The Influence of HRD Practice and Employees' Preference Fit on Organizational Commitment.

• Main Authors: Yu-Hsiang Lin, 林煜翔
• Other Authors: none
• Format: Others
• Language: zh-TW
• Published: 2007
• Online Access: http://ndltd.ncl.edu.tw/handle/sw423v

碩士 === 國立臺灣科技大學 === 企業管理系 === 95 === The purpose of this study focus on the company offering the resources of HRD, employees’ preference of the resources of HRD, and the influence of organizational commitment by difference between the offering and preference in HRD. HRD includes the main elements of the following composition: Needs analysis, planning and implementation, and evaluate effectiveness. The main elements of organizational commitment included: Value commitment, effort commitment, and retention commitment. The objective of this study is employees who got the education and training from the company in last year. A total of 197 completed questionnaires were returned. Results of statistical analyses provided conclusions as following: 1. The company offers resources in HRD which correlate positively to organizational commitment. It means that when the company offers more resources of HRD, employees’ organizational commitment will be high. 2. Employees preferring for the resources of HRD correlate positively to organizational commitment. It means that when employees have more needs of the resources in HRD, employees’ organizational commitment will be high. 3. The fit of resources in HRD correlate positively to organizational commitment. It means that when resources of HRD have more degree of fits, employees’ organizational commitment will be high. Comprehensive above-mentioned conclusions, this study advises the company to put into the offering of HRD actively, pay attention to employee's preference in HRD, and let the fit resources of HRD as weighing the index .