Title page for etd-0125115-105926


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URN etd-0125115-105926
Author Mei-Hui Hong
Author's Email Address anne.hung@adgroup.com.tw
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Department Human Resource Management
Year 2014
Semester 2
Degree Master
Type of Document
Language zh-TW.Big5 Chinese
Title The Effects of Human Resource Manager Roles on Organizational Performance and Turnover : The Mediating Effect of High–Performance Human Resource Practices
Date of Defense 2015-02-09
Page Count 45
Keyword
  • Turnover rate
  • High performance human resource practice
  • Organizational performance
  • Human resource manager role
  • Abstract To align with constantly changing external environment, human resource managers not only effectively exercise human resource practices, but also increase efficiency of human resource services. They also play bridging roles and design appropriate human resource practices to assist enterprises to achieve strategic goals. Thus, whether the roles of human resource manager influence organizational performance is very critical issue for companies to consolidate competitive advantages. Therefore, this research investigates influences of multiple roles of human resource manager on organizational performance and turnover rate. High performance human resource practice (HPHRP) is included as the mediator to investigate whether human resource managers’ roles influence organizational performance and turnover rate by implementing HPHRP.
    The survey in this research collected survey data from human resource managers from 100 companies to test our hypotheses by conducting hierarchical regression analysis. The result of this research has found: firstly, human resource managers’ change agent and employee champion roles have positive effects on organizational performance. In addition, when human resource managers acts as employee champion, they would implement high performance human resource practice (HPHRP)to improve organizational performance. Third, strategic partner role lowers organizational turnover rate whereas administrative expert role increases the turnover rate. Finally, when human resource manager acts as strategic partner, they also intend to implement high performance human resource practice (HPHRP)to reduce turnover rate. According to the research result, this study also discussed managerial implications.
    Advisory Committee
  • Shyh-jer Chen - chair
  • Chiung-Wen Tsao - co-chair
  • Nai-wen Chi - advisor
  • Files
  • etd-0125115-105926.pdf
  • Indicate in-campus at 99 year and off-campus access at 99 year.
    Date of Submission 2015-02-25

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