题名

人力資源管理措施對情感性承諾之影響－轉換型領導知覺之調節效果探討

并列篇名

The Moderating Effect of the Perceived Transformational Leadership on the Relationship of Human Resource Management Practices and Affective Commitment

DOI

10.6147/JHRM.2007.0702.05

作者

賴彥如(Yen-Ru Lai)；黃同圳(Tung-Chun Huang)

关键词

人力資源措施 ； 轉換型領導 ； 情感性承諾 ； 調節效果 ； human resource management practices ； transformational leadership ； affective commitment ； moderating effect

期刊名称

人力資源管理學報

卷期/出版年月

7卷2期（2007 / 06 / 01）

页次

93 - 111

内容语文

繁體中文
中文摘要

本研究主要目的在探討員工知覺主管的轉換型領導作為人力資源措施對組織情感性承諾的調節關係。針對單一公司員工發出2000份，回收1809份有效問卷，回收率90.45%。統計分析發現，除了績效管理外，教育訓練、薪資獎金、福利制度、升遷發展及溝通制度對情感性承諾有顯著正向的影響；員工知覺直屬主管的轉換型領導對情感性承諾並無顯著影響；員工知覺直屬主管的轉換型領導顯著正向的調節績效管理影響情感性承諾的關係、部分正向調節薪資獎金及福利制度影響情感性承諾的關係，顯著負向調節溝通制度影響情感性承諾的關係。此研究結果在人力資源管理實務上之啟示為，當直屬主管的轉換領導風格較佳時，可以提升績效管理、薪資獎金、福利制度對情感性承諾的強度。
英文摘要

