在企業邁入全球化的競爭環境中,企業將面臨產業結構內更加激烈的競爭,更多的競爭對手亦將同時運用其資源與潛能優勢來提升服務品質、研發能力、生產效能、成本控制及管理能力等,並進而創造其在效率、品質、創新及顧客回應等方面的持續性競爭優勢。也因此,在產業結構內的競爭態勢是一種相對於競爭對手的程度,若企業能克服或超越這些威脅因素,則企業在產業結構內將能創造持續性的競爭優勢,甚至將產業演變成為由少數企業所寡佔或獨佔的市場。 然而,企業經營之成敗與組織成員有密不可分的關係,任何工作任務的執行皆須透過組織成員來達成。也因此,執行成效的良窳就是工作績效的表現。然因組織成員本身的人格特質、工作滿足、工作動機、情緒能力、成就動機、核心能力、工作投入、自我學習及價值觀等特質之差異,造成其在工作績效表現上的落差。因此,企業在人力資源管理上必須能有效激發組織內每位成員的動機與潛能,引導成員提升工作績效表現,進而協助企業創造卓越之經營績效,達到勞資雙方共榮共存的經營願景。 本研究以產業界所察覺之現象及問題,進行歸因及量化探討,辨析主要影響因素、因果關係及改善成效,以人格特質、組織文化、工作滿足及工作績效等4個部分進行研究架構設計。而後以文獻資料探討各研究部分間的相關性,整合學理知識以萃取出研究所需的操作指標與知識意涵,進而推論研究架構的可行性。再以本研究領域所適用的知識及意念,進行問卷題項設計及測試,經回收224份有效問卷進一步加以統計分析,研究成果如下所述: 1.人格特質、組織文化、工作滿足及工作績效間有顯著之相關性。 2.組織文化與工作滿足在人格特質與工作績效間有顯著之中介效果。 3.人格特質對組織文化、工作滿足及工作績效有部分顯著之正向影響。 4.組織文化對工作滿足及工作績效有部分顯著之正向影響。 5.工作滿足對工作績效有部分顯著之正向影響。 6.樣本變項對人格特質、組織文化、工作滿足及工作績效有部分顯著之差異性。
When businesses go into the competitive environment of globalization, they will face the keen competition in the industrial structure. More rivals will also use their resources and capabilities advantage to improve service quality, research and design ability, production efficiency, cost controlling and managerial ability etc. At the same time, they create their sustained competition advantage in efficiency, quality, innovation and customer etc. Therefore, the competition situation in the industrial structure is a kind of degree relative to rival. If businesses can overcome or surmount these threats, then they can create the sustained competition advantage in the industrial structure and even they have industry become a few business oligopolies or monopolization market. But, success or failure of business management is dense correlated to organization’s members. The execution of any task must all be reached through the organization’s member. Therefore, the execution of success or failure is job performance of organization’s members. But, Organization’s members themselves are different traits in personality, work motivation, emotion ability, achievement motivation, core competence, job involvement, self learning and values etc so that they cause them display differences in job performance. Therefore, in human resource management businesses must be able to excite the motive and the capability of each organization’s member that lead to members to improve the job performance and then to help businesses create the excellent management performance so that it could bring out the best of business vision for the labor and the management. The case study uses industrial phenomenon and question to do ascription and quantitative discussion and then to analyze main influence factor, causality and the improving effect. And use personality traits, organization culture, job satisfaction and job performance to design research formal. After, use the reference to investigate the relationship among each research parts and integrate academic and theoretical knowledge to select the operation and knowledge in research needs so that we can infer the feasibility of the research structure. After, we can use knowledge and idea, which is suitable for this research field, to carry out the designing questionnaires and testing them. Through retrieving 224 effective questionnaires, stepping forward to gather statistics and analyze them. The research results state as follows: 1.The personality traits, organization culture, job satisfaction and job performance have obvious relationship. 2.The organization culture and job satisfaction have obvious relationship of intermediate between personality traits and job performance. 3.The personality traits on organization culture, job satisfaction and job performance have some obvious positive-influence. 4.The organization culture on job satisfaction and job performance has some obvious positive-influence. 5.The job satisfaction on job performance has some obvious positive-influence. 6.The variations of samples among personality traits, organization culture, job satisfaction and job performance have some obvious difference.
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