公寓大廈事務管理人員個人與組織績效分歧之探討：人力資源管理、交易成本與心理契約的整合視角

An Exploration of the Divergence in Individual and Organizational Performance of Condominium Affairs Managers: An Integrated Perspective of Human Resource Management, Transaction Costs, and Psychological Contracts

本研究從交易成本與心理契約整合觀點，探討人力資源管理活動（HRM）對台灣公寓大廈管理人員個人與組織績效的差異影響。以六都管理人員為研究對象，採PLS-SEM分析。主要發現：物業公司高涉入的管理模式，HRM強度較高；HRM能顯著降低員工個人勞動力與交易成本，並提升關係型與交易型心理契約。個人勞動力成本增加，會降低關係型契約及組織績效，但提升個人績效感知；個人交易成本增加則降低兩種心理契約。關係型與交易型心理契約均正向影響個人與組織績效。個人勞動力成本、交易成本及心理契約在HRM與績效間扮演關鍵中介角色。值得注意的是，本研究的核心發現之一，是個人績效對組織績效的直接影響並不顯著，此結果深刻地揭示了公寓大廈管理此一特殊脈絡下，個人與組織績效可能存在的「分歧」現象。本研究彌補此領域文獻缺口，結果顯示HRM主要透過降成本、強化心理契約來間接提升雙績效。

This study investigates the differential impacts of Human Resource Management (HRM) activities on the individual and organizational performance of condominium affairs managers in Taiwan, from an integrated perspective of transaction cost and psychological contract theories. Employing PLS-SEM analysis on data from managers in Taiwan’s six special municipalities, key findings are: First, management modes with higher property management company involvement exhibit stronger HRM activities. Second, HRM significantly reduces employees’personal labor and transaction costs while enhancing both relational and transactional psychological contracts. Third, increased personal labor costs decrease relational psychological contracts and organizational performance but unexpectedly enhance perceived individual performance; increased personal transaction costs reduce both psychological contract types. Both relational and transactional psychological contracts positively influence individual and organizational performance. Fourth, personal labor costs, transaction costs, and psychological contracts play crucial mediating roles between HRM and performance. Notably, the direct impact of individual performance on organizational performance was non-significant. This finding is central to this study, highlighting the potential for a“divergence”between individual and organizational performance within the unique context of condominium management. This study fills a literature gap in this domain, with results indicating that HRM primarily enhances both performance types indirectly by reducing costs and strengthening contracts.