Learning for Increasing Value of Organization or Self: Employee's Perspective

學習以提升組織或自我的價值：員工觀點

10.6147/JHRM.2007.0701.06

張文菁(Wen-Ching Chang)；柯元達(Yuan-Ta Ko)；黃泉源(Chuan-Yuan Huang)

心理契約 ； 承諾導向人力資源管理活動 ； 組織特定知識 ； 知識技能學習志向 ； psychological contract ； commitment-oriented human resource management ； firm-specific knowledge ； knowledge learning aspiration

人力資源管理學報

7卷1期（2007 / 03 / 01）

109 - 134

英文

本研究以社會認知生涯理論為基礎，從個人與環境兩方面來探討生涯相關的知識學習。其中個人層面的因素包含三種類型的心理契約與自我效能；個人認知的外在就業市場的工作機會與組織的人力資源管理活動為環境因素。經由來自990位員工的資料分析發現：（一）關係型與平衡型的心理契約與組織特定知識技能學習志向有顯著的正向關係，然而，交易型的心理契約則與其則有顯著地負向關係。承諾導向人力資源管理活動則未如預期地對知識技能學習志向有顯著的影響，然而，具有調節關係型與平衡型心理契約與組織特定知識技能學習志向的坐擁。本研究對於心理契約與社會認知生涯理論的研究有相當貢獻，研究發現增進了對員工進行知識學習決策之決定因子的認識，有助於組織思考其施行的知識管理策略與相關活動。

This study employed components drawn from Social Cognitive Career Theory (SCCT), the person agency and environment, to investigate the determinants of career-relevant knowledge/skills learning. Three types of psychological contract (PC) were represented the person agency, and the commitment-oriented human resource management (HRM) was represented environment components. Based on the data from 990 employees from 62 firms analyzing, the findings revealed that relational and balanced PCs are positively related to firm-specific knowledge learning aspiration (KLA), whereas transactional one has negative relation with firm-specific KLA. HRM has no direct impact on KLA, but moderates the relationship between relational/balanced PC and firm-specific KLA. This study contributes to the psychological contract and SCCT researches, and the findings enhance the understanding of employees' concerns about their learning decisions which assists employer to consider their knowledge management strategy and practices.

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