本論文是想透過對保全人員內心認知的工作價值觀做調查，來瞭解「工作價值觀」對「工作績效」之影響。研究的主要目的欲了解個人變項對工作績效是否有顯著的影響；其次，探討工作價值觀與工作績效是否有顯著相關；探討保全業「人力資源管理措施」與員工工作績效間之關係是否有顯著的關係均在本研究中探討。研究成果亦將提陳建議，供保全業界做為協助人力資源管理工作中，有關招募、訓練、績效考核及人員留任等作業更有具體成效之參考。
本研究是以問卷調查方式，採用吳鐵雄等人所編訂之「工作價值觀量表」、參考保全人員工作之性質而設計的「人力資源管理措施量表」、採用林庭光設計之「工作績效量表」等問卷為工具，選取衛豐保全公司北部地區之保全人員為研究對象，以便利抽樣的方式進行問卷調查 ，總共發出300 份問卷，回收244，扣除無效問卷8 份，實得有效問卷236份。資料分析係利用SPSS統計軟體進行整理、登錄及分析。所採用的統計方法包括敘述性統計─平均值、標準差、百分比等，以分析樣本結構、因素分析解釋共同因素之內涵、信度分析以測量量表研究的結果是否具有一致性或穩定性的程度、相關分析來檢定工作價值觀各個構面、人力資源管理措施的認知及工作績效之間的相關程度、迴歸分析判斷整體關係是否具有統計上的顯著性，再解釋準則變數的變異方面等。
研究分析結果顯示不同個人背景變項之員工，在工作績效上有顯著差異。工作價值觀與工作績效則具有部分顯著相關。另外人力資源管理措施與工作績效也具有部分顯著相關。
根據本研究結果對保全業界提陳下列建議（1）以工作價值觀作為招募與甄選的輔助工具。（2）發展保全人員團體互助的人際關係能力。（3）營造人性化管理的工作環境。（4）正確工作價值觀輔導及推廣（5）強化工作經驗傳承及諮詢協助（6）專業性證照制度及專業幹部培育

This research aims to understand the influence of work values on job
efficiency through an investigation on the cognitive recognition of work values on
private security guards. The main purpose of the research is to understand if personal
variables will have a tremendous effect on job performance, and secondly to explore
if work values are related to job performance. This paper will also study if the human
resource management practices in the private security guard industry have a
noticeable relationship in the job performance of the employees. The research will
also suggest and provide various effective references to accessible for the private
security guard industry to use in the recruitment, training, and performance evaluation
of employees.
This research uses the work value scale developed by Tei-Xiung Wu, cross
referenced with the human resource management scale developed for private security
guards and the job performance scale designed by Ting-Kwan Lin as reference tools.
The research chooses Wei Fon security company’s private security guards in the north
area as subjects for random question airing. A total of 300 questionnaires were given
out, and 244 copies were returned, 8 copies were declared ineffective, received 236
usable questionnaires. A SPSS statistic system was used to compile record and
analyze the data retrieved. The analysis methods used includes descriptive statistics
such as mean, standard deviation, percentage, to analysis the structure of the data.
The factor analysis was used to explain the connotation of the common factor, and
trust analysis is used to make sure the result of the research contained a consistency of
stability. The relative analysis is used to recognize the different factors of work values,
and the relationships between the cognitive recognition of human resource
management practices and the job performance. Lastly, regression analysis is used to
determine if the whole relationship shows from a statistical point of view, and then to
explain variables in criterion variable.
The data analysis reveals that the different background variables on different
employees will affect their job performance. A certain relationship between work
values and job performance is also displayed. Lastly, the human resource management
practices and job performance also shows a certain linkage.
Based on this research outcome, below suggestions are given to the private security
guard industry:
1. Use work value as the reference tool for recruitment and selecting employees.
2. Develop the group help and personal interact relationship among private security guard society.
3. Create a user friendly management working environment.
4. Promotion and counsel the correct work values.
5. Emphasize the passing of work experience and provide counseling help.
6. Develop the system of performance certificates and the education of professional
management.

