在企業國際化、全球化經營的背景下，人才競爭更為激烈，有效的人才管理能夠為公司吸引和保留關鍵的人才，提高組織績效，獲得競爭優勢。當企業高層管理者依其自身的人才思維而對各種人才管理措施作出選擇，期望員工能因為組織的這些作為而達成組織目標，但組織與員工的想法可能並不一致，造成落差可能導致成效不彰，這是因為人才管理的成效會因為員工的態度和行為而受影響。因此，如何對待人才及有效的人才管理能力已是組織最大的挑戰。
本研究乃採取實證分析的方法，從員工層次來探討人才管理措施、自我人才辨識（人才差異化）、心理契約履行、及員工投入的關聯，並考驗自我人才辨識及心理契約履行之中介效果。本研究總共發出314份問卷，有效問卷共計255份，其研究結果發現，組織投資於人才管理表示關注員工的才能，員工透過自我人才辨識的結果，理解組織如何看待其人才價值及潛力，也就感受到組織的承諾及對未來的支持而達到心理契約履行，人才也就會產生互惠交換的義務，導致高度員工投入，並作出符合組織目標及利益的狀態。本研究呼應人才管理相關文獻的論述，以下研究假設全部獲得成立，並依此作出建議以作為企業在規劃人才管理實務上之參考。
1. 員工對人才管理措施的知覺，與心理契約履行及員工投入有正向顯著之影響。
2. 心理契約履行對人才管理措施與員工投入之間具有中介效果。
3. 人才管理措施，對自我被辨識為人才的知覺有正向顯著之影響。
4. 員工自我知覺被組織辨識為人才的程度，與心理契約履行及員工投入有正向顯著之影響。
5. 員工對人才管理措施的知覺會經由自我人才辨識的中介效果對心理契約履行及員工投入有正向顯著之影響。

In the context of competitive and globalization business, it has been more and more intense in winning talent. Effective talent management can help the organization to attract and retain key talent, improve organizational performance, and gain competitive advantages. When top management makes all kinds of choices from various talent management practices, they expect employees can contribute in return to achieve organizational goals. However, the gap between the intentions of the organization and the perceptions of the employees causes ineffectiveness in talent management investments. Thus, the value of examining how talent management practices affect employees’ attitudes and behivors has become increasingly important more than ever.
The findings of the empirical study show that investing in talent management is one way for organizations to show that they are paying attention to the talent of their employees. Talent management practices thus based on which employees make sense of their employment relationship and how they think the organization perceives them, including in terms of talent value and potential. In this context, employees perceive the commitments and supports from organization so that psychological contract fulfilled. They then reciprocate with positive attitudes and behaviors which lead to employee engagement. All hypothesizes of this study are supported which echo the researches of literatures and have summarized as follows:

1. There are positive relationships among employees’ perceptions of talent management practices, self-identification as talent, psychological contract fulfillment and employee engagement.
2. Psychological contract fulfillment partial mediates talent management practices and employee engagement.
3. Self-identification as talent partial mediates talent management practices and psychological contract fulfillment as well as talent management practices and employee engagement.

中文部分：
鄭晉昌. (2015). 人才管理大戰略. 台灣: 大寫出版.
英文部分：
Argyris. (1960). Understanding organizational behavior. Homewood, Ill.: Dorsey Press.
Armstrong. (2014). Armstrong's Handbook of Human Resource Management Practice (14 ed.). London: Kogan Page Ltd.
Bakker, Albrecht, & Leiter. (2011). "Key questions regarding work engagement". European Journal of Work and Organizational Psychology, 20(1), 4-28.
Bakker, & Demerouti. (2007). "The Job Demands-Resources model: state of the art". Journal of Managerial Psychology, 22(3), 309-328.
Bakker, & Demerouti. (2008). "Towards a model of work engagement". Career Development International, 13(3), 209-223.
Bakker, Schaufeli, Leiter, & Taris. (2008). "Work engagement: An emerging concept in occupational health psychology". Work & Stress, 22(3), 187-200.
