Take service employees of financial industries for example, the purpose of this study is to discuss the effects of human resource systems on service employees¡¦ organizational commitment and role performance. Moreover, the result of this study will be the reference for service industries to make their human resource management policies. The questionnaire survey was adopted for the study. The samples are the front-line service employees of financial industries of Taiwan. There were totally 480 questionnaires were released, and 401 of them are valid samples. Through statistics analysis, the main results of the study are: 1. Except profit sharing, other practices of high performance work system have positively influential effect on value and effort commitment, effort commitment or both of value and effort commitment and effort commitment. Moreover, except profit sharing, other practices of high performance work system have positively influential effect on commitment of service employees. 2. Job descriptions have positively influential effect on in-role behavior. Therefore, Job descriptions could make service employees easy to follow the code of conduct and operation processes. One of this research result is one practice of high performance work system has positively influential effect on in-role behavior. 3. Job descriptions have positively influential effect on OCBI-behaviors that immediately benefit specific individuals and indirectly through this means contribute to the organization. On the other hand, job descriptions could make service employees easy to achieve the requests of organization. Moreover, it could make service employees get positive attitude and free-will to help colleagues. One of this research result is one practice of high performance work system has positively influential effect on organizational citizenship behavior. Based on the above conclusions, this study offers some suggestions as the references for the service industry.

This dissertation presents three article manuscripts investigating contemporary human resource management issues in the United States (US) federal government. Drawing on the behavioral public administration approach, the three articles hypothesize and test theoretical models using data from the US Office of Personnel Management's employee surveys. Chapter 1 introduces the motivation of this dissertation, theoretical backgrounds, and a summary of the three research studies conducted. Chapter 2 presents the first article manuscript, looking at the generational difference issue and its implications for theories and practices. Drawing on generational theories, this study empirically compares affective commitment of federal Millennials and Generation Xers. This study uses time-lag data from the 2011 Federal Employee Viewpoint Survey (FEVS) and the 2004 Federal Human Capital Survey (FHCS). The results show no statistically significant differences between the two generations in terms of their affective commitment levels and how several work experiences influence the two generations' attitude. As such, this study provides evidence to reduce generational stereotypes in the public sector. Chapter 3 draws on conservation of resources theory to address perceptions of workload in the public workplace. Using structural equation modeling method with data from the 2019 FEVS, this study finds that supervisor support can sequentially help enhance coworker support, perceived reasonable workload, and job satisfaction, while tangible job resources moderate the above relationship. This study deepens scholarly understandings and points to appropriate practical strategies to enhance employees' perceptions of reasonable workload and job satisfaction in public workplaces. Chapter 4 looks at the issue of trust in different levels of management and its effects on employees, building on the trickle effects models and job demands-resources model. Analysis of 2019 FEVS data finds that employee trust in senior leaders and direct supervisors are positively related to as well as interact with each other to influence public employees. This research also finds trust in senior leaders and direct supervisors indirectly affects extra-role behavior through psychological well-being, and that workload moderates these effects. Chapter 5 concludes this dissertation with summaries of research findings, theoretical and practical implications, research limitations, and future research directions. The quantitative empirical methods used in this dissertation contribute to a community of inquiry using diverse data and methods. / Doctor of Philosophy / This dissertation investigates issues related to managing people in the US federal government. Chapter 1 introduces the motivation of the study, lays out the theoretical background, and presents a brief summary of the three research studies conducted. Chapter 2 examines whether federal employees belonging to the Millennial generation (those born between 1982 and 1999) differ from those of the Generation X (those born between 1965 and 1981) in their affective commitment and how job experiences influence the attitude of these generations. The findings show no substantial differences between the two generations, providing evidence to reduce generational stereotypes in the public sector. Chapter 3 investigates the ways to help employees feel their workload as more reasonable and enhance their job satisfaction. It found that supervisor support can sequentially help enhance coworker support, perceived reasonable workload, and job satisfaction, while tangible job resources moderate the above relationship. As such, this study suggests appropriate management strategies to enhance employees' perceptions of reasonable workload and job satisfaction in public workplaces. Chapter 4 looks at the issue of trust in different levels of management and its effects on employees. It found that employee trust in senior leaders and direct supervisors can influence as well as enhance the effect of each other on employees. Also, trust in senior leaders and direct supervisors indirectly affects extra-role behavior through psychological well-being. Meanwhile, reasonable workload enhances the effect of trust in senior leaders on employees but decreases the effect of trust in supervisors on employees. Chapter 5 concludes this dissertation with summaries of research findings, the contributions of this dissertation, research limitations, and future research directions.

