績效管理、組織認同與組織學習關係之研究--以國立大學公務人員為例

The Relationships among Parformance Management%2C Organizational Identifioatication and Organizational Learning: An Empirical Study of Public Officers in National University

在全球化趨勢下，高等教育被視為全球經濟市場的一種服務性、企業性的產品或生產性組織，大學經營須重視行政生產力。人力是組織競爭優勢的核心基礎資源，但人力常會因久任而生產力降低，為保持員工工作品質，組織學習已成為各企業體積極塑造的組織文化。公部門近年來在政府積極推動之下，亦推動諸多對應的績效管理以激發公務人員潛能並留住人才，其策略性人力資源管理即建立以績效為導向的制度來「育才」與「留才」。然而潛藏在相關管理策略之下，更重要的是員工的組織認同，經由組織認同提升機關組織學習氛圍。因此，本研究探討績效管理、組織認同及組織學習三項議題。本研究結果發現：(1)績效管理對組織認同具有顯著地正向影響；(2)績效管理對組織學習具有顯著地正向影響；(3)組織認同對組織學習具有顯著地正向影響；(4)組織認同對績效管理與組織學習具有部分中介效果。

For decades， in the field of studying organizational behavior， organizational identification is regarded as a very important issue and even be considered as the basic source of the competition advantage of organizations. This research proves the relationship and measure the fitness of performance management， organizational learning and organizational identification by using Structure Equation Modeling. The 714 formal staff samples are chosen from the national universities in Taiwan. The results suggest performance management has a positive effect on both organizational learning and organizational identification. In addition， organizational identification has positive effect on organizational learning. The mediating effect of organizational identification is also found to be signification between performance management and organizational learning.