Bal, De Cooman, & Mol. (2013). "Dynamics of psychological contracts with work engagement and turnover intention : The influence of organizational tenure". European Journal of Work and Organizational Psychology, 22(1), 107-122.
Bal, De Lange, Jansen, & Van Der Velde. (2008). "Psychological contract breach and job attitudes: A meta-analysis of age as a moderator". Journal of Vocational Behavior, 72(1), 143-158.
Barney. (1991). "Firm Resources and Sustained Competitive Advantage". Journal of Management, 17, 99-120.
Becker, & Huselid. (1998). "High Performance Work Systems and Firm Performance: A Synthesis of Research and Managerial Implications". Research in Personnel and Human Resources Management, 16, 53-101.
Becker, & Huselid. (2006). "Strategic Human Resources Management: Where Do We Go From Here?". Journal of Management, 32(6), 898-925.
Becker, Huselid, & Beatty. (2009). The Differentiated Workforce: Transforming Talent into Strategic Impact.(Brief article)(Book review). Boston, Mass.: Harvard Business Press.
Becker, Huselid, Pickus, & Spratt. (1997). "HR as a source of shareholder value: Research and recommendations". Human Resource Management, 36(1), 39-47.
Bethke-Langenegger, Mahler, & Staffelbach. (2011). "Effectiveness of talent management strategies". European Journal of International Management, 5(5), 524-539.
Björkman, Ehrnrooth, Mäkelä, Smale, & Sumelius. (2013). "Talent or Not? Employee Reactions to Talent Identification". Human Resource Management, 52(2), 195-214.
Blau. (1964). Exchange and power in social life. New York: J. Wiley.
Boudreau, & Ramstad. (2005). "Talentship, talent segmentation, and sustainability: A new HR decision science paradigm for a new strategy definition". Human Resource Management, 44(2), 129-136.
Boudreau, & Ramstad. (2007). Beyond HR: The New Science of Human Capital. Boston: Harvard Business School Press. 258 pages. Boston: Harvard Business School Press.
Boxall, & Macky. (2009). "Research and theory on high-performance work systems: progressing the high-involvement stream". Human Resource Management Journal, 19(1), 3-23.
Campbell, & Smith. (2014). White Paper-High Potential Talent: A View from Inside the Leadership Pipeline. Retrieved from Center for Creative Leadership.
Cappelli. (2008). "Talent management for the twenty-first century". Harvard Business Review, 86(3), 74-+.
Chambers, Foulon, Handfield-Jones, Hankin, & Michaels III. (1998). "The War For Talent". The McKinsey Quarterly 3.
Chandrasekar, & Zhao. (2015). "White Paper: Creating a Dynamic and Sustainable Talent Ecosystem". Center for Creative Leadership.
Cheese, Thomas, & Craig. (2008). "The Talent Powered Organization: Strategies for Globalization, Talent Management and High Performance". London, UK: Kogan Page Limited.
Cheloha, & Swain. (2005). "Talent management system key to effective succession planning". Canadian HR Reporter, 18(17), 5-5,8.
Christian, Garza, & Slaughter. (2011). "Work Engagement: A Quantitative Review and Test of Its Relations with Task and Contextual Performance". Personnel Psychology, 64(1), 89-136.
Chuai, Preece, & Iles. (2008). "Is talent management just "old wine in new bottles"?". Management Research News, 31(12), 901-911.
CIPD. (2006). Talent Management Understanding the Dimensions. Retrieved from London, U.K.
Cohn, Khurana, & Reeves. (2005, Oct 2005). Growing Talent as if Your Business Depended on It. Harvard Business Review, 83, 62-70.
Cole, Walter, Bedeian, & O'Boyle. (2012). "Job Burnout and Employee Engagement: A Meta-Analytic Examination of Construct Proliferation". Journal of Management, 38(5), 1550-1581.
Collings, & Mellahi. (2009). "Strategic talent management: A review and research agenda". Human Resource Management Review, 19(4), 304-313.
Combs, Liu, Hall, & Ketchen. (2006). "How Much do High-Performance Work Practices Matter? A Meta-Analysis of Their Effects On Organizational Performance". Personnel Psychology, 59(3), 501-528.
