Perceived human resource management practices, employee perceived fairness,job embeddednes

• Main Authors: CHANG,HSIU-MING, 張修銘
• Other Authors: 李俊賢
• Format: Others
• Language: zh-TW
• Published: 2018
• Online Access: http://ndltd.ncl.edu.tw/handle/44nnh2

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.