這套教材原來是我在廣州中山大學針對一年級的研究生設計的一系列義務講座,由於他們的本科背景不一定與組織行為及人力資源管理學(Organizational Behavior and Human Resource Management;OBHR)有關,因此第一章和第二章先把這個學科的大致範疇介紹。除了這個目的外,我的目的是使同學開始超越本科時以認識已知的管理學知識為主的訓練,更進一步開始問這些知識是如何得來的、及如何以抽象概念(例如個人的性格、管理的措施與企業生產力)及它們間的關係來幫助我們對管理現象和問題的理解。

第三章是非常重要的一章,要從事組織行為及人力資源管理學的科學研究,我們必須掌握科學的本質,尤其是科學理論的意義和在科學研究中的核心地位,及科學研究的邏輯是先有理論,然後以實證方法加以驗證和改良。如果能瞭解這個邏輯,便可在第四章中明白統計學中統計測試(Hypothesis Testing)正是基於同一樣邏輯的。在第四章中,我嘗試介紹對以後各章瞭解有需要的幾個統計概念,但原則是盡量避免用純數學的方式來加以說明。這幾個概念分別是:分佈及變異量、樣本與母體、「統計數的樣本分佈」(Sampling Distribution of Statistic)、信賴區間(Confidence Interval)、及統計測試。這些都是從事組織行為及人力資源管理學的科學研究時極重要的統計概念,必須能清晰掌握。此外,在本章的附錄中我也提供了電腦軟件的初步操作指令,練習中也提供了真實的數據,可作實際的操作嘗試。

第五章討論的是把概念量化以進行科學研究時的課題,對組織行為及人力資源管理學的科學研究尤其重要,而其中的「因子分析法」也是很多分析方法的基礎。在練習中也提供了真實的數據和電腦軟件指令,可作實際的操作嘗試。由於其重要性,我在第六和第七章中分別較詳細地介紹了幾個實質的例子,如果真能掌握,對其他研究方法也就較容易理解。

從第八到第十章我介紹了三個在組織行為及人力資源管理學的科學研究中,最被廣為應用的研究方法:實驗及相關設計(Experimental and Related Designs)、迴歸分析(Regression Analysis)、和結構方程模型(Structural Equation Model)。我的目的是介紹其原理、及運用電腦軟件的初步操作技巧,在這三章的附錄中我也提供了電腦軟件的初步操作指令,練習中也提供了真實的數據,可作實際的操作嘗試。

第十一章我介紹了兩類針對特定研究問題的研究方法,第一類是牽涉跨層次(例如個人及企業兩個層次)概念的理論,這在組織行為及人力資源管理學也是時常遇到的。第二類牽涉綜合不同研究對於兩個概念間關係的計量方法,藉以作出最準確的結論。這兩個方法都有專書介紹應用時操作的細則,所以我主要是介紹它們的原理,並各以一篇論文為例,目的是讓同學以後最少能看得懂應用這兩個方法的研究報告,及正確判斷在面對何種研究問題時應運用這些方法。

最後,在第十二章,我總結了一些對組織行為及人力資源管理學研究的經驗,提出了一些研究人員在設計及進行研究時應注意的建議,希望有助於增加研究結果的可信性,作為我個人過去研究經驗和這套入門教材的總結。

由於個人的學識和經驗有限,有幾點關於這套教材的情形是要先說明的。第一,很多材料是英文的,我不把它們譯成中文,一方面因資源所限,另一方面也希望同學除了能看中文的論文外,也能習慣看英文的研究報告,這樣對了解學科知識的發展會有一定程度的幫助。

第二,我採用的投影片是用繁體字的,這是源於我個人對中國文化的感情。我總認為中國採用簡體字是因為當時國家的教育水平落後,要在較短時間內減少文盲,把我們原來優美的文字簡化是無可厚非的做法,但這應該只是我們民族復興的過程中採取的權宜手法,到我們的教育水平沒有問題時,較優美的繁體字便不是一個問題了。所以,我相信重新採用繁體字很可能是中國人對民族復興的成果,有一定信心時的一個象徵。當然,這套教材的投影片是為了內地同行的方便而提供的,各位可隨意修正以適合使用。

第三,我採用的論文大部分都已在學術期刊或專書中發表,小部分沒有發表的已附在光碟中。如果在找尋這些材料上有困難,也可與我聯絡,看是否能提供協助。

第四,由於個人的學識、經驗和時間有限,一些統計方法(例如discriminant analysis、conjoint analysis、logit model、canonical correlation及 time series analysis等等)都沒有討論,不過,透過掌握這套教材的入門概念和電腦操作技巧,相信同學在有需要時,可從正式的多變量(multivariate)課本和統計科目中學到。我也盼望未來在內地,會有從事組織行為及人力資源管理學的同行,用類似我在這套教材的方式把這些統計方法逐一介紹,讓未來的研究生容易掌握和運用。

