參考文獻 |
1. 李誠主編(2000),「人力資源12堂課」,台北:天下文化書坊。
2. 張文燦(1998),「策略性人力資源管理」,台北:揚智文化事業股份有限公司。
3. 林美惠(2004),「人力資源管理措施對組織績效之影響– 以海峽兩岸高科技產業為例」,國立中央大學人力資源管理研究所碩士論文。
4. 邱桂珍(1996),「人力資源管理績效衡量之研究」,國立成功大學工業管理研究所碩士論文。
5. 吳秉恩( 1999),「分享式人力資源管理」,台北:翰盧圖書出版有限公司。
6. 吳秉恩、游淑萍、蔣其霖(2002),「台灣企業人力資源管理運作及其關係之初探」,人力資源管理學報,2(2),pp.37-64。
7. 李元墩(2000)、趙必孝、許恒勝(1998),「企業環境、人力資源管理者才能、人力資源管理效能與經營績效相關性之研究」,長榮學報,2(2),pp.23-45。
8. 李元墩、蔡東峻(1999),「企業策略、人力資源策略、人力資源管理效能與組織績效關係之研究---以台灣高科技產業為例」,長榮學報,3(1),pp.65-81。
9. 李長貴(2002),「人力資源管理-組織的生產力與竸爭力」,台北:華泰文化事業公司。
10. 黃英忠(1997),「人力資源管理」,三民書局,台北。
11. 黃家齊(2002),「人力資源管理活動與組織績效─員工技能與動機的中介效果」,人力資源管理學報,第二卷,第四期,pp.015-032。
12. 黃家齊(2002),「人力資源管理系統與組織績效─智慧資本觀點」,管理學報,第十九卷,第三期,pp.415-450。
13. 黃同圳(1997),「人力資源管理策略與組織績效關係探討:權變觀點在台灣企業之檢證」,Hong Kong Journal of Business Management,Volume XV,頁79-100。
14. 陳哲彥(1998),「人力資源管理與組織績效之關係」,中山大學人力資源管理研究所碩士論文。
15. 溫金豐(1998),「人力資源系統構形與組織績效關係之研究:以高科技廠商為例」,國立中山大學企業管理學系博士論文。
16. 劉明奎(1995),「人力資源部門績效指標建構之研究」,東海大學企業管理學系碩士論文。
17. 孫德修(2004),「人力資源管理效能定量指標之重要性研究」,朝陽科技大學工業工程與管理系。
18. 謝煒頻(2000),「台灣企業人力資源管理效能衡量模式建構與實證之研究」,長榮管理學院經營管理研究所碩士論文。
19. 鍾以勇(2004),「人力資源管理系統、組織能力與組織績效關係之研究—以區域醫院為例」,國立臺北大學企業管理學系博士論文。
20. 鐘尹君(2005),「人力資本與人力資源管理措施對組織績效影響之探討」,國立中央大學人力資源管理研究所碩士論文。
21. Arthur, J.(1994), “Effects of Human Resource Systems on Manufacturing Performance and Turnover”, Academy of Management Journal,37:pp.670-687.
22. Becker, B. and Gerhart, B.(1996), “The Impact of Human Resource Management on Organizational Performance: Progress and Prospects”, Academy of Management Journal, 39:4, pp.779-801.
23. Campbell, J.P., McCloy, R.A., Oppler, S. H. and Sager, C.E. (1993), “A theory of performance”, In N. Schmitt, W.C. Borman and Associates Personnel Selection in Organizations, San Francisco, CA: Jossey-Bass.
24. Cascio, W. F. (1991), “Costing human resources: The financial impact of behavior in organizations”, Boston:PWS-Kent.
25. Chen Shyh-Jer (2001), “Human Resource Management Systems and Organizational Performance: An Empirical Study of Taiwanese Firms in Chinaman”, Academy of Management Journal, 1,p p.1-18
26. Dyer, L. and Reeves, T.(1995), “Human Resource Strategies and Firm Performance: What Do We Know and Where We Need to Go?”, International Journal of Human Resource Management, 6:3, pp.656-670.
27. Delery, J. E. and Doty, D. H.(1996), “Modes of Theorizing in Strategic Human Resources Management: Tests of Universalistic, Contingency, and Configurational Performance Prediction”, Academy of Management Journal, 39,p p.802-835.
28. Delaney, J. M., & Huselid, M. A.(1996), “ The impact of human resource management practices on perceptions of organizational performance”, Academy of Management Journal, 39, pp.949-969
29. Fey, C. F., Bjorkman, I. and Pavlovskaya, A. (2000), “The Effect of Human Resource Management Practices on Firm Performance in Russia”, International Journal of Human Resource Management, 11(1), pp.1-18.
30. Gary Dessler (2000), “Human Resource Management ”, 8th ed, Prentice Hall
31. Guest, D. E. (1997), “Human Resource Management and Performance: A Review and Research Agenda”, International Journal of Human Resource Management, 8(3), pp.263-276.
32. Hitt, M. A., Bierman, L., Shimizu, K., & Kochhar, R. (2001), “Direct and moderating effects of human capital on strategy and performance in professional service firms: A resource-based perspective”, Academy of Management Journal, 44, pp.13-28.