Conger, & Fulmer. (2003). "Developing Your Leadership Pipeline". Harvard Business Review, 81(12), 76-84.
Conway, & Coyle-Shapiro. (2012). "The reciprocal relationship between psychological contract fulfilment and employee performance and the moderating role of perceived organizational support and tenure". Journal of Occupational and Organizational Psychology, 85(2), 277-299.
Conway, Guest, & Trenberth. (2011). "Testing the differential effects of changes in psychological contract breach and fulfillment". Journal of Vocational Behavior, 79(1), 267-276.
Coyle-Shapiro, & Conway. (2005). "Exchange Relationships: Examining Psychological Contracts and Perceived Organizational Support". Journal of Applied Psychology, 90(4), 774-781.
Crawford, LePine, & Rich. (2010). "Linking Job Demands and Resources to Employee Engagement and Burnout: A Theoretical Extension and Meta-Analytic Test". Journal of Applied Psychology, 95(5), 834-848.
Cutajar. (2012). "The Impact of Organizational Culture on the Management of Talent: The Case of Maltese ICT Organizations". Degree of Doctor of Social Sciences at the University of Leicester.
Davies, & Davies. (2010). "Talent management in academies". International Journal of Educational Management, 24(5), 418-426.
De Vos, & Dries. (2013). "Applying a talent management lens to career management: the role of human capital composition and continuity". The International Journal of Human Resource Management, 24(9), 1816-1831.
Demerouti, Nachreiner, Baker, & Schaufeli. (2001). "The Job Demands-Resources Model of Burnout". Journal of Applied Psychology, 86(3), 499-512.
Dries. (2013a). "The psychology of talent management: A review and research agenda". Human Resource Management Review, 23(4), 272-285.
Dries. (2013b). "Talent management, from phenomenon to theory: Introduction to the Special Issue". Human Resource Management Review, 23(4), 267-271.
Dries, Forrier, Vos, & Pepermans. (2014). "Self-perceived employability, organization-rated potential, and the psychological contractnull". Journal of Managerial Psychology, 29(5), 565-581.
Dries, & Gieter. (2014). "Information asymmetry in high potential programs: A potential risk for psychological contract breach". Personnel Review, 43(1), 136-162.
Dries, & Pepermans. (2007). "“Real” high‐potential careers: An empirical study into the perspectives of organisations and high potentials". Personnel Review, 37(1), 85-108.
Driving Performance and Retention Through Employee Engagement. (2004). Retrieved from Washington DC.
Egerová, Eger, Jiřincová, Lančarič, Savov, Sojka, . . . Szypuła. (2013). Integrated Talent Management: Challenge and Future for Organizations in Visegrad Countries. Retrieved from International Visegrad Fund, Czech Republic.
Eisenberger, Huntington, Hutchison, & Sowa. (1986). "Perceived Organizational Support". Journal of Applied Psychology, 71(3), 500-507.
A Framework for Talent Management. (2007). Workforce Management (Vol. 86, pp. s7-s7): MediaTec Publishing, Inc.
Freese, & Schalk. (2008). "How to measure the psychological contract? A critical criteria-based review of measures". South African Journal of Psychology, 38(2), 269-286.
Gallardo-Gallardo, Dries, & González-Cruz. (2013). "What is the meaning of ‘talent’ in the world of work?". Human Resource Management Review, 23(4), 290-300.
Gelens, Dries, Hofmans, & Pepermans. (2013). "The role of perceived organizational justice in shaping the outcomes of talent management: A research agenda". Human Resource Management Review, 23(4), 341-353.
Gelens, Hofmans, Dries, & Pepermans. (2014a). "Talent management and organisational justice: employee reactions to high potential identification". Human Resource Management Journal, 24(2), 159-175.
Gelens, Hofmans, Dries, & Pepermans. (2014b). "Talent management and organisational justice: employee reactions to high potential identification". Human Resource Management Journal, 24(2), 159.
Global Talent 2021. (2012). Retrieved from Oxford Economics.
