The Relationships among High-Performance HRM Practices, Employee Engagement, Organizational Identification, and Employee Well-being
| Autor: | 陳雅蓮 |
|---|---|
| Rok vydání: | 2014 |
| Druh dokumentu: | 學位論文 ; thesis |
| Popis: | 102 "Well-being", which includes high-positive emotions and overall life satisfaction, is an indispensable driving force to human life, and "work" is one of the factors affecting the well-being. For today's enterprises, it is important to create a healthy and happy work environment to enhance employee well-being, so employees get satisfaction in work and life and are willing to achieve the goal of the organization. However, there are many factors that affect employee well-being, which includes promotion, raise of the salary, working environment improvement and other HRM practices. In addition, previous researches showed that when an employee has high engagement and organizational identification, his/her well-being increases. The focus of this study is to investigate the correlation of the high-performance HRM practices, employee engagement, organizational identification, and employee well-being. Totally 400 questionnaires were sent to employees in Company T, 371 are effective, and the effective ratio of the questionnaires is 92.75%. The results of this study can be used as a reference for Company T in its implementation of HRM practices to enhance employee engagement and organizational identification, and thereby helps to enhance employee well-being and create positive performance for the organization. This study includes the following results: 1. The high-performance HRM practice has positive impact on employee engagement; 2. The high-performance HRM practice has positive impacts on organizational identification; 3. The employee engagement positively influences employee well-being; 4. The organizational identification positively influences employee well-being; 5. The high-performance HRM practice is positively related to employee well-being; 6. The employee engagement shows a small mediation effect on high-performance HRM practices and employee well-being; 7. The organizational identification shows a small mediation effect on high-performance HRM practices and employee well-being. |
| Databáze: | Networked Digital Library of Theses & Dissertations |
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