一、中文部份
1. Dessler (1994)，「人力資源管理」，張緯良譯，台北：華泰出版社，民85 ，頁249 。
2. 王叢桂（1992），社會轉型中各世代的工作價值觀變遷，台北：國科會。
3. 王至誠（2000），台灣地區保全業經營管理的特性與問題之研究，國立中山大學高階經營碩士論文。
4. 白景文（1997），「工作價值觀、領導型態與工作滿意度之相關性研究：以研華集團為例」，台北：台灣師範大學工業科技教育學研究所碩士論文。
5. 朱明謙（2002），高科技產業從業人員之休閒行為與工作壓力及工作績效之研究，義守大學管理科學研究所碩士論文
6. 朴英培（1988），工作價值觀、領導型態、工作滿足與組織承諾關係之研究－以韓國電子業為例，政治大學企業管理研究所未出版博士論文。
7. 余德成（1996），品質管理人性面系統因素對工作績效之影響，國立中山大學企業管理研究所未出版之碩士論文。
8. 吳秉恩（1999）“組織行為學”。台北：華泰書局。
9. 吳鐵雄、李坤崇、劉佑星、歐慧敏（1995），「工作價值觀工作量表之研究」，台北市：行政院青年輔導委員會。
10. 吳鐵雄（1996），工作價值觀量表之編製研究，行政院青年輔導委員會編印。
11. 高永昆、李永然與劉智園（1999），公寓大廈管理服務人之管理與保全實務，台北：永然文化出版股份有限公司。
12. 高永昆（1999）「保全業與大樓管理業經營事務項目之區別」
13. 黃同圳（1992），「年輕的心事－企業新進員工工作價值觀初探」，管理雜誌，第212 期，pp65-69。
14. 黃同圳(1993)，國內企業實施參與管理模式之研究，國科會專題研究計劃報告。
15. 黃同圳、劉靜如（1998 ），「大陸台商人力資源管理優勢化策略探討」，中山管理評論，6(3)，827~854 。
16. 黃同圳 (2002)，「人力資源管理的12 堂課」，台北: 天下文化，。
17. 黃家齊、顧萱萱 (1999)，「人力資本投資與組織績效」，一九九九海峽兩岸財經與商學研討會論文集，頁385-400 。
18. 黃國隆（1995），台灣與大陸企業員工工作價值觀之比較，本土心理學研究，4,頁92-147。
19. 徐善德（1997），高職教師工作價值觀、組織承諾與教學效能關係之研究，國立政治大學教育研究所博士論文。
20. 唐大均（2001），工作價值觀與工作特性影響我內稽人員工作投入與離職傾向的探討，國立中山大學人力資源管理研究所碩士論文。
21. 陳淑玲（1996），新人類的工作價值觀與工作特性對工作投入影響之研究，中山大學人力資源管理研究所未出版碩士論文。
22. 陳世哲、許淑君（1999），「競爭策略、人力資源管理系統與組織績效之研究」亞太管理評論，4 卷4 期：413-429。
23. 郭馨鎂（2002），保全業之中高齡員工工作價值觀與工作態度之探討，國立中山大學人力資源管理研究所暑期專案論文。
24. 郭馨鎂（2003），保全人員工作價值觀對工作態度影響之研究－以台灣南部地區從業人員為例，國立中山大學人力資源管理研究所。
25. 張火燦 (1996)，「策略性人力資源管理，揚智文化事業股份有限公司」，台北。
26. 張淼江（2003），兩岸員工工作價值觀、工作滿意與工作績效關係之研究--以定期貨櫃運送業為例。國立成功大學交通管理科學研究所碩士論文
27. 曹國雄（1993），「價值配合程度對工作態度與工作表現的影響」，中原學報第22 期：138-153 。
28. 許迪翔（2003）。不同世代之工作價值觀、工作態度及其關聯性之研究－以台灣高科技產業之員工為例，中原大學企業管理研究所未出版碩士論文。
29. 楊國樞(1981)，中國人的性格與行為：形成與?變，中華心理學刊，23 期，頁39-56 。
30. 鄭韻玫（2001），中年生涯轉換者工作價值觀轉化學習之研究，國立台灣師範大學社會教育研究所碩士論文。
31. 鄭伯壎、謝光進編譯（1994），工業心裡學，第十版，台北：大洋出版社。
32. 鍾淑珍（1999），台灣與大陸新人類工作價值觀比較－以一電腦公司為例，中央大學人資所未出版碩士論文。
33. 鐘志明（2000），企業文化、員工工作價值觀及組織承諾之關聯性研究— 以台灣地區主要集團企業為例，長榮管理學院經營管理研究所碩士論文。
二、英文部份
1. Adkins, C. L., & Naumann, S. E., (2001). Situational Contraints on The Achievement-Performance Relationship: A Service Sector study. Journal of Organizational Behavior, 22: 453-465.