33. Huang, I.C., Huang, J.Y., and Uen, J. F. (1998), “ The Relationship between Human Resouce Systems and Organizational Performance in High-teck Companies in Taiwan”, Sun Yat-sen Management Review, international issue, pp.643-656
34. Huselid, M. A.(1995), “The impact of human resource management practices on turnover, productivity, and corporate financial performance”, Academy of Management Journal, 38, pp.635-672.
35. Huselid, M. A., & Becker, B. E.(1996), “Methodological issues in cross-sectional and panel estimates of human resource-firm performance link”, Industrial Relations, 35, pp. 400-422
36. Huselid, M A., Jackson, S. E., & Schuler, R. S. (1997), “Technical and strategic human resource managementeffectiveness as determinants of firm performance”, Academy of Management Journal, 40, pp. 171-188
37. Gerhart, B., & Milkovich, G. T.(1990), “Organizational difference in managerial compensation and financial performance”, Academy of Management Journal, 33, pp.663-691.
38. Koch, M. J. and McGrath, R. G.(1996), “Improving Labor Productivity: Human Resource Management Policies Do Matter” , Strategic Management Journal, 17, pp.335-354
39. Lepak, D. P. and Snell, S. A.(2002), “Examining the Human Resource Architecture: The Relationships among Human Capital, Employment, and Human Resource Configurations”, Journal of Management, 28:4, pp.517-543
40. Lawler, E. (1992), “The ultimate advantage: Creating the high involvement organization”, San Francisco, CA: Jossey-Bass.
41. Noe, Hollenbeck, Gerhart, Wright (2002), “Human Resource Management”, 4th ed, Mcgraw.Hill.
42. Ngo, H. Y., D. Turban, C. M. Lau, S. U. Lui.(1998), “Human resource practices and firm performance of multinational corporations: influences of country origin”, The International Journal of Human Resource Management, 9:4, pp.632-652.
43. Mowday, R.T., Poter, L.W. and Steers, R.M. (1982), “Employee-organization linkages: The Psychology of Commitment, Absenteeism, and Turnover. New York: Academic Press.
44. Ostroff, C. and Schmitt, N.(1993), “Configurations of Organizational Effectiveness and Efficiency”, Academy of Management Journal, 36:6, pp.1345-1361.
45. Park, H. J., Mitsuhashi, H., Fey, C. F. and Bjorkman, I. (2003), “The Effect of Human Resource Management Practices on Japanese MNC Subsidiary Performance: A Partial Mediating Model”, International Journal of Human Resource Management, 14:8, pp.1391-1406.
46. Paul A.K. and Anantharaman R.N. (2003), “Imapct of people management practices on organizational performance: analysis of a causal model”, International Journal of Huamn Resource Management 14:7, pp.1246-1266.
47. Pfeffer, J. (1994), “Competitive advantage through people”, Boston, Massachusetts: Harvard Business School Press.
48. Porter, M. E. (1985), “Competitive advantage: Creating and sustaining superior performance”, New York: Free Press.
49. Price, J.L.(1997), “The Study of Turnover”, Ames, I A: Iowa State University Press.
50. Rogers E. W. and Wright, P. M.(1998), “Measuring Organizational Performance in Strategic Human Resource Management: Problems, Prospects, and Performance Information Markets”, Human Resource Management Review, 8:3, pp.311-331.
51. Rousseau, D. M., & Parks, J. M.(1993), “The contracts of individuals and organizations”, In B. M. Staw, & L. L.Cummings (Eds.), Research in organizational behavior, 15, pp.1-43. Greenwich, CT: JAI Press.
52. Snell, S. A., & Dean, J. W. (1992), “Integrated manufacturing and human resource management: A human capital perspective”, Academy of Management Journal, 35, pp.467-504
53. Spencer, L. M., & Spencer, S. M. (1993), “Competence at work: Models for superior performance”, New York: Wiley.
54. Terpstra, D. E. & E. J. Rozell. (1993), “ The relationship of staffing practices to organizational level measures of performance”, Personnel Psychology, 46:1, pp.27-48.
55. Wright, P. M., McCormick, B., Sherman, W. S., & McMahan, G. C.(1999), “The role of human resource practices in Petro-chemical refinery performance”, The International Journal of Human Resource Management, 10, pp.551-571.
56. Wright, P. M., & McMahan, G. C. (1992), “Alternative theoretical perspectives for strategic human resource management”, Journal of Management, 18, p.295-320
57. Wright, P. M., McMahan G, C. and McWilliams A.(1994), “Human Resources and Sustained Competitive Advantage: A Resource-based Perspective”, International Journal of Human Resource Management, 5:2, pp.301-326.
58. Venkatraman, N. and Ramanujam, V.(1986), “Measurement of Business Performance in Strategy Research: A Comparison of Approaches” , Academy of Management Review, 11:2, pp.801-814.
59. Vanek, J.(1970), “The general theory of Labor-managed market economics”, New York: Cornell University Press
60. Youndt, M. A., Snell, S. A., Dean, J. W., & Lepak, D. P.(1996), “Human resource management, manufacturing strategy, and firm performance”, Academy of Management Journal, 39, pp.836-866.
61. Ulrich, D. (1987), “Organizational capability as a competitive advantage: Human resource professionals as strategic partners”, Human Resource Planning, 10: 4, pp.169-184. |