Govaerts, Kyndt, Dochy, & Baert. (2011). "Influence of learning and working climate on the retention of talented employees". Journal of Workplace Learning, 23(1), 35-55.
Gruman, & Saks. (2011). "Performance management and employee engagement". Human Resource Management Review, 21(2), 123-136.
Guest. (1998). "Is the Psychological Contract Worth Taking Seriously?". Journal of Organizational Behavior, 19, 649-664.
Guest. (2002). "Human Resource Management, Corporate Performance and Employee Wellbeing: Building the Worker into HRM". The Journal of Industrial Relations, 44(3), 335-358.
Hallberg, & Schaufeli. (2006). ""Same Same" But Different? Can Work Engagement Be Discriminated from Job Involvement and Organizational Commitment?". European Psychologist, 11(2), 119-127.
Harter, Schmidt, & Hayes. (2002). "Business-Unit-Level Relationship Between Employee Satisfaction, Employee Engagement, and Business Outcomes: A Meta-Analysis". Journal of Applied Psychology, 87(2), 268-279.
Huselid. (1995). "The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance". The Academy of Management Journal, 38(3), 635-672.
Huselid, Beatty, & Becker. (2005). "A Players or A Positions?". Harvard Business Review, 83(12), 110-117.
Huselid, & Becker. (2011). "Bridging Micro and Macro Domains: Workforce Differentiation and Strategic Human Resource Management". Journal of Management, 37(2), 421-428.
Iles, Xin, & Preece. (2010). "Talent Management and HRM in Multinational companies in Beijing: Definitions, differences and drivers". Journal of World Business, 45(2), 179-189.
Institute. (2008). "Securing South Africa's Talent Base.". Human Capital Leadership Excellence eJournal, 1(9), 1-33.
Joo, & McLean. (2006). "Best Employer Studies: A Conceptual Model from a Literature Review and a Case Study". Human Resource Development Review, 5(2), 228-257.
Kahn. (1990). "Psychological Conditions of Personal Engagement and Disengagement At Work". Academy of Management Journal, 33(4), 692-724.
Kesler. (2002). "Why the Leadership Bench Never Gets Deeper: Ten Insights About Executive Talent Development". Human Resource Planning, 25(1), 32-44.
Kuvaas. (2007). "An Exploration of How the Employee-Organization Relationship Affects the Linkage Between Perception of Developmental Human Resource Practices and Employee Outcomes". Journal of Management Studies.
Lawler Iii, & Finegold. (2000). "Past, present, and future: Individualizing the organization". Organizational Dynamics, 29(1), 1-15.
Lee, & Miller. (1999). "People matter: commitment to employees, strategy and performance in Korean firms". Strategic Management Journal, 20(6), 579-593.
Lepak, Liao, Chung, & Harden. (2006). A Conceptual Review of Human Resource Management Systems in Strategic Human Resource Management Research Research in Personnel and Human Resources Management (Vol. 25, pp. 217-271): Emerald Group Publishing Limited.
Lepak, & Snell. (1999). "The Human Resource Architecture: Toward A Theory Of Human Capital Allocation and Development". Academy of Management Review, 24(1), 31-48.
Levinson, Price, Munden, Mandl, & Solley. (1962). Men, management and mental health (Vol. 2). Cambridge, Massachusetts: Harvard University Press.
Lewis, & Heckman. (2006). "Talent management: A critical review". Human Resource Management Review, 16(2), 139-154.
Lockwood. (2006). "Talent Management: Driver for Organizational Success". HR Magazine, 51(6), 1-11.
Luna-Arocas. (2012). Talent Management: A New Perspective in Human Resource Management Human Resource Management in the Digital Economy: Creating Synergy between Competency Models and Information (pp. 50-65). Hershey, PA, USA: IGI Global.
Luna-Arocas, & Morley. (2015). "Talent management, talent mindset competency and job performance: the mediating role of job satisfaction". European Journal of International Management, 9(1), 28-51.