2. Barney, J. (1991). Firm resources and sustained competitive advantage. Journal ofManagement, 17(1): 99-120.
3. Blumberg, M. ＆ Pringle, C.D. (1982), The Missing Opportunity inOrganizational Research: Some Implications for a Theory of WorkPerformance, Academy of management Review, Vol.7, pp.560-569.
4. Bretz, R. D. Jr., & Milkovich, G. T. (1990). Performance appraisal in large organizations: Practice and research implications (work paper), Ithaca, New York: Center for Advanced Human Resource Studies, Cornell university.
5. Beer，M.，Spector，B.，Lawrence，P. R.，Miles，D. Q.，& Walton，R. E.(1985).“Human Resource Management: A general manager’s perspective，” NewYork: Free Press.
6. Crawford, R. (1991), “In the Era of Human Capital”, San Francisco: Jossey, Bass.
7. Cuieford, J. P., (1965). Fundamental statistic in psychology and education 4th (Ed.), NY：McGraw-Hill.
8. Dessler, G. (1994). Human resource management. Englewood, NJ: Prentice-Hall.
9. Delaney, J. T. & Huselid, M. A. (1996), “The impact of human resource managementpractices on perceptions of organizational performance”, Academy of ManagementJournal, 39(4) :949-969
10. Delery, J. E. & Doty,D.H. (1996), “Modes of theorizing in strategic humanresourcemanagement: tests of universalistic,contingency,and configurational performancepredictions”, Academy of Management Journal, 39(4): 802-835.
11. Dose, Jennifer J. (1997). Work values： An integrative framework and illustrative application to organizational socialization. Journal of Occupational and Organizational Psychology, 70（ 3）： 219-240.
12. Elizur, D. (1984), “Facets of Work Values: A Structural Analysis of WorkOutcomes,” Journal of Applied Psychology, 69, pp.379-389.
13. Fey, C. F., Bjorkman, I. & Pavlovskaya. (2000). the Effect of Human ResourceManagement Practices on Firm Performance in Russia. International Journalof Human Resource Management, 11(1): 1-18.
14. Gerhart, B., & Milkovich, G. T. (1990), “Organizational difference in managerialcompensation and financial performance”, Academy of Management Journal, 33,663-691.
15. Gosselin, A., Werner, J. M., & Halle, N. (1997). “Ratee preferences concerning performance management and appraisal”, Human Resource Development Quarterly, 8(4), winter, pp. 315-333.
16. Huselid, M. A. (1995). The Impact of Human Resource ManagementPractices in turnover, productivity, and corporate financialperformance. Academy of Management Journal, 40:171-188.
17. Huselid, M. A. (1995), “The impact of human resources management practices on turnover, productivity and corporate financial performance”, Academy of Management Journal, Vol. 38, pp.635-672.
18. Huang, I.C., Huang, J.Y., and Uen, J. F. (1998). The Relationship between HumanResouce Systems and Organizational Performance in High-teck Companies inTaiwan. Sun Yat-sen Management Review, international issue: 643-656.
19. Hunter, J. & Hunter, R. (1984). Validity and Utility of Alternative Predictors of JobPerformance. Psychological Bulletin. 96:72-98.
20. Hogan, J. & Hogan, R., (1996). Motives, Values, and Preferences Manual. Hogan Assessment Systems. Tulsa, OK.
21. Hess, K.M. & Wrobleskim H.M.(1996), Introduction to private security.MN:West Publishing Company.
22. Herzberg, F. (1959).The motivation to work. New York: Wiley.
23. Hackman, J. R. & Wageman, R., (1995), Total Quality Management: Empirical, Conceptual, and Practical Issues. Administrative Science Quarterly, 40: pp.309-342.
