组织内部劳动市场对知识学习成效的因果关系—内部移转意愿的中介效果.pdfVIP

人力資源管理學報 2005 秋季號 第五卷第三期 PP 091-106 組織內部勞動市場對知識學習成效的因果關係 ─內部移轉意願的中介效果 The Causal Effects of Organizational Internal Labor Market on Knowledge Learning Effectiveness: The Mediating Effect of Willingness to Internal Transfer 趙必孝* 張文菁** 王喻平*** Bih-shiaw Jaw Wen-ching Chang Yu-ping Christina Wan 94 年 1 月 10 日收稿，94 年 1 月 25 日、94 年 8 月 11 日修改，94 年 8 月 15 日接受刊登 摘要 不同於從內部或是社會公平觀點來探討內部勞動市場議題的研究，本研究專注於由 員工的組織特定與職務特定之知識學習成效觀點所建立的內部勞動市場模型。本研究以 三個關鍵要素：組織長期認同，工作循序晉升，工作相關訓練，深入探究知識學習成效 的決定因素。 本研究更以員工的內部移轉意願作為中介變數，針對台灣五家主要的汽車製造企業 進行問卷調查。研究的統計結果顯示組織長期認同與知識學習成效之間的正向關係，以 及工作循序晉升與組織長期認 同兩者透過內部移轉意願對知識學習成效所造成的間接 正向影響效果。 關鍵字：組織長期認同，工作循序晉升，工作相關訓練，知識學習成效，內部移轉意願 ABSTRACT While most of the research work addressed the internal labor market (ILM) issues from the aspect of internal and social equity point of view, our current research is however aimed to present the ILM model from the angle of knowledge learning effects arise from the employees’ firm-specific and job-specific skills. We took one step further to explore the determinants of knowledge learning effects within the organizational ILM using three main criterion comprise of (1) job-related trainings, (2) advancement via sequence of jobs, and (3) long-term attachment to organization. With a survey tackling the willingness to internal transfer among employees as our mediator, questionnaires were disseminated among the top five automobile manufacturers selected in Taiwan. Our statistical results demonstrate a positive direct effect of long-term attachment link to knowledge learning effects, and two indirect positive effec