高績效人力資源管理措施對工作績效、離職傾向之影響－－以美髮服務業為例

High Performance HRM Practices Impact on Job Performance, and Turnover Intention: A Study of Hairdressing Organizations

近年來，在國際化、自由化及大陸競爭下，企業為強化競爭優勢，經營思潮紛紛轉向追求卓越與品質提昇，產業升級帶動各行各業對高品質人力的需求，人力資源儼然成為知識經濟時代企業經營的核心。由於美髮服務業的營運績效關鍵在於「人」，本研究欲探討組織的人力資源管理措施適當實施，對於員工的技能水準提升與激勵員工產生貢獻之關聯。本文以美髮產業設計師為研究對象，共298個樣本（分屬102個店家）。經結構方程模式驗證後發現，人力資源管理措施需透過工作技能的中介效果才能有效增進工作績效，而人力資源管理措施對於員工的離職傾向呈顯著的負向影響。因此人力資源管理措施應以提昇員工工作技能為優先考量，加強員工訓練並提供合理的薪資福利措施等，以期促進員工的工作績效與降低離職傾向。

In recent years, under the pressure of globalization, liberalization as well as intense business competition from Mainland China, firms have constantly been seeking to achieve better product/service qualities in all aspects of business in order to strengthen their competitiveness. Industrial and technological upgrades have resulted in an increase of demand for a high quality work force. Consequently, human resources has become a central part of the knowledge economy and business management. In the hairdressing salon industry, human capital is the critical factor that determines a salon’s performance. This study aims to investigate the link between the implementation of HR practices, the improvement of employees’ skills and the employee contribution incentives. A sample of 298 hair stylists was collected from 102 hair salons. Results obtained using the structural equation model indicates that the mediation effect of working skill and HR practices enhance employee job performance, whereas HR practices exert a significant negative influence on employee turnover. The primary focus of HR practices should be on training, improvement of employee skills as well as a reasonable welfare and compensation package for employees. This will help stimulate higher performance and lower the turnover rate.