最後,這套教材難免有粗疏和錯漏的地方,希望各位能原諒。

要學習組織行為及人力資源管理學的研究方法,有系統地了解本學科的範疇、統計的知識、及不同研究方法的原理和技巧是很重要的。但是這不能排除另一方面的基本功夫:透過閱讀大量別人的研究報告,除了從中增加對不同研究題目,方法和技巧的掌握外,還可了解這門學科在撰寫報告時的規範和要求,這也是很重要的。因此,除了本教材的資料外,請同學跟著以下的建議,從第三章起,仔細閱讀各論文及完成相關的練習。(以下一些沒有發表的文章和各練習已存在光碟裡。)

第一章:人力資源管理的內容簡介

請略為翻閱本科或工商管理碩士(MBA)課程關於人力資源管理的標準教課書。

第二章:組織行為學主要內容及研究上的例子

請略為翻閱本科或工商管理碩士(MBA)課程關於組織行為學的標準教課書。

第三章:科學方法與管理學

1. Martin, J., Knopoff & Beckman, C. (1998). An alternative to bureaucratic impersonality and emotional labor: Bounded emotionality at The Body Shop. Administrative Science Quarterly, 43, 429-469.

2. Wong, C.S., & Law, K.S. (1999). Managing localization of human resources in the PRC: A practical model. Journal of World Business, 34(1), 26-40.

3. Yan, A., Zhu, G., & Hall, D.T. (2002). International assignments for career building: A model of agency relationship and psychological contracts. Academy of Management Review, 27(3), 373-391.

 

 

第四章:統計在管理研究上的應用

1. Wong, C.S., Wong, P.M., & Law, K.S. (2005). The interaction effect of emotional intelligence and emotional labor on job satisfaction: A test of Holland’s classification of occupations.  In Härtel, C. E. J., Zerbe, W. J. & Ashkanasy, N. M. (Eds.), Emotions in Organizational Behavior, pp.235-250. Mahwah,NJ: Lawrence Erlbaum Associates, Inc.

練  習:用SPSS來分析上文的資料:

(1)問卷在「Example(SPSS-Questionnaire).doc」的Word檔案中;

(2)SPSS的指令在「Example(SPSS-Command-File).sps」檔案中。

第五章:測量(Measurement)的基本概念及理論

練  習:    (1)用SPSS來做「探索性因子分析」(Exploratory Factor Analysis;EFA);SPSS的指令及資料在「EFA.SPS」的檔案中。(2)用LISREL來做「確認性因子分析」(Confirmatory Factor Analysis;CFA):LISREL的指令及資料在「CFA.LS8」的LISREL檔案中。

重溫練習:    SPSS指令檔案(Example(SPSS-Command-File).sps)中的「探索性因子分析」(Exploratory Factor Analysis;EFA)。

第六章:建立測量尺度的例子-情緒智力

1. Law, K.S., Wong, C.S., & Song, L.J. (2004). The construct validity of emotional intelligence and its potential utility for management studies. Journal of Applied Psychology, 89(3): 483-496.

2. Wong, C.S., & Law, K.S. (2002). The effects of leader and follower emotional intelligence on performance and attitude: An exploratory study. The Leadership Quarterly, 13, 243-274.

3. Wong, C.S., Law, K.S., & Wong, P.M. (2004). Development and validation of a forced choice emotional intelligence for Chinese respondents in Hong Kong. Asia Pacific Journal of Management, 21(4): 535-559.

4. Wong, C.S., Wong, P.M., & Law, K.S. (2004). Evidence on the practical utility of Wong’s emotional intelligence scale in Chinese societies. Paper presented at the Fourth Asia Academy of Management Conference (4thAAOM),Shanghai,China, December 16-18.

第七章:建立測量尺度的例子-「關係」及「職業興趣」

1. Law, K.S., Wong, C.S., Leong, F. (2001). The cultural validity of Holland’s model and its implications on human resource management: The case of Hong Kong. The International Journal of Human Resource Management, 12(3): 1-13.

2. Law, K.S., Wong, C.S., Wang, D., & Wang, L. (2000). Effect of supervisor-subordinate guanxi on supervisory decisions in China: An empirical investigation. The International Journal of Human Resource Management, 11(4): 751-765.

3. Wong, C.S., Tinsley, C., Law, K.S., & Mobley, W.H. (2003). Development and validation of a multidimensional measure of guanxi. Journal of Psychology in Chinese Societies, 4(1): 43-69.

