Summary: | 碩士 === 國立高雄師範大學 === 人力與知識管理研究所 === 106 === Abstract
The present study investigates the relationship among perceived human resource
management practices, employees’ perceived fairness, and job embeddedness in a
company using a questionnaire survey method. The questionnaire was distributed
randomly, and a total of 234 valid copies were returned. The investigation data were
analyzed using statistical methods such as descriptive statistics, reliability analysis,
correlation analysis, and regression analysis, and the following conclusions were
drawn: 1) there is a significant relationship between job security and distributive
fairness; 2) there is a significant relationship between performance reviews and
procedural fairness; 3) there is a significant relationship between participative
decision making and procedural fairness; 4) there is a significant relationship between
incentive pay and procedural fairness; 5) there is a significant relationship among
recruitment, perceived fairness, and job embeddedness - links; 6) there is a significant
relationship among internal promotion, perceived fairness, and job embeddedness -
links; 7) there is a significant relationship between procedural fairness and job links -
links; 8) there is a significant relationship among performance reviews, perceived
fairness, and job embeddedness - fit; 9) there is a significant relationship among
procedural fairness, distributive fairness, and job embeddedness - fit; 10) there is a
significant relationship among participative decision making, perceived fairness, and
job embeddedness - sacrifice; and 11) there is a significant relationship between
perceived fairness and job embeddedness - sacrifice.
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