人力资源管理学报.pdfVIP

人力資源管理學報 2007 秋季號 第七卷第三期 PP 001- 024 人力資源領先指標對研發人員敬業貢獻之影響： 中介模式的測試 The Impact of Human Resource Leading Indicators on RD Engineer’s Engagement: Test of a Mediation Model 張火燦* 劉淑寧** Huo-tasn Chang Shu-ning Liou 2007/03/14 收稿，2007/06/30 修改，2007/08/19 接受刊登 摘要 本研究驗證人力資源領先指標對員工敬業貢獻的影響歷程，特別是心理契約與專業 承諾所扮演的中介角色。以問卷調查法對高科技研發人員進行研究，採結構方程模式進 行分析；結果發現，交易型與關係型契約為人力資源領先指標對員工敬業貢獻影響的完 全中介變項，因人力資源領先指標對三種專業承諾皆無直接顯著影響，故專業承諾在人 力資源領先指標對員工敬業貢獻的影響上未扮演顯著的中介角色，但情感性與規範性承 諾對員工敬業貢獻則有顯著的正向影響；從整體結構中介模式得知，人力資源領先指標 並不會直接正向影響員工敬業貢獻，需透過心理契約的中介機制。結果凸顯建立正向心 理契約及發展情感性、規範性專業承諾在員工敬業貢獻議題上之重要性。 關鍵詞：人力資源領先指標、心理契約 、專業承諾、員工敬業貢獻 ABSTRACT The objective of this research was to explore the impact of human resource leading indicators on employee’s engagement, especially the mediating roles of psychological contract and professional commitment. The study, based on the questionnaire survey from the RD engineers of high tech companies, used SEM to examine the model. The results indicated that 1. transactional contract and relational contract completely mediated the relationship between human resource leading indicators and employee’s engagement, 2. professional commitment didn’t mediate the relationship between human resource leading indicators and employee’s engagement, because human resource leading indicators had non-significant effects on affective, continuance, and normative commitment, 3. affective commitment and normative commitment had direct positive effects on employee’s engagement. The research results indicated the importance