4. Wong, C.S., Wong, P.M. (2001). Vocational orientations for secondary students in Hong Kong. Educational Research Journal, 16(1): 13-29.

5. Wong, C.S., & Wong, P.M. (2002). Validation of the measurement scale and the vocational orientation model developed in Hong Kong. Educational Research Journal, 17(2): 235-252.

6. Wong, C.S., & Wong, P.M. (2004). Validation of the measurement scale and the vocational orientation model in four Chinese societies. Paper presented at the Fourth Asia Academy of Management Conference (4thAAOM),Shanghai,China, December 16-18.

第八章:實驗設計的例子(Experimental Design Examples)

1. Allen, T.D., & Rush, M.C. (1998). The effects of organizational citizenship behavior on performance judgments: A field study and a laboratory experiment. Journal of Applied Psychology, 83(2), 247-260.

2. Law, K.S., Mobley, W.H., & Wong, C.S. (2002). Impression management and faking in biodata scores among Chinese job seekers. Asia Pacific Journal of Management, 19, 541-556.

3. Wong, C.S. (1991). Language bias of bilingual evaluators in job evaluation: An exploratory experiment in Hong Kong. Journal of Southeast Asia Business, 7(3), 72-78.

4. Wong, C.S. & Schoorman, F.D. (1994). Effects of irrelevant information on performance appraisals: An exploratory experiment of American and Hong Kongbusiness majors. Chinese Journal of Psychology, 36(2), 107-119.

5. Wong, C.S., Peng, K.Z., Shi, J., & Mao, Y. (2011). Differences between Odd Number and Even Number Response Formats: Evidence from Mainland Chinese Respondents. Asia Pacific Journal of Management, 28(2): 379-399.

6. Wong, C.S., Tam, K.C., Fung, M.Y., & Wan, K. (1993). Differences between odd and even number of response scale: Some empirical evidence. Chinese Journal of Psychology, 35(2): 75-86.

7. Wong, P.M., & Wong, C.S. (2003). The evaluation of a teacher training programme in school management: The case of Hong Kong. Educational Management and Administration, 31(4): 385-401.

練  習:    用SPSS 的指令檔案「MANOVA.sps」嘗試分析以下文章的主要資料(註:在此檔案中我們因missing data沒有包括20個參與實驗者的資料,所以得到的結果與下文報告會有小許分別。):Wong, C.S. (1995). Differences in evaluating information during performance appraisals: Implications for Taiwan and Hong Kong business. Proceedings of Sixth International Conference on Multinational Enterprise.Taiwan:ChineseCultureUniversity Association of International Business Studies, p. 427-446.

第九章:迴歸分析的例子(Regression Examples)

1. Baron, R.M. & Kenny, D.A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations.  Journal of Personality and Social Psychology. 51(6), 1173-1182.

2. Judd, C.M. & Kenny, D.A. (1981). Process analysis: Estimating mediation in treatment evaluations. Evaluation Research, 5, 602-619.

3. Law, K.S., & Wong, C.S. (1998). Relative importance of referents on pay satisfaction: A review and test of a new policy capturing approach. Journal of Occupational and Organizational Psychology, 71, 47-60.

4. Law, K.S., Wong, C.S., & Wang, K.D. (2004). An empirical test of the model on managing the localization of human resources in the People’s Republic of China. The International Journal of Human Resource Management, 15(5): 635-648.

練  習:    用SPSS 的指令檔案「REGRESSION.sps」嘗試分析Law and Wong(1998)文章的部分資料。(註:在此檔案中我們因missing data沒有包括16個參與實驗者的資料,所以得到的結果與Law and Wong(1998)報告會有小許分別。)

重溫以下文章的迴歸分析及第四章的SPSS分析:

1. Law, K.S., Wong, C.S., & Song, L.J. (2004). The construct validity of emotional intelligence and its potential utility for management studies. Journal of Applied Psychology, 89(3): 483-496.

2. Wong, C.S., & Law, K.S. (2002). The effects of leader and follower emotional intelligence on performance and attitude: An exploratory study. The Leadership Quarterly, 13, 243-274.

3. Wong, C.S., Wong, P.M., & Law, K.S. (2005). The interaction effect of emotional intelligence and emotional labor on job satisfaction: A test of Holland’s classification of occupations.  In Härtel, C. E. J., Zerbe, W. J. & Ashkanasy, N. M. (Eds.), Emotions in Organizational Behavior, pp.235-250. Mahwah,NJ: Lawrence Erlbaum Associates, Inc.