The purpose of this study is to examine the moderating effect of the perceived transformational leadership on the relationship of human resource management practices and affective commitment. 2000 employees in the one corporation participate in this survey. The 1809 copy of effective questionnaires are returned. Therefore, the response rate is 90.45%. After statistically analyzing the questionnaires, except for performance management, the other human resource practices, such as training, compensation, benefits, development program, and communication, can result in employees' affective commitment positively. However, the positive impact of supervisors' transformational leadership on affective commitment is not supported. Furthermore, the result shows that the positive significant moderating effect of transformational leadership on the relationship of performance management and affective commitment, and the negative significant moderating effect of transformational leadership on the relationship of communication and affective commitment. The consequence also supports the moderate positive significance of the interaction both between compensation and affective commitment and between benefits and affective commitment. The implication for human resource management in this study is that when. supervisors' demonstrate more transformational leadership behaviors, the extent of the positive impact of performance management, compensation, and benefits on employees' affective commitment rises.
主题分类 社會科學 > 心理學
社會科學 > 社會學
社會科學 > 經濟學
社會科學 > 管理學
社會科學 > 法律學
参考文献
  1. Allen, N. J.,Meyer, J. P.(1990).The measurement and antecedents of affective, continuance and normative commitment to the organization.Journal of Occupation Psychology,63,1-18.
  2. Allen, N. J.,Meyer, J. P.(1996).Affective, continuance, and normative commitment to the organization: An examination of construct validity.Journal of Vocational Behavior,49,252-276.
  3. Angle, H. L.,Lawson, M. B.(1994).Organizational commitment and employees` performance rating: Both type of commitment and type of performance count.Psychological Report,75,1539-1551.
  4. Appelbaum, E.,Bailey, T.,Berg, P.,Kalleberg, A.(2000).A manufacturing advantage: Why high performance work systems pay off Ithaca.NY:Cornell University Press.
  5. Arthur, J.(1994).Effects of human resource systems on manufacturing performance and turnover.Academy of Management Journal,37,670-687.
  6. Aven, F. F.,Parker, B.,McEvoy, G. M.(1993).Gender and attitudinal commitment to organizations: A meta-analysis.Journal of Business Research,26,63-73.
  7. Avolio, B. J.,Bass, B. M.,Jung, D. I.(1995).Multifactor leadership questionnaire technical report.Redwood City, CA:Mind Garden.
  8. Bartlett, K.(2001).The relationship between training and organizational commitment: A study in the health care field.Human Resource Development Quarterly,12,335-352.
  9. Bass, B.(1985).Leadership and performance beyond expectations.New York:Free Press.
  10. Becker, B. E.,Huselid, M. A.,Pickus, P. S.,Spratt, M. F.(1997).HR as a source of shareholder value: Research and recommendations.Human Resource Management Journal,36,39-47.
  11. Becker, B.,Huselid, M.(1998).High performance work system and firm performance: A synthesis of research and managerial implications.Research in Personnel and Human Resources Management,16,53-101.
  12. Browning, V.(2006).The relationship between and HRM practices and service behaviour in South African service organizations.International Journal of Human Resource Management,17,1321-1338.
  13. Burns, J.(1978).Leadership.New York:Harper & Row.
  14. Bycio, P.,Hackett, R.,Allen, J.(1995).Further assessment of Bass`s （1985） conceptualization of transactional and transformational leadership.Journal of Applied Psychology,80,468-478.
  15. Chan, L. M.,Shaffer, M. A.,Snape, E.(2004).In search of sustained competitive advantage: The impact of organizational culture, competitive strategy and human resource management practices on firm performance.International Journal of Human Resource Management,15,17-35.
  16. Chang, E.(2005).Employee`s perception of HRM effectiveness.Human Relations,58,523-543.
  17. Chang, E.(1999).Career commitment as a complex moderator of organizational commitment and turnover intention.Human Relation,52,1257-1278.
  18. Cohen, J.,Cohen, P.,West, S. G.,Aiken, L. S.(2003).Applied multiple regression/correlation analysis for the behavioral sciences.Mahwah, NJ:Erlbaum.
  19. Conway, E.(2004).Relating career stage to attitudes towards HR practices and commitment: Evidence of interaction effects?.European Journal of Work and Occupational Psychology,13,417-446.
  20. Delaney, J.,Huselid, M.(1996).The impact of human resource management practices on perceptions of organizational performance.Academy of Management Journal,39,949-969.
  21. Delery, J.,Doty, D.(1996).Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance Predictions.Academy of Management Journal,39,802-835.
  22. Federico, V.(1996).Relationship between communication satisfaction and organizational commitment in three Guatemalan organizations.The Journal of Business Communication,33,111-140.
  23. Fletcher, C.,Williams, R.(2005).Performance management, job satisfaction, and organizational commitment.British Journal of Management,7,1-24.
  24. Gartner, K.,Nollen, S.(1989).Career experience, perceptions of employment practices and psychological commitment to the organization.Human Relations,42,975-991.
  25. Gould-Williams, J.(2003).The importance of HR practices and workplace trust in achieving superior performance: A study of public-sector organization.International Journal of Human Resource Management,14,28-51.
  26. Gould-Williams, J.,Davies, F.(2005).Using social exchange theory to predict the effects of HRM practice on employee outcome.Public Management Review,7,1-24.
  27. Guest, D.(1997).Human resource management and performance: A review and research.The International Journal of Human Resource Management,8,263-276.
  28. Guest, D. E.,Michie, J.,Conway, N.,Sheehan, M.(2003).Human resource management and corporate performance in UK.British Journal of Industrial Relations,41,291-314.
  29. Hackett, R.,Bycio, P.,Hausdorf, P.(1994).Further assessments of Meyer and Allen`s （1991） three-component model of organizational commitment.Journal of Applied Psychology,79,15-23.