24. Ing-Chung Huang，Junying Huang & Jin Feng Uen，(1998). The relationshipsbetween human resource systems and organizational performance in high-techcompanies in Taiwan. Sun Yat-Sen Management Review，International Issue(August): 643-656
25. Jennifer, M.G.nnd Gareth,R.J.(1997). “Experiencing work: Values, Attitude, andMoods”, Human Relations, Vol.50,pp.393~416.
26. Lee, C. (1985). “Increasing performance appraisal effectiveness: Matching task types, appraisal process, and rather training.”, Academy of Management Review , 10(2) , pp.322-331.
27. Maslow, A.H. (1954). Motivation and personality. New York: Harper and BrothersPub.pp.146~150.
28. Noe, R. A. et al.(2000), Human resource management：gaining a competitive advantage, 3rded., McGraw-Hill Companies.
29. Pfeffer, J. (1994), “Competitive Advantage through People: Unleashing the Power of the Workforce. Boston”, MA: Harvard Business School Press.
30. Pine, G...J. & Innis, G.(1987). Cultural and Individual Work Values. The Career Development Quarterly, 14(2):279-287.
31. Robbins, S.P., (1992) “Essentials of Organizational Behavior”, prentice Hall1 0 3 International.
32. Robbins,S.P.（1994）.Management, Prentice Hall Inc.
33. Resource Management Practices in Firm Performance in Russia”，InternationalJournal of Human Resource Management，11(1)，pp1-18
34. Rokeach, M. (1973), the Nature of Human Values, New York: The FreePress.
35. Rounds, J. B., & Tracey, T. J. (1990). From trait-and-factor to person– environment fit counseling: Theory and process. In W. B. Walsh & S. H. Osipow (Eds.), Career counseling: Contemporary topics in vocational psychology (pp. 1–44). Hillsdale, NJ: Erlbaum.
36. Snell, S. A., & Dean, J. W. (1992). Integrates manufacturing and human resourceement: A human capital perspective. Academy of Management Journal, 35(3):467-504.
37. Snell, S. A., & Youndt, M. A., & Wright, P.M. (1996). Establishing a framework forresearch in strategic human resource management: Mergering resource theoryand organaizational learning. In G.R. Ferris (Ed.), Research in personnel andhuman resource management, 14: 61-90. Greenwich, CT, & London: JAI Press.
38. Schuler, R.S. & Jackson, S.E.(1996), “Human Resource Management: Positioning for the 21th Century, 6th ed.”, Minneapolis/St. Paul, Minn: West Publish.
39. Schuler, R. S., & Jackson, S. E. (1996).Human resource management: Positioning for the 21st century (6th Ed), New York: West Publishing Company.
40. Schuler，R. S.（1992），Managing human resources，4th ed. MN.：West.
41. Terpstra，D. E.、E. J. Rozell. (1993). the relationship of staffing practices toorganizational level measures of performance. Personnel Psychology，46(1):27-48.
42. Taylor, P., & O’Driscoll, M. (1993). “Functions and implementation of performance appraisal system in New Zealand Organization”, Asia Pacific Journal of Human Resources, 31(1), pp.20-32.
43. Ulrich, D., Brockbank, W., & Yeung, A. (1989). Beyond belief: A benchmark forhuman resources, Human Resource Management, 28(3): 311-335.
44. Ulrich, D. (1987), “Organizational capability as a competitive advantage: Human resource professionals as strategic partners”, Human Resource Planning, 10(4): 169-184.
45. Van Buren, Mark E.(1999), “A yard stick for knowledge management ”, Training and Development, 53, 71-74.
46. Vanus, D. & McAllister, I.(1991). Gender and Work Orientation. Work and Occupations, 18(1):72-93.
47. Vroom, V.H. (1964), Work and Motivation. New York: John Wiley. And Sons Inc.,
48. Weiss, H.M...＆Adler,S.（1984） Personality and organizational behavior ,”Reserch in Organizational Behavior,6,pp.1-50.
49. Youndt, M. A., Snell, S.A., Dean, J.W. & Lepak, D.P.,(1996). HumanResources Management, Manufacturing Strategy, and Firm Performance, Academy of Management Journal, 39: 836-866.