A study on the Relationship between High Performance Work System and Employees working Performance：The Mediating Effect of Organizational Trust
碩士 === 國立高雄應用科技大學 === 人力資源發展系 === 98 === To adjust the swiftly changing and keenly competitive in industrial environment and conventional industries, a human resource has been recognized as a potential source of corporate competitive advange. Nowadays human manager must have the ability to construct...
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| Format: | Others |
| Language: | zh-TW |
| Published: |
2010
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| Online Access: | http://ndltd.ncl.edu.tw/handle/77232612636472971975 |
| Summary: | 碩士 === 國立高雄應用科技大學 === 人力資源發展系 === 98 === To adjust the swiftly changing and keenly competitive in industrial environment and conventional industries, a human resource has been recognized as a potential source of corporate competitive advange. Nowadays human manager must have the ability to construct a HR system not only promoting the employees’ working performance but also inspiring the general organizational performance. By clarifying how high-performance work system to research attempts to provide some efficient references for strategic human resource managers, when structuring the institutional managing system and environment.
The purposes of this study are to plan suitable managerial and employees measures specifically relationship between organization trust and employees working performance in order to improve or maintain a better performance when assisting enterprises with the implementation of high work performance system.
Data were collected from SGS company in Taiwan Kaohsiung branch receives 168 valid questionnaire. Through the work of recording and transforming survey data, correlation and regression analyses were preceded, the results showed the following: (1) high work performance system will have positive impact on employees working performance. (2) Organization trust will have positive impact on employees working performance (3) the more HPWS significantly in organization the more oganization trust from employees; (4) the relationship between HPWS and employees working performance were mediated through organization trust.
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