  30. Heshizer, B.(1994).The impact of flexible benefits plans.Benefits Quarterly,10,84-90.
  31. Huselid, M.(1995).The impact of human resource management practices on turnover, productivity, and corporate financial performance.Academy of Management Journal,38,635-672.
  32. Jaramillo, F.,Mulki, J. P.,Marshall, G. W.(2005).A meta-analysis of the relationship between organizational commitment and salesperson job performance: 25 years of research.Journal of Business Research,58,705-714.
  33. Jones, G.,Wright, P.(1992).An economic approach to conceptualizing the utility of human resource management practices.Research in Personnel and Human Resource Management,10,271-299.
  34. Judge, T.,Bono, J.(2000).Five-factor model of personality and transformational leadership.Journal of Applied Psychology,85,751-765.
  35. Judge, T.,Piccolo, R.(2004).Transformational and transactional leadership: A meta-analytic test of their relative validity.Journal of Applied Psychology,89,755-768.
  36. Kane, T.,Tremble, T.(2000).Transformational leadership effects at different levels of the Army.Military Psychology,12,137-160.
  37. Karami, A.,Analoui, F.,Cusworth, J.(2004).Strategic human resource management and resource-based approach: The evidence from British manufacturing industry.Management Research News,27,50-68.
  38. Koh, W.,Steers, R.,Tenorg, J.(1995).The effects of transformational leadership on teacher attitudes and student performance in Singapore.Journal of Organizational Behavior,16,319-333.
  39. Macduffie, J.(1995).Human resource bundles and manufacturing performance: Organizational logic and flexible production systems in the world auto industry.Industrial and Labor Relations Review,48,197-221.
  40. Mathieu, J. E.,Zajac, D. M.(1990).A review, and meta-analysis of the antecedents, correlates, and consequences of organizational commitment.Psychological Bulletin,108,171-194.
  41. Meyer, J. P.,Paunonen, S. V.,Gellatly, I. R.,Goffin, R. D.,Jackson, D. N.(1989).Organizational commitment and job performance: It's the nature of the commitment that counts.Journal of Applied Psychology,74,152-156.
  42. Mowday, R.,Porter, L.,Steer, R.(1982).Employee-organizational linkage: The psychology of commitment, absenteeism, and turnover.New York:Academic Press.
  43. Neal, A.,West, M. A.,Patterson, M. G.(2005).Do organizational climate and competitive strategy moderate the relationship between human resource management and productivity?.Journal of Management,31,492-512.
  44. Ngo, H.,Tsang, A.(1998).Employment practices and organizational commitment: Differential effects for men and women?.The International Journal of Organizational Analysis,6,251-266.
  45. Ogilvie, J. R.(1986).The role of human resource management practices in predicting organizational commitment.Group & Organization Studies,11,335-359.
  46. Paul, A. K.,Anantharaman, R. N.(2003).Impact of people management practices on organizational performance: Analysis of a causal model.International Journal of Human Resource Management,14,1246-1266.
  47. Pfeffer, J.(1998).The human equation.Cambridge, MA:Harvard Business School Press.
  48. Podsakoff, P.,Organ, D.(1986).Self-reports in organizational research: Problems and prospects.Journal of Management,12,531-544.
  49. Putti, J. M.,Aryee, S.,Phua, J.(1990).Communication relationship satisfaction and organizational commitment.Group & Organization Studies,15,44-52.
  50. Rafferty, A. E.,Griffin, M. A.(2004).Dimensions of transformational leadership: Conceptual and empirical extensions.The Leadership Quarterly,15,329-354.
  51. Robbins, S. P.(2005).Organizational behavior.NJ:Pearson Hall.
  52. Snell, S.,Dean, J.(1992).Integrated manufacturing and human resource management: A human capital perspective.Academy of Management Journal,35,467-504.
  53. Somers, M. J.,Birnbaum, D.(1998).Work-related commitment and job performance: It's also the nature of the performance that counts.Journal of Organizational Behavior,19,621-635.
  54. Sturman, M.(2000).Implications of utility analysis adjustment for estimates of human resource intervention value.Journal of Management,26,281-299.
  55. Suliman, A.,Ties, P.(2000).Is continuance commitment beneficial to organizations? Commitment-performance relationship: A new look.Journal of Managerial Psychology,15,407-422.
  56. Swailes, S.(2002).Organizational commitment: A critique of the construct and measures.International Journal of Management Reviews,4,155-178.
  57. Thorsteinson, T. J.(2003).Job attitudes of part-time vs. full-time workers: A meta-analytic review.Journal of Occupation and Organization Psychology,76,151-177.
  58. Vandenberghe, C.,Bentein, K.,Stinglhamber, F.(2004).Affective commitment to the organization, supervisor, and work group: Antecedents and outcomes.Journal of Vocational Behavior,64,47-71.
  59. Weatbington, B. L.,Tetrick, L. E.(2000).Compensation or right: An analysis of employee "fright" benefit perception.Employee Responsibilities and Right Journal,12,141-162.
  60. Williams, M. L.,MacDermid, S. M.(1994).Linkage between employee benefits and attitudeal and behavioral outcomes: A research review and agenda.Human Resource Management Review,4,131-160.
  61. Wright, P. M.,Gardner, T. M.,Moynihan, L. M.(2003).The impact of HR practices on the performance of business units.Human Resource Management Journal,13,21-36.
  62. Wright, P. M.,Gardner, T. M.,Moynihan, L. M.,Allen, M. R.(2005).The relationship between HR practices and firm performance: Examining causal order.Personnel Psychology,58,409-446.
  63. Wright, T. A.,Bonett, D. G.(2002).The moderating effects of employee tenure on the relation between organizational commitment and job performance: A meta-analysis.Journal of Applied Psychology,87,1183-1190.
  64. Youndt, M. A.,Snell, S. A. Jr.,Dean, J. W.,Lepak, D. P.(1996).Human resource management, manufacturing strategy, and firm performance.Academy of Management Journal,39,836-866.
被引用次数
  1. 黃敏萍、高鳳霞(2014)。價值契合觀點之魅力領導理論：中介歷程與多層次分析。中華心理學刊，56(2)，215-235。
  2. 廖良文、黃同圳(2009)。高績效工作系統與人事專業員工作績效關連性之研究—組織創新之跨層次中介效果。人力資源管理學報，9(4)，17-42。
  3. 廖良文、林文政(2011)。高績效工作系統於轉換型領導與員工工作績效間之角色－跨層級調節效果之觀點。東吳經濟商學學報，73，29-66。
  4. 闕昌玉,陳殷哲,王佑欣(2023)。轉換型領導之統合分析研究。中原企管評論，21(2)，54-75。
print cancel