The Relationships between Human Resource Management Practices and Employee Performance of Taiwan Tourist Hotels: Knowledge Exchange as a Mediator and Self-Efficacy as a Moderator

• Main Authors: Chen Ying Hsiu, 陳盈秀
• Other Authors: Chi-Tung Tsai
• Format: Others
• Language: zh-TW
• Published: 2007
• Online Access: http://ndltd.ncl.edu.tw/handle/67633469934405245809

碩士 === 輔仁大學 === 餐旅管理學系碩士班 === 95 === This study mainly explores the relationships among human resource Management practices, knowledge exchange, employee performance, self-efficacy based on the employees of hotel industries. Besides, the mediating effect of knowledge exchange is also explored in this study. Finally, it wants to investigate the effects of human resource management practices and employee performance are moderated by self-efficacy. Data are collected from the employees of hospitality industries in Taiwan, and 757 of responded questionnaires were fully completed. Results show that human resource management practices affect knowledge exchange, task performance and turnover intent. Human resource management practices and knowledge exchange relates positively to employee performance. Human resource management practices promote that staff to interact activities and trust, future drove the staff’s task performance and reduce turnover intent. Knowledge exchange relates positively to task performance and does not relates positively to turnover intent. Human resource management also have the same outcome. The effect of human resource management practices on task performance are fully mediated by knowledge exchange. But the effect of human resource management practices on turnover intent are not mediated by knowledge exchange .The effects of human resource management practices on task performance and turnover intent are moderated by self-efficacy.