持續性績效管理對員工留任的影響 —以員工參與及公平感知為序列中介變項

NCUIR > School of Management at National Central University > Executive Master of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/91668

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Title:	持續性績效管理對員工留任的影響 —以員工參與及公平感知為序列中介變項
Authors:	劉芷廷;Liu, Chih-Ting
Contributors:	人力資源管理研究所在職專班
Keywords:	持續性績效管理;員工參與績效管理;知覺績效管理正義;留任意願;Continuous Performance Management;participate the performance management;perception of justice;employee retention
Date:	2023-07-19
Issue Date:	2024-09-19 14:09:13 (UTC+8)
Publisher:	國立中央大學
Abstract:	持續性績效管理(Continuous Performance Management)是人力資源管理的全球新興趨勢，它正在徹底改變績效管理的方式。它將管理轉變為更以員工為中心的流程協助員工發展。它強調主管透過對話(Conversation)、回饋(Feedback)、讚揚(Recognition)與員工間建立相互連結，透過績效管理機制提高員工的自主性，讓員工參與目標制定過程，激發員工的工作動力和創造力，使員工持續產生工作動能，進而達到高績效產出。本研究以持續性績效管理(CPM)執行工具：對話(Conversation)、回饋(Feedback)為研究主題，進而影響「員工的留任意願」。並以「員工參與績效管理程度」和「員工知覺績效管理的正義(justice)程度」為中介變項，進一步了解員工所感受到的CFR程度，是否會影響其留任意願。研究結果發現持續性績效管理對於員工留任意願具有正向影響，而員工參與績效管理的程度、員工績效公平之知覺，具有序列中介效果。 ;Continuous Performance Management (CPM) is a global trend in Human Resource Management, from being a transactional process, CPM has turned performance management into a more human-centered process that aids employees in their development. Continuous performance management emphasizes that supervisors establish mutual connections with employees through Conversation, Feedback, and Recognition, improve employees′ autonomy through performance management mechanisms, allow employees to participate in the goal-setting process, and stimulate employees′ work motivation and creativity, so that employees can continue to generate work momentum, and then achieve high-performance output. This study takes the CPM implementation tools CFR as the research theme and takes "employees′ participation in performance management" and "employees′ perception of justice in performance management" as intermediary variables to further understand whether the degree of CFR perceived by employees will affect their retention. The results of the study found that CPM has a positive impact on employee retention and has a mediation effect on employees′ participation in performance management and employees′ perception of performance fairness.
Appears in Collections:	[Executive Master of Human Resource Management] Electronic Thesis & Dissertation

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