Mäkelä, Björkman, & Ehrnrooth. (2010). "How do MNCs establish their talent pools? Influences on individuals’ likelihood of being labeled as talent". Journal of World Business, 45(2), 134-142.
Macduffie. (1995). "Human Resource Bundles and Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry". Industrial and Labor Relations Review, 48(2), 197-221.
Marescaux, De Winne, & Sels. (2013). "HR practices and affective organisational commitment: (when) does HR differentiation pay off?". Human Resource Management Journal, 23(4), 329.
Maslach, Schaufeli, & Leiter. (2001). "Job Burnout". Annual Review of Psychology, 52(1), 397-422.
May, Gilson, & Harter. (2004). "The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work". Journal of Occupational and Organizational Psychology, 77, 11-37.
Mellahi, & Collings. (2010). "The barriers to effective global talent management: The example of corporate e´ lites in MNEs". Journal of World Business, 45, 143–149.
Meyers, & van Woerkom. (2014). "The influence. of underlying philosophies on talent management: Theory, implications for practice, and research agenda". Journal of World Business, 49(2), 192-203.
Meyers, van Woerkom, & Dries. (2013). "Talent - Innate or acquired? Theoretical considerations and their implications for talent management". Human Resource Management Review, 23(4), 305-321.
Michaels, Handfield-Jones, & Axelrod. (2001). "The War For Talent". McKinsey & Company, Inc., Harvard Business School Press.
Morrison, & Robinson. (1997). "When Employees Feel Betrayed: A Model of How Psychological Contract Violation Develops". The Academy of Management Review, 22(1), 226-256.
Morton. (2005). Talent Management Value Imperatives: Strategies for Execution. New Yord.
Newton, Blanton, & Will. (2008). "Innovative Work and Citizenship Behaviors from Information Technology Professionals: Effects of Their Psychological Contract". Information Resources Management Journal, 21(4), 27-48.
Paauwe. (2004). HRM and performance: achieving long-term viability: Oxford: Oxford University Press ; New York: Oxford University Press.
Parzefall, & Hakanen. (2010). "Psychological contract and its motivational and health-enhancing properties". Journal of Managerial Psychology, 25(1), 4-21.
Plessis. (2010). "Perceived Talent Management Practices, Perceived Organizational Support (POS), Perceived Supervisor Support (PSS) and Intention to Quit.". (Master), Unversity of Pretoria, South Africa.
Plessis, Barkhuizen, Stanz, & Schutte. (2015). "The Management Side Of Talent: Causal Implications For The Retention Of Generation Y Employees". The Journal of Applied Business Researc, 31(5).
Podsakoff, MacKenzie, Lee, & Podsakoff. (2003). "Common method biases in behavioral research: a critical review of the literature and recommended remedies". J Appl Psychol, 88(5), 879-903.
Rayton, & Yalabik. (2014). "Work engagement, psychological contract breach and job satisfaction". International Journal of Human Resource Management, 25(17), 2382-2400.
Ready, & Conger. (2007, Jun 2007). Make Your Company a TALENT FACTORY. Harvard Business Review, 85, 68-77.
Reilly, & Brown. (2008). "Employee Engagement: What Is the Relationship with Reward Management?". WorldatWork Journal, 17(4), 37-49.
Rich, Lepine, & Crawford. (2010). "Job Engagement: Antecedents and Effects On Job Performance". The Academy of Management Journal, 53(3), 617-635.
Robinson. (1996). "Trust and Breach of the Psychological Contract". Administrative Science Quarterly, 41(4), 574-599.
Robinson, & Morrison. (1995). "Psychological Contracts and OCB: The Effect of Unfulfilled Obligations on Civic Virtue Behavior". Journal of Organizational Behavior, 16(3), 289-298.
Robinson, & Rousseau. (1994). "Violating the Psychological Contract: Not the Exception but the Norm". Journal of Organizational Behavior, 15(3), 245-259.
Rothbard. (2001). "Enriching or Depleting? The Dynamics of Engagement in Work and Family Roles". Administrative Science Quarterly, 46(4), 655-684.
Rousseau. (1989). "Psychological and implied contracts in organizations". Employee Responsibilities and Rights Journal, 2(2), 121-139.
