英文補習班在台灣是不斷成長的產業，過往人力資源管理這塊並不常被提及，是在補教業中，老師往往只在有課堂時到班，班主任變更難實施相關策略，所以在過往人力資源管理這塊，並不被重視且鮮少實行於勞雇關係中；但在日新月異的職場環境中，員工意識提高，許多人開始針對此方面的顯現需求。
本研究通過社會交換理論探討了人力資源實踐與三項員工的正向回饋 （運用所長, 工作滿意度和工作表現） 之間的關係。本研究透過 Google 線上表單收集了 139 份有效問卷並採用量化方法分析數據。在分析了139個有效回覆後，結果顯示人力資源實踐對力量使用及工作表現沒有直接影響，但與工作滿意度有正向關係。然而，當信任作為中介變項時，人力資源實踐與三個正向員工表現之間呈正相關。此研究可能有助於在一些亞洲英語補習班的主任（主管）和教師。建議雙方在應用人力資源實踐之前先互相建立彼此間的信任，進而更有效地合作。

This study explores the relations between HPWS and three employees’ positive outcomes (strength use, job satisfaction, and job performance) based upon the social exchange theory. This study collected 139 valid responses through Google online forms and quantitative approach was employed to analyse the data. After analysing 139 valid responses, the results revealed there was no direct effect of HPWS towards strength use and job performance but having a positive relationship with job satisfaction. However, as trust played a linking role, there were positive relations among HPWS and three employee positive outcomes. The study could be useful for both managing directors and teachers in English Buxiban in some Asian countries, which can be useful for both parties to work more effectively by establishing trust before applying HPWS.

THESIS AUTHORIZATION LETTER……………………………..……...……..…. I
中文摘要 .....................................................................................................................ii
ABSTRACT .................................................................................................................iii
TABLE OF CONTENT..............................................................................iv
CHAPTER 1. INTRODUCTION ...............................................................1
1.1 Research Motivation……………………………………………………..1
1.2 Research Background……………………………………………………2
CHAPTER 2. LITERATURE REVIEW AND HYPOTHESES DEVELOPMENT..7
2.1 The Nature of HRM……………………………………………………..7
2.2 Strategic Human Resource Management……………………………8
2.3 The Attribute of HPWS…………………………………………………. ..9
2.4 The Synergetic Effect of Bundled HR Practices………………………11
2.5 Social Exchange Theory in HPWS …………………………..………….11
2.6 Relationships Between HPWS and Employee Positive Outcomes…..13
CHAPTER 3. METHODOLOGY......................................................20
3.1 Sample and Data Collection……………..…………………………… 20
3.2 Measures…………………………………………..…………………….20
3.3 Common method variance ………………………..………………....22
3.4 Analytical Approach……………………………………………………22
CHAPTER 4. RESULTS……………………………………………………… 24
4.1 Descriptive statistics……………………………………………………… 24
CHAPTER 5. CONCLUSIONS ANS DISCUSSIONS………………….……….32
5.1 General contribution …………………………………………….……….33
5.2 Theoretical contributions ……………………………………..……….34
5.3 Practical Implications………………………………………………34
5.4 Limitation and suggestions for future research………….……………..36

REFERENCE……………………………………………………..……………….36
APPENDIX: QUESTIONNAIRE …………………………………………….41

List of Figures and Tables
Figure 1 Research model………………………………………………………...5
Figure 2 Research Process………………..………………………………….….6
Table 1 Means, Standard Deviations, and Correlations of the Variable……...26
Table 2 Hierarchical Regression Analysis for HR Practices to Mediator (Trust)27
Table 3 Hierarchical Regression Analysis for Mediator (Trust) to Three Dependent
Variables ………………………………………………………………….28
Table 4 Hierarchical Regression Analysis for Mediating Effect …………………..29
Table 5 Direct and Indirect Effect by PROCESS Analysis………..…..……..31

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