人力資本投資、知識分享與組織績效之關聯

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沈育嘉(Yu-Chia Shen) 查詢紙本館藏

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人力資源管理研究所在職專班

論文名稱

人力資本投資、知識分享與組織績效之關聯
(THE RELATIONSHIPS AMONG HUMAN CAPITAL INVESTMENT, KNOWLEDGE SHARING, AND FIRM PERFORMANCE)

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摘要(中)

管理界的巨擘Drucker在其1993年所著「後資本主義社會」(Post-Capitalist Society)將未來社會視為一個知識經濟的時代，並指出在知識社會當中，基本的經濟資源將不再只是資本、土地或勞力技術，而是「知識」。根據資源基礎理論，核心技能有具備價值(value)、稀少(rareness)、無法模仿(can not be imitated) 以及不可移轉(immobility) 等特性，而擁有這項核心技能的人才，則為企業值得投資與關注的人力資本；因此，企業最重要的投資就是對於知識工作者的「人力資本投資」。另一方面，由於組織所擁有的知識大部份是存在於人力資本中，「組織知識分享」扮演了知識流通的重要角色，能為組織知識帶來更多附加價值，進而創造更多新知識。
本研究以知識基礎理論，就知識的存量與流量觀點，探討人力資本投資、知識分享與組織績效的關聯。以台灣公開發行公司為問卷調查對象，獲得153家有效企業樣本，再加以控制產業別、組織規模及成立年數等進行分析。
研究結論如下：(1)人力資本投資對組織績效並無顯著影響。(2)組織知識分享對組織績效具有顯著影響。(3)組織知識分享與人力資本投資對組織績效有交互作用之影響。

摘要(英)

Drucker (1993) stated that knowledge is not merely a factor of production like labor, money and land – it is the critical resource today. Knowledge, specifically human capital, is the greatest and most powerful asset, which an organization possesses. It means that the value or contribution each employee can create for the firm. This definition is consistent with the resource-based view of strategic management which underpins our work and which stresses the development of resources which create unique, inimitable, and appropriable value to the firm (Grant, 1996)。
On the basis of this trend, this study follows knowledge-based theory to investigate the relationships among human capital, knowledge sharing, and firm performance. To discuss this issue, this study adopts a sample of 153 Taiwanese listed companies from various industries and organizations by controlling their scope, industry, and firm age.
The results of this study are as follows：(1) Human capital investments have no significant influences on firm performance. (2) Knowledge sharing affects firm performance significantly. (3) On the moderating effects of knowledge sharing, while the higher knowledge sharing, the stronger human capital investments, the better a firm performs.

關鍵字(中)

★ 知識分享
★ 人力資本投資
★ 組織績效

關鍵字(英)

★ Human Capital Investment
★ Knowledge Sharing
★ Fir

論文目次

第一章研究動機與目的 1
第二章文獻探討 4
第一節資源基礎理論與核心能力 4
第二節組織知識管理 8
第三節人力資本投資與組織績效 18
第四節組織知識分享與組織績效 27
第五節人力資本與組織知識分享之交互作用 33
第三章研究方法 35
第一節研究架構與假設 35
第二節資料來源和問卷設計 36
第三節資料分析方法 39
第四章研究結果 41
第一節樣本特性分析 41
第二節相關分析 43
第三節迴歸分析 44
第五章結論與建議 48
第一節研究發現和討論 48
第二節管理意涵 50
第三節研究限制 53
第四節未來研究建議 55
參考文獻 56

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指導教授

劉念琪(Nien-Chi Liu)

審核日期

2006-7-4

推文