A Study of Human Resource Management on Organization Commitment and Organizational Citizenship Behavior: A Comparative Case for Cross-Strait Employees of a Taiwanese Paper Company

人力資源管理、組織承諾、組織公民行爲關係之研究～以台灣某紙業公司兩岸員工之比較爲例

10.29977/JCIIE.200907.0006

陳相如(Hsiang-Ru Chen)；劉韻僖(Yun-Shi Liu)；鄭博文(Bor-Wen Cheng)；邱惠卿(Hui-Ching Chiu)

人力資源管理 ； 組織承諾 ； 組織公民行爲 ； 兩岸 ； human resource management ； organizational commitment ； organizational citizenship behavior ； cross-strait

工業工程學刊

26卷4期（2009 / 07 / 01）

289 - 302

英文

本篇研究目的主要在探索兩岸員工對於人力資源活動與組織承諾及組織公民行爲的影響。研究採取問卷調查，以隨機方式發放給個案公司分屬於台灣及大陸兩岸的員工，有效問卷回收合計348份，並藉由統計迴歸來做爲後續分析。研究結果有以下幾項發現：兩岸員工在價值承諾、留職承諾與組織公益表現上有顯著差異；年齡高低會影響組織承諾與組織公民行爲的表現，做好選、留活動同時對於價值承諾與留職有顯著影響；資深人員在人際利他表現行爲上較顯著，且透過教育與任用的人力資源活動，可以提升組織公益活動的表現，而做好留才人力資源活動可以顯著提升整體組織公民行爲表現；兩岸員工因素在留才人力資源活動與組織公益上有調節作用，強調用才則對於組織公益表現有負面影響。選才有利於人際利他的表現，強調用才則阻礙人際利他表現；對兩岸員工而言，做好留才活動都可以增加留職承諾意願，但育才活動則對留職有負面影響；因此人力資源部門應針對兩岸員工考慮員工屬性與需求設計不同人力資源政策。

The purpose of this study is to find out how the cross-strait employees in Taiwan and Mainland China affect human resource management on organizational commitment and organizational citizenship behavior. A questionnaire was adopted and randomly distributed to Taiwanese and Mainland China employees of a Taiwan paper company. There were 348 questionnaires returned and analyzed by regression analyses, the major findings are as follows: the results of cross-strait employees' comparisons on value commitment, retention commitment, and organizational public welfare are significant: age will significantly influence the organizational commitment, and selection and retention have significance for the value commitment and the retention commitment, the factor of cross-strait employees has a positive moderating effect on the relationship between retention and organizational public welfare, and a negative effect on the relationship between staffing and organizational public welfare. The cross-strait employees between human resource management and interpersonal altruism have a negative moderating influence in staffing, and with the positive moderating influence in selection; others have no influence. In addition, the cross-strait employees between human resource management and value commitment have a positive moderating influence in retention and with negative influence in education. As the findings itself, it is important to note that our results showed when human resource manager devise the human resource policy in cross-strait company, these different employees' characteristics should be considered.

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