隨著網路學習模式的發展演進，數位學習模式也逐漸由重視個人自我學習，慢慢轉變成由電腦促成多人合作學習模式，進而產生了網路學習社群的概念。過去網路社群相關研究多以一般商業社群或是社交導向社群為研究範圍，並依據使用者參與動機及透過討論區內容分析互動行為，加以歸納出網路社群角色類型以及不同角色類型對社群經營的影響。而網路學習社群研究則著重於討論互動的歷程，以探討成員行為與角色之間的關係為主，鮮少有研究定義網路學習社群角色類型與行為特徵，並據此促成更有效的網路合作式學習成員組合，提升網路合作式討論歷程。 本研究以過去社交性及網路學習社群之研究為基礎，應用其研究結果於學習社群角色探討，並定義網路學習社群角色類型行為特徵，再依據網路合作式學習應以異質性分組實施之理論基礎，提出基於學習社群角色行為特徵之異質性分組策略，探討不同分組機制下網路學習社群成員進行合作學習之討論歷程差異。本研究採取準實驗法，實驗過程分為隨機分組與立意分組兩階段，每一階段分別實施三週。由教師選定學科領域範圍，小組在限定範圍內發想題目進行討論與合作，並且在wiki共筆平台上完成各組之小組作業。在資料分析層面以數位學習平台討論區紀錄、兩階段團體效能與凝聚力問卷前後測資料進行序列分析量化地分析，並且輔以平台討論紀錄說明分析結果。 實驗結果顯示以社群角色類型行為特徵所發展之異質分組策略可以使小組在合作式學習討論歷程上有所影響，共計三點發現：一、相較於隨機分組策略本研究所提異質性立意分組策略能有效提升小組討論互動程度與討論行為歷程層次，異質性立意分組策略使小組合作歷程跳脫單純的資訊分享行為晉升到尋求解決方法以及歸納與分析之反覆修正的討論行為歷程。二、相較於隨機分組策略本研究所提異質性立意分組策略對於小組知識建構層次有一定程度的提昇之效，第二階段各組在協商意涵與共同建構知識行為上提昇2%，而在驗證與修正已存在的經驗與知識行為上提昇8%，顯示異質性分組策略下小組在驗證與修正已存在的經驗與知識之層次有明顯提昇。三、異質性立意分組策略對於團體效能提昇有所助益，隨著合作歷程的轉變也同時了提昇的小組完成任務之信念。 / As web-based learning, which evolves from self-leaning into cooperative learning, makes a concept of web-based group learning community. Most studies about community focus on commercial community or social community and analyze users’ motives and behaviors through online discussion contents to conclude many types of community role and their impacts on community interactions. In contrast, web-based learning community studies focus on relationships between users’ behaviors and their role behaviors features but researchers seldom take advantage of the relationships result to form a formation strategy and see how it affect the process of group discussion. The purpose of study is to organize and conclude relative community studies to identify students’ role behavior features and make a group formation strategy based on heterogeneous group learning theory. This study was conducted by quasi-experiment. The experiment had two phases: I. Group learning in random arrangement, and II. Group learning in group formation strategy. In each phase, the course teacher announced relative issues and asked each group to figure out a topic as well as write a general report of the topic on wiki platform for three weeks. After experiment, researcher collected questionnaires of group efficiency and group cohesion, discussion contents to analyze. After comparing two phases, the experiment result contained three results: 1. The heterogeneous group formation strategy raised most groups in phase II the solving-problem behavior level and made groups not only share information but also search lot of information to analyze their interested topic. 2. The heterogeneous group formation strategy affected knowledge construction process of group learning. Phase II raised 8% high level knowledge construction behavior-“testing and modification of proposed synthesis or co-construction”. 3. The heterogeneous group formation strategy raised the group efficiency to help group members have faith to fulfill their learning task. Besides, the result indicates that good learning process didn’t have direct impacts on the scores of their group task.

