隨著國際化浪潮席捲而來，產業環境瞬息萬變，知識經濟主導著未來致勝關鍵，人才資本被視為組織最重要的核心競爭力。然而，良禽擇木而居，當企業汲汲營營尋覓良才之際，應建置完善的人力資源管理措施，藉由人資價值鏈的運作，提升工作滿意度與工作績效，進而強化組織認同感與留任意願，以創造勞資雙贏局面，達成企業永續經營的發展目標。

本研究針對臺灣全產業工作者為研究對象，探討現行人力資源管理措施對工作績效與組織承諾的影響機制，並納入工作滿意度為中介變項，檢驗是否產生中介效應。共計發放236份問卷，刪除無效問卷之後，有效問卷為202份，將資料以因素、信度分析後，採用迴歸分析法進行研究假設之實證。研究發現：(1)人力資源管理措施構面中，除培訓規劃之外，招募甄選、考核升遷及薪酬福利對於工作滿意度，均具有正向影響。(2)人力資源管理措施未對工作績效產生正向影響。(3)工作滿意度對工作績效具有正向影響。(4)人力資源管理措施構面中，除培訓規劃之外，招募甄選、考核升遷及薪酬福利對於組織承諾具有正向影響。(5)工作滿意度對組織承諾具有正向影響。(6)工作滿意度對人力資源管理措施與工作績效之關係產生中介作用。(7)工作滿意度對人力資源管理措施與組織承諾之關係產生中介作用。

本研究結合國內外學術理論，並依據實證結果，提出實務與未來研究建議，亦希望此份研究得提供企業做為未來人資發展與策略擬定之參考。

This study aims to explore the impact of human resource management, on job performance and commitments, with job satisfaction as the mediating variable, using Taiwan’s general worker as the research subjects. Survey method and statistical analysis were applied to verify the research hypotheses.

The empirical results indicate, the established research variables have an inseparable relationship in today’s business environment. Academic research published from both local and foreign study show the necessity of implementing human resource management. This research aimed to provide recommendations to business owners and managers, to ensure sustainable business operation, in today’s highly competitive business environment.

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