重溫練習:    問卷在「Example(SPSS-Questionnaire).doc」的Word檔案中;SPSS相關迴歸指令在「Example(SPSS-Command-File).sps」的檔案中。

第十章:結構方程模型的例子(Structural Equation Model Examples)

1. Jöreskog, K. G., & Sörbom, D. (1993). LISREL 8 User's Reference Guide (Chapter One: Simple Examples, pages 1-50). Scientific Software, Inc.

2. MacCallum, R.C., & Austin, J.T. (2000). Applications of structural equation modeling in psychological research. Annual Review of Psychology, 51, 201-226.

3. Wong, C.S., Hui, C., & Law, K.S. (1998). A longitudinal study of the job perception-job satisfaction relationships: A test of the three alternative specifications. Journal of Occupational and Organizational Psychology, 71, 127-146.

4. Wong, Y.T., Ngo, H.Y., & Wong, C.S. (2003). Antecedents and outcomes of employees’ trust in Chinese joint ventures. Asia Pacific Journal of Management, 20(4): 481-500.

練  習:用LISREL 的指令檔案「SEM.LS8」嘗試分析Wong, Hui and Law (1998)的部分資料。(註:在此檔案中我們因missing data的處理資料,所以得到的結果與Wong, Hui and Law (1998)文章中的相關部分會有小許分別。)

重溫以下文章關於結構方程模型部分:

1. Wong, C.S., Tinsley, C., Law, K.S., & Mobley, W.H. (2003). Development and validation of a multidimensional measure of guanxi. Journal of Psychology in Chinese Societies, 4(1): 43-69.


第十一章:「多層線性模型」(HLM) 和「聚合分析」(Meta-Analysis) 的例子:

1. Judge, T., Heller, D., Mount, M. (2002).  Five-Factor model of personality and job satisfaction: A meta-analysis. Journal of Applied Psychology, 87(3), 530-541.

2. Liao, H., & Chuang, A. (2004). A multilevel investigation of factors influencing employee service performance and customer outcomes. Academy of Management Journal, 47(1), 41-58.

第十二章:研究設計及撰寫報告的一些建議:

1. Bartko, J.J. (1976). On various intraclass correlation reliability coefficients.  Psychological Bulletin, 83(5), 762-765.

2. James, L.R., Demaree, G., & Wolf, G. (1984). Estimating within-group interrater reliability with and without response bias. Journal of Applied Psychology, 69(1), 85-98.

3. Law, K.S., & Wong, C.S. (1999). Multidimensional constructs in structural equation analysis: An illustration by the job perception-job satisfaction relationship. Journal of Management, 25(2), 143-160.

4. Law, K.S., & Wong, C.S., & Mobley, W.H. (1998). Toward a taxonomy of multidimensional constructs. Academy of Management Review, 23(4), 741-755.

5. Podsakoff, P., MacKenzie, Lee, & Podsakoff, N.P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879-903.

6. Wong, C.S., & Law, K.S. (1999). Testing reciprocal relations by nonrecursive structural equation models using cross-sectional data. Organization Research Methods, 2(1), 60-87.

練  習:    用LISREL 的指令檔案「Common-Method.LS8」來印證本章所言關於「共同方法變異量」的檢定。

重溫以下文章的相關部分:

1. Law, K.S., Wong, C.S., Leong, F. (2001). The cultural validity of Holland’s model and its implications on human resource management: The case of Hong Kong. The International Journal of Human Resource Management, 12(3): 1-13.

2. Law, K.S., Wong, C.S., & Song, L.J. (2004). The construct validity of emotional intelligence and its potential utility for management studies. Journal of Applied Psychology, 89(3): 483-496.

3. Law, K.S., Wong, C.S., & Wang, K.D. (2004). An empirical test of the model on managing the localization of human resources in the People’s Republic of China. The International Journal of Human Resource Management, 15(5): 635-648.

4. Law, K.S., Wong, C.S., Wang, D., & Wang, L. (2000). Effect of supervisor-subordinate guanxi on supervisory decisions in China: An empirical investigation. The International Journal of Human Resource Management, 11(4): 751-765.

5. Wong, C.S., Hui, C., & Law, K.S. (1998). A longitudinal study of the job perception-job satisfaction relationships: A test of the three alternative specifications. Journal of Occupational and Organizational Psychology, 71, 127-146.

6. Wong, C.S., & Law, K.S. (1999). Managing localization of human resources in the PRC: A practical model. Journal of World Business, 34(1), 26-40.

7. Wong, C.S., & Law, K.S. (2002). The effects of leader and follower emotional intelligence on performance and attitude: An exploratory study. The Leadership Quarterly, 13, 243-274.

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