| Summary: | 碩士 === 國立臺灣師範大學 === 科技應用與人力資源發展學系人力資源碩士在職進修專班 === 101 === The creation of profit in the business activities can promote corporation’s competitive power and sustain development and employee performance of is an integral part of the enterprise to create a superior profit. There is a strong correlation between employee engagement and financial performance of a corporation. If enterprises improve the key dedicated driving force of employee engagement, employee performance will be better and achieve the purpose of business growth. The development of state-run enterprise has its unique historical background and significance. The state-run enterprises unchanged to seek national well-being, but the state-owned enterprises have to face the reform to the pursuit of excellence in business performance. The state-owned enterprises’ employees work stability, but how an appropriate combination with organizational performance in the reform is very important. From recruiting high engagement employees to developing their talent to create incentives work environment, the employees can devote more efforts for the company to reach high performance goals.
This study aims to examine the correlation among positive psychological capital, work value, work stressors,perceived external prestige and engagement. Perceived external prestige is the moderator variable to analyze the effects among positive psychological capital, work value, work stressors and engagement. The object of this study is Taiwan Power Company employees. The empirical data are collected by people. The total of the valid samples are 575.
The results showed: (1)Positive psychological capital has a positive impact on engagement. (2)Work value has a positive impact on engagement. (3)Challenge stressors has a positive impact on engagement. (4)Hindrance stressors has no negtive impact on engagement. (5)Perceived external prestige has no moderating effects on positive psychological capital influencing engagement. (6)Perceived external prestige has moderating effects on work value influencing engagement. (7)Perceived external prestige has no moderating effects on challenge stressors influencing engagement. (8)Perceived external prestige has no moderating effects on hindrance stressors influencing engagement.We hope the research results provide managers and human resource personnel of state-owned enterprises and other industries as references for the process of recruiting new employees and business management development. Through intensify employee’s positive psychological capital,work value, perceptions of challenge stressors and perceived external prestige , it will promote employee engagement to achieve the purpose of business growth.
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