查詢結果分析
來源資料
頁籤選單縮合
題名 | 大陸直接員工職能與工作績效之研究--以臺商監視器零件產業為例=A Study on the Competence and Job Performance of the Mainland China Direct Employees--In Case of Taiwanese Enterprises of Component Parts of Monitors |
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作者 | 蔡明春; 鄭青展; 李日興; | 書刊名 | 文大商管學報 |
卷期 | 10:1 民94.06 |
頁次 | 頁53-73 |
分類號 | 494.3 |
關鍵詞 | 大陸直接員工; 職能; 工作績效; Mainland China direct employees; Competency; Job performance; |
語文 | 中文(Chinese) |
中文摘要 | 由於台商赴大陸發展已成趨勢,而在台商之經營管理上,主要以製造業為主,而製造業在大陸之主要人力需求即為公司之直接人員,因此本研究便以台商製造業之大陸直接員工為研究對象,來探討不同屬性與招募方式員工於職能與工作績效之差異性。在研究設計中,本研究先彙整相關文獻,建立衡量直接員工之職能量表,作為本研究之研究基礎,然後再以兩階段方式進行問卷調查,第一階段問卷乃為蒐集專家之意見,以正式確定符合直接員工之職能需求量表。在確定職能量表後,接著以此量表進行第二階段問卷,以此評量直接人員之各項職能特質。而本研究於職能量表的建立藉由取得36份之有效專家問卷,確立正式之員工職能量表,共分為工作態度、人際關係及專業知識與技能三項主構面。接著進一步取得有效員工問卷958份進行分析。分析結果得知大陸直接員工於人際關係的表現較佳,其次為工作態度,最後則為專業知識與技能。而其婚姻、單位資歷與地區的不同,在整體職能與工作績效上的表現均存在有顯著性的差異;而不同招募管道所取得的員工僅於工作績效上有明顯差異,在職能表現上並沒有顯著性之差異存在。最後,大陸直接員工在各職能之表現與工作績效均有相關性,其中以工作態度與工作績效之關係最為密切。 |
英文摘要 | It seems an irreversible trend for Taiwanese businessmen to expand their business in Mainland China. Averagely speaking, their investment focuses on manufacturing enterprises, and their main human resource is direct employees. Thus, The subjects of this research are the direct employees of different attributes and hiring ways. Their competence and job performance will be discretely and comparatively researched. First, the related documents are sorted out to design a measuring list as the foundation of this study. And we will undergo a two-level questionnaire investigation. In the beginning, we collect experts' criticism to formally forge this measuring list with which in the second level we evaluate the various features of competence of direct employees. 36 effective questionnaires for the experts' opinion correct and endorse the measuring list consisting of three major aspects-working attitude, human relation, and professional knowledge and skill. Moreover, we analyze 958 effective questionnaires for the direct employees. It is revealed that the grading of the three aspects from best to worst is in the sequence of human relation, working attitude and professional knowledge and skill. In addition, the differences in marriage, experiences, and areas distinctively affect their competence and job performances. However, the various hiring ways indeed make an apparent influence on job performance, while they are hardly associated with competence. In conclusion, three major aspects of the measuring list really has something to do with job performance, which is most intimately related to working attitude. |
本系統之摘要資訊系依該期刊論文摘要之資訊為主。