高績效工作系統、心理依附與凝聚力之關聯性研究

A study on the Relationships among High Performance Work Systems, Psychological Attachment, and Cohesiveness

陳子千(Tzu-Chien Chen)

指導教授 ： 徐郁茹

長榮大學/管理學院/企業管理學系(所)/碩士(2014年)

https://doi.org/10.6833/CJCU.2014.00189

摘要

台灣經濟快速發展，且以製造業為主要產業，近年來又以高科技產業為國內最主要發展之產業。然而，綜觀國內、外相關文獻，本研究尚未發現以台灣南部工業科學園區內之高科技產業從業人員為研究對象，並同時以高績效工作系統、心理依附與凝聚力等構念(contructs)做為主題之研究。為填補目前文獻之缺口，本研究將以組織認同理論與社會交換理論為理論基礎，並將高績效工作系統視為自變數，心理依附視為中介變數，而將凝聚力視視為結果變數，深入分析與檢視這些變數之間的關聯性。
本研究共發放211份問卷供南部工業科學園區內之高科技產業從業人員填寫，回收196份，扣除無效問卷16份後，有效回收率為85.7%。經因素分系後將高績效工作系統萃取出兩構面：人員任用與獎勵；人員發展。本研究進行迴歸分析後發現：(1) 高績效工作系統之人員任用與獎勵對心理依附有顯著正向影響；(2) 高績效工作系統之人員任用與獎勵對凝聚力有顯著正向影響；(3) 心理依附對任務凝聚力有顯著正向影響；(4)在高績效工作系統之人員任用與獎勵與任務凝聚力之間，心理依附確實扮演了完全中介角色。根據研究結果，本研究建議高科技產業業者應重視高績效工作系統之另一構面-人員發展，藉以提升員工的心理依附與凝聚力，使員工更樂於投入工作，展現高品質的顧客服務，為企業創造營收。

關鍵字

高績效工作系統 ； 心理依附 ； 凝聚力

並列摘要

The high-tech industry has become the important industry that contributes to the rapid development of Taiwan's economy. Having reviewed the domestic and western relevant literature, this study has not found the combination of these constructs (i.e., high performance work systems, psychological attachment, and cohesion) within one study. To bridge the gap, the organizational identification theory and social exchange theory will be used as theoretical bases to explain the relationships between these constructs. More specifically, high performance work system will be considered as an independent variable; psychological attachment will be considered as a mediating variable; cohesion will be considered as an outcome variable. Employees who currently work for the Kaohsiung Science Park will be used as study subjects.
Of the 211 questionnaires distributing to the Kaohsiung Science Park employees, 196 were returned. Having deleted 16 invalid questionnaires due to messing data, this study obtained a response rate of 85.7%. Having conducted the factor analysis, the two factors were extracted from the high performance work system. The first factor named employment and rewards, the other factor named employee development. The mediated regression analyses were conducted for hypotheses testing. The research results show that: (1) the employment and rewards aspect of high performance work system significantly influenced psychological attachment; (2) the employment and rewards aspect of high performance work system significantly influenced cohesion; (3) psychological attachment significantly influenced task cohesion; and (4) psychological attachment fully mediated the effect of the employment and rewards aspect of high performance work system on task cohesion.
According to the findings, this study suggests that managers of the high-tech industry should pay attention to employee development activities to enhance employees' psychological attachment and cohesion, so that employees will be more willing to put in the work, to show the high quality of customer service, and create revenue for the organization.

並列關鍵字

high performance work system ； psychological attachment ； cohesion

參考文獻

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