The relationships between organizational trust, organizational identification, and human resource pe
廖鴻儒、盧建中
E-mail: 345467@mail.dyu.edu.tw
ABSTRACT
This study was focused on organizational trust, trust identification and human resource performance as well as using the social exchange theory to explan those relationships. In today's business environment, enterprises realize that they need to maintain competitive advantage, successfully achieve organizational goals, and maximize the company's profits by enhancing the company's human resource performance. The improvement of human resource performance can be attained through the recognition of organizational identification and trust. In addition, social exchange theory can perfectly explain those relationships.In organizational research, many study related to performance consider the concept of trust a core construct to explore the association between trust and performance. Employee's trust in the organization can their productivity and the compant's competitive advantage. Employee's trust in organization will generate their member identification which has a profound effect on the performance of human resource.
The interactions among those constructs in this study exist more or less exchange relations, and the social exchange theory plays a role to explain these phenomena. This study aims to understand the relationships between organizational trust, organizational identification, and human resource performance as well as the mediating effect of organizational identification. In this study, a questionnaire survey method was used to collect data from the population of 2240 domestic companies. A total of 214 individual samples were obtained for data analysis in this study. The results showed that trust in the organization has a significant impact on human resource performance; organizational trust has a positive impact on organizational identification; organizational
identification has a significant impact on human resource performance; organizational identification mediates the relationship between organizational trust and human resource performance. This study provides important implications for the academics and the businesses. In addition, recommendations for future research and limitations of this study are discussed in this study.
Keywords : Organizational trust、Organizational identification、Human resource performance、Social exchange theory Table of Contents
內 容 目 錄 中文摘要 ．．．．．．．．．．．．．．．．．．．． iii 英文摘要 ．．．．．．．．．．．．．．．．．．
．．． iv 誌謝辭 ．．．．．．．．．．．．．．．．．．．．． vi 內容目錄 ．．．．．．．．．．．．．．．．．．．
． vii 圖目錄 ．． ．．．．．．．．．．．．．．．．．．． ix 表目錄 ．．．．．．．．．．．．．．．．．．．．． x 第一章 緒論 ．．．．．．．．．．．．．．． 1 第一節 研究動機 ．．．．．．．．．． 1 第二節 研究目的 ．．．．．
．．．． 3 第二章 文獻探討 ．．．．．．．．．．．．．．． 4 第一節 組織信任 ．．．．．．．．．． 4 第二節 組織認 同 ．．．．．．．．．．11 第三節 人力資源績效 ．．．．．．．．17 第四節 社會交換理論 ．．．．．．．．20 第五節 組織信任、組織認同與人力資源績效之關 係探討．．．．．．．．．．．．．．． 25 第六節 組織認同之中介效果．．．
．．． 27 第三章 研究方法 ．．．．．．．．．．．．．． 29 第一節 研究架構 ．．．．．．．．．．29 第二節 操作性 定義及衡量方法 ．．．．．30 第三節 研究對象與抽樣方法 ．．．．． 33 第四節 資料分析方法 ．．．．．．．．．．．
．． 34 第四章 實證研究分析與結果 ．．．．．．．．．．．42 第一節 研究樣本與結構分析 ．．．．．．．．．． 42 第 二節 信、效度分析 ．．．．．．．．．．．． 45 第三節 研究變項之相關分析．．．．．．．．．．． 49 第四節 研究假 設分析與檢定 ．．．．．．．．．． 51 第五章 結論與建議 ．．．．．．．．．．．．．．． 64 第一節 研究結論 ．．．
．．．．．．．．．．．． 64 第二節 理論與管理實務上之貢獻．．．．．．．．． 66 第三節 研究限制 ．．．．．．．
．．．．．．．． 67 第四節 研究建議 ．．．．．．．．．．．．．．． 68 參考文獻 ．．．．．．．．．．．．．．．
．．．．． 69 附錄一 預試問卷 ．．．．．．．．．．．．．．． 88 附錄二 正試問卷 ．．．．．．．．．．．．．．．
94 圖 目 錄 圖3-1 研究架構 ．．．．．．．．．．．．．．． 29 表 目 錄 表 2-1 信任之定義 ．．．．．．．．．．．．．
．． 6 表 2-2 組織信任之定義 ．．．．．．．．．．．．． 10 表 2-3 組織認同之定義 ．．．．．．．．．．．．． 12 表 3-1 組織信任之項目分析 ．．．．．．．．．． 34 表 3-2 組織認同之項目分析 ．．．．．．．．．．． 35 表 3-3 人力資 源績效之項目分析 ．．．．．．．．． 37 表 3-4 組織信任之變項信度分析表 ．．．．．．．． 38 表 3-5 組織認同之題項 信度分析表 ．．．．．．．． 39 表 3-6 人力資源績效之題項信度分析表 ．．．．．． 40 表 4-1 問卷發放與回收狀況表
．．．．．．．．．． 42 表 4-2 樣本特性分析表 ．．．．．．．．．．．．． 43 表 4-3 組織信任之探索性因素分析．．
．．．．．．．46 表 4-4 組織認同之探索因素性分析．．．．．．．．．47 表 4-5 人力資源績效之探索性因素分析．．．
．．．．49 表 4-6 研究變項之相關分析 ．．．．．．．．．．．50 表 4-7 組織信任之組織成員之生產力迴歸分析 ．．
．51 表 4-8 組織信任與組織成員之士氣迴歸分析 ．．．．52 表 4-9 個人的缺勤率與組織信任之迴歸分析．．．．．53 表 4-10 組織信任與離職傾向之迴歸分析．．．．．． 54 表 4-11 組織信任與組織認同之迴歸分析．．．．．．．55 表 4-12 組織認同對個人生產力之迴歸分析．．．．．．56 表 4-13 組織認同對個人士氣之迴歸分析．．．．．．．57 表 4-14 組織 認同對個人缺勤率之迴歸分析．．．．．．58 表 4-15 組織認同對離職傾向之迴歸分析 ．．．．．．59 表 4-16組織認同在 組織信任與組織成員生產力之中介效 果 ．．．．．．．．．．．．．．．．．．．．60 表 4-17組織認同在組織信任與組 織成員士氣之中介效果 61 表 4-18組織認同在組織信任與個人缺勤率之中介效果 62 表 4-19組織認同在組織信任與離職傾向 中介效果．．． 63 表 5-1 研究假設驗證結果彙整表 ．．．．．．．．．64
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