高績效人力資源實務、員工工作活力與服務創新行為關係之研究

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Title:	高績效人力資源實務、員工工作活力與服務創新行為關係之研究 An Empirical Research on the Relationships Among High Performance Human Resource Practice, Employees' Thriving at Work and Service Innovation Behavior
Authors:	陳均韶
Contributors:	休閒保健管理系吳建德吳濟民
Keywords:	服務創新行為工作活力高績效人力資源實務台灣旅館產業 Service innovation behavior Thriving at work High performance human resource practice Taiwan’s hotel industry
Date:	2014
Issue Date:	2015-10-26 20:27:40 (UTC+8)
Abstract:	激發員工的創新行為能增加企業之競爭力，有效使用高績效人力資源實務有利於增加員工工作活力以及員工創造力之發揮，本研究採用員工工作活力之作為中介變項，探討休閒旅館業人力資源管?實務如何經由員工工作活力的提昇，而對員工服務創新產生正面助益。研究問卷主要是由休閒旅館內第一線與顧客接觸之員工填答本研究共計發放300份問卷，回收218份，無效問卷為20份，有效率91.7%。分析結果表明，高績效人力資源實務能夠顯著地正向影響員工創新行為，員工工作活力在高績效人力資源實務以及員工創新行為當中扮演了部分中介角色，工作活力也顯著地正向影響員工創新行為。 Employees’ innovative behavior can increase the competitiveness within the organization; the effective use of HPWS can also help to boost the working conditions, work productivity and creativity.In this study, the vitality of the employee work as a mediator variable to explore how human resource management practices can improve the vitality of the work by the employee, and how the employee innovative behavior can benefit the resort hotel industry.In total, 300 questionnaires were distributed among employees with customer facing role working in various resort hotels. Out of all that were distributed, 218 questionnaires were recovered and out of these, 20 were deemed invalid due to the response answered, giving us a 91.7% of valid responses.The result shows that high performance work system can significantly affect employee innovation behavior and employee creativity. There is a clear relation to how HPWS can cause a great factor in innovatively and creativity.
Relation:	網際網路公開：2019-06-30，學年度：102，63頁
Appears in Collections:	[Dept. of Recreation and Health-Care Management] Dissertations and Theses

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