展碩士學位學程碩士在職專班/碩士(2021年)

https://doi.org/10.6837/ncnu202100298

摘要

人是企業中重要的資產，在組織中人力資源管理肩負教育的功能，雖然人力資源部門並沒有創造直接的價值，但是仍然不能忽略其核心創造角色。其中，從事各種場所人事管理工作的人資從業人員就肩負著重要的使命。但是常常因為在工作場域中面臨到的困難，造成人資從業人員離職甚至是離開人資專業領域。本研究主要探討人資從業人員知覺組織、專業承諾以及個人屬性的關係；並探討人資從業人員其個人屬性對知覺組織支持與專業承諾是否有干擾。
本研究採用問卷法，以人資從業人員為研究對象，並主要採用單因子變異數分析法與迴歸分析法，得出下列之結果：
1.人資從業人員的知覺組織支持會影響其專業承諾；
2.人資從業人員的個人屬性會影響其專業承諾；
3.人資從業人員任職的產業類別會影響其專業承諾；
4.人資從業人員擔任職位會影響其專業承諾；
5.人資從業人員擔任人資的年資會影響其專業承諾 ；
6.人資從業人員任職公司人資的人數會影響其專業 ；
7.人資從業人員任職公司的規模會影響其專業承諾；
8.人資從業人員的知覺組織支持與專業承諾的關聯性會受到個人屬性的干擾；
9.人資從業人員的知覺組織支持與專業承諾的關聯性會受到任職的產業類別的干擾；
10.人資從業人員的知覺組織支持與專業承諾的關聯性會受到擔任職位的干擾。
研究者亦根據研究結果，對於企業組織建議能清楚定義人資從業人員的角色定位，使其能知覺組織支持；對於人資從業人員建議協助企業組織各部門發展，以取得組織支持提升工作滿足，進而提升專業承諾。

關鍵字

人力資源從業人員 ； 知覺組織支持 ； 專業承諾 ； 個人屬性

並列摘要

People are an important asset in an enterprise, and human resource management in an organization is responsible for education. Although the human resource department does not create direct value, it still cannot ignore its core creative role. Among them, human resources practitioners engaged in personnel management work in various places shoulder important missions. But often because of the difficulties faced in the workplace, human resources practitioners leave their jobs or even leave the human resources professional field. This research mainly explores the relationship between the Perceived Organization, Professional Commitment and Personal Attributes of Human Resources Practitioners; and explores whether the personal attributes of human resources practitioners interfere with perceived organization support and professional commitment.

This study adopts the questionnaire method, with human resources practitioners as the research object, and mainly adopts the single factor variance analysis method and regression analysis method, and the following results are obtained:
1. The Perceived Organizational Support of human resources practitioners will affect their professional commitment.
2. The Personal Attributes of Human Resources Practitioners will affect their professional commitments.
3. The type of industry in which human resources practitioners work will affect their professional commitments.
4. Employment of human resources practitioners will affect their professional commitments.
5. The seniority of human resources practitioners will affect their professional commitments.
6. The number of human resources practitioners serving in the company’s human resources will affect their profession.
7. The size of the company employed by human resources practitioners will affect its professional commitment.
8. The relevance of perceived Organizational support and professional commitment of human resources practitioners will be disturbed by personal attributes.
9. The relevance of Perceived Organizational Support and professional commitment of human resources practitioners will be interfered by the type of industry in which they work.
10. The relevance of Perceived Organizational Support and professional commitment of human resources practitioners will be disturbed by holding positions.

Based on the research results, the researcher also suggested that the role of human resources practitioners should be clearly defined for corporate organizations, so that they can perceive organizational support; for human resources practitioners, they should assist the development of various departments of the enterprise to obtain organizational support and improve work satisfaction. And then enhance professional commitment.

並列關鍵字

Human Resources Practitioners ； Perceived Organization Support ； Professional Commitment ； Personal Attributes

參考文獻

一、中文部分

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