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題 名 | 人力資源對組織績效之評價關鍵性研究--以餐飲業為例=The Research for Human Resources on Organizational Performance Evaluation: Using Catering Industry as an Example |
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作 者 | 李幸鎧; | 書刊名 | 遠東學報 |
卷 期 | 30:2 2013.08[民102.08] |
頁 次 | 頁141-153 |
分類號 | 494.3 |
關鍵詞 | 層級分析法; 組織績效; 組織公平; 組織承諾; 工作態度; AHP; Organizational performance; Organizational justice; Organizational commitment; Work attitude; |
語 文 | 中文(Chinese) |
中文摘要 | 本研究主要目的以餐飲業為例,探討由人力資源對組織績效之評價關鍵性研究,共有三個主要構面,分別為組織公平、組織承諾以及工作態度,並利用利用層級分析法分析權重,可得知全體受訪者以組織公平最被重視,說明員工並非依照報酬的絕對價值或管理者認同的價值來決定公平性,而完全依賴個人知覺之價值來決定企業分配公平與否。而在組織公平因子中,分配公平權重佔了0.446比起程序公平0.343以及互動公平0.211為重,代表著個體感覺受到分配不均時,便會企圖改變,以達成實際上公平,或者改變其平衡的知覺,以達成心理公平。而以組織承諾因子中,以規範承諾權重為0.509大於情感承諾0.382以及持續承諾0.109,代表著在三個因子中以規範承諾最被重視,因此企業對於員工任何之承諾均以標準規範為主。而以工作態度因子中,工作滿足權重為0.7與工作投入0.3相比,可以明顯得知工作滿足遠比工作投入來的重要。工作滿足的感受是主觀的、概略性對於工作的整體評價與感受。本研究之目的希望透過人力資源主管了解對於組織績效之評價關鍵性之研究,應用AHP方法探討各個要素之間的權重與重要性,並提供研究成果供餐飲業參考。 |
英文摘要 | The main purpose of this study is to show an evaluation critical study by discussing organizational performance from human resource in the case of catering industry. There are three perspectives in total: organizational justice, organizational commitment and working attitude. Analytic Hierarchy Process is also adopted to analyze the weight so that we know organizational justice is mostly valued. It indicates that an employee’s justice is neither decided by absolute value from payment nor decided by the value agreed by the management, but it totally relies on how an individual is conscious of his value and it decides if the justice is equally distributed by an enterprise. In the factors of organizational justice, the weight of distribution justice is 0.446 of the total. It is heavier compared to 0.343 of procedural justice and 0.211 of interactional justice, representing a sort of change in order to fulfill a real justice when an individual feels an uneven distribution, or representing that it changes a balanced perception in order to fulfill a psychological justice. In the factors of organizational commitment, the weight of normative commitment is 0.59, larger than 0.382 of affective commitment and 0.109 of continuance commitment. These three factors represent that normative commitment is mostly valued. Therefore, any commitment to the employees given by an enterprise is based on the standards. Furthermore, in the factors of working attitude, the weight of working satisfaction is 0.7 while the weight of job involvement is 0.3, which clearly implies that working satisfaction is much more important than job involvement. For the whole evaluation and feeling about job, the perception of working satisfaction is subjective and general. The purpose of this study is to understand organizational performance from an evaluation critical study through human department manager. Besides, the method of AHP is applied to discuss the weight and importance among each factor so that catering industry can use the result of the study as their references. |
本系統中英文摘要資訊取自各篇刊載內容。