Rousseau. (1990). "New hire perceptions of their own and their employer's obligations: A study of psychological contracts". JOB Journal of Organizational Behavior, 11(5), 389-400.
Rousseau. (1995). Psychological contracts in organizations: Understanding written and unwritten agreements. Thousand Oaks, California: SAGE Publications Ltd.
Rousseau. (2001). "Schema, promise and mutuality: The building blocks of the psychological contract". Journal of Occupational and Organizational Psychology, 74, 511-541.
Rousseau, & Parks. (1993). "The contracts of individuals and organizations". Research in Organizational Behavior, 15, 1-43.
Saks. (2006). "Antecedents and consequences of employee engagement". Journal of Managerial Psychology, 21(7), 600-619.
Saks, & Gruman. (2014). "What Do We Really Know About Employee Engagement?". Human Resource Development Quarterly, 25(2), 155-182.
Schaufeli, & Bakker. (2004). "Job demands, job resources, and their relationship with burnout and engagement: a multi-sample study". Journal of Organizational Behavior, 25(3), 293-315.
Schaufeli, Bakker, & Salanova. (2006). "The measurement of work engagement with a short questionnaire - A cross-national study". Educational and Psychological Measurement, 66(4), 701-716.
Schaufeli, Salanova, González-romá, & Bakker. (2002). "The Measurement of Engagement and Burnout: A Two Sample Confirmatory Factor Analytic Approach". Journal of Happiness Studies, 3(1), 71-92.
Schein. (1965). Organizational psychology. Englewood Cliffs, N.J.: Prentice-Hall.
Scullion, & Collings. (2010). Global talent management: Routledge.
Shuck, Ghosh, Zigarmi, & Nimon. (2013). "The Jingle Jangle of Employee Engagement: Further Exploration of the Emerging Construct and Implications for Workplace Learning and Performance". Human Resource Development Review, 12(1), 11.
Sonnenberg, Koene, & Paauwe. (2011). "Balancing HRM: the psychological contract of employees". Personnel Review, 40(6), 664-683.
Sonnenberg, & Zijderveld. (2015). "Realizing the Highest Value of Investments in Talent Management". 31-51.
Sonnenberg, Zijderveld, & Brinks. (2014). "The role of talent-perception incongruence in effective talent management". Journal of World Business, 49(2), 272-280.
Stahl, Bjorkman, Farndale, Morris, Paauwe, Stiles, . . . Wright. (2012). "Six Principles of Effective Global Talent Management". MIT Sloan Management Review, 53(2), 25-32.
Tansley. (2011). "What do we mean by the term “talent” in talent management?". Industrial and Commercial Training, 43(5), 266-274.
Tansley, Turner, Foster, Harris, Stewart, Sempi, & Williams. (2007). "Talent: strategy, management, measurement". London: CIPD.
Ulrich, & Smallwood. (2012). What is talent? Paper presented at the Leader to Leader.
Wellins, Smith, & Erker. (2015). White Paper: Nine Best Practices of Effective Talent Management. Retrieved from Development Dimensions International (DDI).
Wright, & McMahan. (1992). "Theoretical Perspectives for Strategic Human Resource Management". Journal of Management, 18(2), 295.
Wright, & Nishii. (2006). "Strategic HRM and Organizational Behavior: Integrating Multiple Levels of Analysis". CAHRS Working Paper #06-05. Ithaca, NY: Cornell University, School of Industrial and Labor Relations, Center for Advanced Human Resource Studies.
Zhang, & Bright. (2012). "Talent definition and talent management recognition in Chinese private‐owned enterprises". Journal of Chinese Entrepreneurship, 4(2), 143-163.
Zhao, Wayne, Glibkowski, & Bravo. (2007). "The Impact of Psychological Contract Breach on Work-Related Outcomes: A Meta-Analysis". Personnel Psychology, 60(3), 647-680.
陳淑媛. (2012). "策略性人才管理系統之研究-人力資源差異化管理觀點". (博士), 國立中山大學, 台灣.