學號：M9408306 頁：93
論文名稱：企業HRD實施現況與員工偏好之配適度對組織承諾之影響
院所組別：國立台灣科技大學企業管理系碩士班
畢業時間及提要別：九十五學年度第二學期碩士學位論文提要
指導教授：廖文志 博士
研究生：林煜翔

論文內容提要：
本研究之目的，主要是探討企業在人力資源發展的資源提供與員工對人力資源發展的資源偏好程度之差異對組織承諾的影響。其中人力資源發展包含下列組成要素：需求分析、規劃與執行、成效評估；而組織承諾則包括：價值承諾、努力承諾、留職承諾等三個組成要素。
本研究之研究對象，為近一年內接受過公司所辦理之教育訓練與發展活動的員工，共得到有效問卷197份，經由統計分析之後，歸納出以下研究結論：
1.公司在HRD的資源提供確實會對組織承諾產生顯著的正向影響，代表公司在HRD的資源提供越多，則員工之組織承諾會越高。
2.員工對HRD的資源偏好與重視確實會對組織承諾產生顯著的正向影響，代表員工對HRD的資源需求越高，則員工之組織承諾會越高。
3.HRD的資源配適程度確實會對組織承諾產生顯著的正向影響，代表HRD的資源配適度越高，則員工之組織承諾會越高。
綜合上述結論，本研究建議企業應該積極投入人力資源發展的提供、重視員工對於人力資源發展的偏好、將人力資源發展的資源配適度作為衡量指標。

關鍵字：人力資源發展,配適度,教育訓練,組織承諾

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 .

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