Объектом социально-психологические проблемы организации (на примере АО «УМБР»). Предметом исследования стали: социально-психологический климат, ролевое поведение и адаптация персонала, мотивационная сфера персонала. Магистерская диссертация состоит из введения, двух глав, заключения, списка литературы (68 источников) и приложений, включающих в себя бланки применявшихся методик. Объем магистерской диссертации 94 страницы, на которых размещены 10 таблиц. Во введении раскрывается актуальность проблемы исследования, ставятся цель и задачи исследования, определяются объект и предмет исследования, формулируется гипотеза, указываются методы и эмпирическая база, а также этапы проведения исследования, теоретическая и практическая значимость работы. Первая глава включает в себя обзор литературы по теме социально-психологические проблемы организации. Представлены разделы, посвященные социально-психологическому климату, ролевому поведению и адаптации персонала, мотивационная сфера персонала. Вторая глава посвящена эмпирической части исследования. В ней представлено описание организации и методов проведенного исследования и результатов, полученных по всем использованным методикам: aнкета «какой степени Вы удовлетворены следующими аспектами своей работы?» для сотрудников АО «УМБР» (анкета анонимная); «Социально–психологический климат коллектива» Б.Д. Парыгина; «Роли в команде» P.M. Белбина; «Диагностика личности на мотивацию достижения к успеху и мотивацию к избеганию неудач» Т. Элерса; диагностика «360 градусов». Также в главе представлен корреляционный анализ результатов исследования. Выводы по главе 2 включают в себя основные результаты эмпирического исследования. В заключении в обобщенном виде изложены результаты теоретической и эмпирической частей работы, а также выводы по выдвинутым гипотезам, обоснована практическая значимость исследования и описаны возможные перспективы дальнейшей разработки данной проблематики. / The object of the study is the socio-psychological problems of the organization (on the example of JSC "UMBR"). The subject of the study was: the socio-psychological climate, role behavior and adaptation of personnel, the motivational sphere of personnel. The master's thesis consists of an introduction, two chapters, a conclusion, a list of references (68 sources) and appendices, including forms of the applied methods. The volume of the master's thesis is 94 pages, on which 10 tables are placed. The introduction reveals the relevance of the research problem, sets the goal and objectives of the research, defines the object and subject of the research, formulates a hypothesis, specifies the methods and empirical base, as well as the stages of the research, the theoretical and practical significance of the work. The first chapter includes a review of the literature on the topic of socio-psychological problems of the organization. The sections devoted to the socio-psychological climate, role behavior and adaptation of personnel, motivational sphere of personnel are presented. The second chapter is devoted to the empirical part of the study. It describes the organization and methods of the study and the results obtained from all the methods used: the questionnaire "to what extent are you satisfied with the following aspects of your work?» for employees of JSC "UMBR" (anonymous questionnaire); "Social and psychological climate of the team" by B. D. Parygin; "Roles in the team" by P. M. Belbin; "Personality diagnostics on the motivation to achieve success and motivation to avoid failure" by T. Ehlers; diagnostics "360 degrees". The chapter also presents a correlation analysis of the results of the study. The conclusions of chapter 2 include the main results of the empirical study. In conclusion, the results of the theoretical and empirical parts of the work, as well as conclusions on the hypotheses put forward, are summarized, the practical significance of the study is justified and possible prospects for further development of this problem are described.

La recherche empirique examine les effets différentiels de deux évaluations de statut, c'est-à-dire le prestige externe perçu (comparaison inter-groupes) et le respect interne perçu (comparaison intra-groupes) sur l'identification organisationnelle (IO). Les différences sont expliquées par la culture sociétale et la durée de l'ancienneté des employés dans l'organisation. Notre recherche explore et teste l'importance de l'IO dans le développement des aptitudes des employés au changement étant donné que l'aptitude au changement est une attitude coopérative discrétionnaire. Ensuite, nous examinons le rôle modérateur des croyances des employés relatives au changement sur cette relation. Ainsi l'effet de l'IO sur le comportement extra-rôle des employés et le bien-être psychologique des employés est également exploré. Au total nous avons reçu 360 questionnaires remplis à partir des organisations publiques en Recherche & Développement et les organisations privées du secteur bancaire et de télécommunications. Les résultats des analyses ont confirmé toutes les relations testées à l'exception de l'effet modérateur des croyances relatives au changement sur la relation entre l'IO et l'aptitude au changement. Les résultats montrent que les individus socialisés dans le contexte collectiviste accordent plus d'importance au soi publique par rapport au soi privé. Ensuite nous avons trouvé que l'effet des évaluations de statut sur le développement de l'IO augmente pendant les dix premières années du service dans l'organisation, et cet effet positif diminue après dix ans d'ancienneté. / This empirical research investigates the differential effects of two status evaluations i.e., perceived external prestige (inter-group comparison) and perceived internal respect (intra-group comparison) on organizational identification (OID). The differences are argued on the basis of societal culture and the length of tenure of employees in the organization. The importance of OID in the development of employee's readiness for change is explored and tested considering readiness for change as a discretionary cooperative attitude. Further, the moderating role of employees' change beliefs is also explored on this relationship. Whereas effect of OID on extra-role behavior of employees and the positive effect of OID on employee's psychological well-being is also explored. A total of 360 filled questionnaires were received from public sector research & development organizations, and private sector banking & telecom organizations. The results of the analyses supported all the hypothesized relationships except the moderating effect of change beliefs on the relationship between OID and readiness for change. The results exhibited that individualized socialized in collectivist context put greater emphasis on public-self as compared to private-self. It was further uncovered that the effect of status evaluations on development of OID is increasing till first ten years of service with the organization, while this positive effect is weakened after 10 years of service. This is the first study which has tried to explore the potential effects of organizational tenure and societal culture on identification process.