知覺組織支持對人力資源管理系統、員工知識分享與組織創新干擾效果之研究──以國際觀光旅館為例

THE MODERATING ROLE OF PERCEIVED ORGANIZATIONAL SUPPORT IN THE RELATIONSHIPS AMONG HUMAN RESOURCE MANAGEMENT SYSTEM, EMPLOYEES' KNOWLEDGE SHARING AND ORGANIZATIONAL INNOVATION IN INTERNATIONAL TOURIST HOTELS

本研究以台灣地區國際觀光旅館為研究對象，探討人力資源管理系統、知識分享與組織創新間之關係，並探討知覺組織支持是否會對人力資源管理系統與知識分享及知識分享與組織創新之關係產生干擾效果。採便利抽樣方式進行問卷調查，受測對象為工作滿一年以上之員工。總計發出問卷550份，回收有效問卷443份。研究結果顯示：人力資源管理系統及子構面績效評估、訓練發展做的越好，則員工知識分享會越高；人力資源管理系統及子構面薪酬福利、績效評估、訓練發展做的越好，則組織的創新也會越高；研究也發現員工知覺較高的組織支持時，人力資源管理系統及子構面薪酬福利、訓練發展與知識分享之間的關係將越強。實證結果期能提供旅館人資部門作為管理員工之參考依據。

This research aimed to explore the relationships among international tourist hotel human resource management system, knowledge sharing, and organizational innovation in Taiwan. The moderating effect of perceived organizational support on the relationship between human resource management system and knowledge sharing as well as knowledge sharing and organizational innovation were also examined. Questionnaire surveys with convenience sampling were applied for data collection. Approximately 550 employees who had worked in current hotels more than one year were invited to participate in the study. In total, 443 valid sample was collected for data analysis, resulting a response rate of 80.54%. The results showed that (1) the human resource management system and its sub-dimensions performance appraisal and training development had significantly positive influences on knowledge sharing; (2) the human resource management system and its sub-dimensions, compensation and benefits, performance appraisal and training development, were also significantly and positively related to organizational innovation; (3) employees who perceived stronger organizational support will accelerate the relationships between human resource management system (i.e. compensation and benefits and training development) and knowledge sharing. This empirical result is expected to provide the hotel 's human resources department as a reference for managing employees in the future.