警政人力資源管理社會責任實踐之重要性

The Importance of Social Responsibility Practice in Police Human Resources Management

在全球政治、經濟與環境不確定的二十一世紀，運用人力資源管理(人力資源管理)善盡組織社會責任是至關重要。本文運用社會交換理論和社會認同理論來探索警政人員的社會責任人力資源管理、組織回應知覺、組織認同和工作績效之間的相關性。本文還進一步將組織認同當作警政人力資源部門的社會責任實踐及員警面臨職場危機的支持回應與其個人工作績效間的中介變數，希冀對於社會責任人力資源管理領域文獻有所補充與貢獻。本文使用SmartPLS軟體的偏最小平方結構方程模型(PLS-SEM)分析240名有效受訪者數據，發現社會責任促進的人力資源管理構念對警察人員的組織認同和工作績效產生正向顯著影響。其次，本研究亦發現，組織認同不僅是個人工作績效的重要直接影響因素，也是組織回應知覺與員警工作績效間的中介變項。本研究闡明了具有社會責任導向的人力資源管理和組織對危機的回應能力在促進員工工作績效方面扮演關鍵角色。

In the uncertain twenty-first century, it is crucial to utilize Human Resource Management (HRM) to fulfill organizational social responsibilities. This study employs Social Exchange Theory and Social Identity Theory to explore the relationship among socially responsible HRM, organizational response to a crisis, organizational identification, and job performance. Furthermore, we consider organizational identification as a mediating variable between socially responsible HRM and job performance, aiming to contribute to the literature in the field of Socially Responsible Human Resource Management. Analyzing the data from 240 valid respondents using partial least squares structural equation modeling with SmartPLS software, we found that the perceived general CSR facilitation in HRM positively impacts organizational identification and job performance. Additionally, the study found that organizational identification is not only a significant direct factor influencing job performance but also serves as a mediating variable between organizational response perceptions and police officers' job performance. This research elucidates the critical role of socially responsible HRM practices and organizational crisis response capabilities in promoting employee job performance.