從組織文化探討人力資源活動外包與人力資源管理角色效能關聯性之研究

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何清雅(Ching-Ya Ho) 查詢紙本館藏

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人力資源管理研究所

論文名稱

從組織文化探討人力資源活動外包與人力資源管理角色效能關聯性之研究
(From Organizational Culture View to Discuss the Relationship between Human Resource Activities Outsourcing and the Effectiveness of Human Resource Management Roles)

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摘要(中)

本文以人力資源管理是否有效地扮演營運性角色及策略性角色來衡量人力資源管理的成效，並稱之為人力資源管理角色效能。但在眾多任務及角色中，人力資源部門必須將有限的資源運用在最核心的功能上以獲得競爭優勢，當企業發現其無法運用內部資源或能力完成所有人力資源活動時，外包不失為一項因應的策略，意即人力資源部門可透過外包來減少成本與負擔，並且將焦點放在核心功能上。但不同的組織文化對於外包的接受程度及處理態度不盡相同，因此在不同的組織文化下，人力資源活動外包所帶來的人力資源管理角色效能應該會有所差異，故本文亦加入組織文化此一干擾變項，探討人力資源活動外包程度與組織文化的互動對人力資源管理角色效能之關係。
本文以製造業、服務業及金融業共108家公司為樣本，依迴歸分析驗證假設，研究結果發現，將人力資源活動外包後，有助於提升營運性及策略性人力資源管理角色效能。加入組織文化為干擾變項後，發現在越不科層的組織文化中，組織適當的將人力資源活動外包後，人力資源管理角色效能的提升效果越顯著。
故組織在進行人力資源活動外包時，亦要考量本身組織文化的配合，如同Ulrich（1997）認為要有效地執行人力資源管理實務需要配合組織的需求以及組織文化。若公司屬於較為科層型文化時，在外包的考量上要更為謹慎。

摘要(英)

This study uses human resource management roles to measure the effectiveness of human resource management, and to call the effectiveness of human resource management roles. Among the multiple roles and tasks, outsourcing is a good strategy to reduce some cost and burdens, and to focus on the core values. Even though outsourcing can reduce the working load of HR staff, the executive attitude and acceptance for the outsourcing strategy is different between different organizational cultures, and the outsourcing effects will also be different. So this study uses organizational cultures to be moderator to test how the interaction between organizational culture and the HRM outsourcing will affect the effectiveness of HRM roles.
There are 108 samples in this study, including manufacture, service and finance industries. The result suggests that human resource activities outsourcing is positive with the effectiveness of strategic and operational human resource management roles. When we consider organizational cultures for the moderator, the result suggests that if organizations outsource human resource activities appropriately, the positive effect in effectiveness of human resource management roles is more significant in the organizations with less hierarchic organizational culture.
The result of this study suggests that organizations’ outsourcing human resource activities is positive to the effectiveness of human resource management roles, but they must consider their organizational cultures, if the organizational culture is more hierarchic, the company must consider more about the outsourcing effect.

關鍵字(中)

★ 外包
★ 人力資源管理效能
★ 人力資源管理角色
★ 組織文化

關鍵字(英)

★ human resource management role
★ organizational culture
★ outsourcing

論文目次

第一章緒論 1
第一節研究動機 1
第二節研究目的 2
第二章文獻探討 3
第一節組織文化 3
第二節人力資源管理角色效能 9
第三節人力資源活動外包 17
第四節人力資源活動外包、人力資源管理角色效能與組織文化三者關係 29
第三章研究方法 38
第一節研究架構 38
第二節研究假設 39
第三節研究變項之操作型定義與研究工具 40
第四節研究對象 46
第五節信度分析 48
第四章研究結果 49
第一節描述性統計分析 49
第二節相關分析 53
第三節迴歸分析 55
第五章結果討論 64
第一節研究結論 64
第二節討論 65
第三節管理實務之參考 68
第四節研究限制 70
第五節後續研究建議 71
參考文獻 72
附錄一組織文化各題項之描述性統計 82
附錄二人力資源管理角色效能各題項之描述性統計 83
附錄三問卷中各構面題項 84

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二、中文
1.江錦樺（民90），人格特質與組織文化之適配性對工作績效之影響－以高科技F公司為例，國立中央大學人力資源管理研究所碩士論文。
2.呂美玲（民90），從交易成本觀點探討資訊系統之委外決策，銘傳大學國際企業管理研究所碩士論文。
3.林淑惠（民92），夥伴關係、知識分享、制度化與人力資源管理對教育訓練委外績效之探討，國立中山大學人力資源管理研究所碩士論文。
4.林雅琦（民92），探討不同組織文化下影響台灣中小企業外包程度之關鍵因素，國立成功大學管理科學研究所碩士論文。
5.邱皓政（民94），社會與行為科學的量化研究與統計分析，五南圖書出版股份有限公司。
6.陳吟旭（民88），台灣大型企業教育訓練外包之研究，國立中正大學勞工研究所碩士論文。
7.陳郁雯（民89），「『外包』，再造競爭優勢」，人力發展月刊，第75期， pp.39-42。
8.張善湧（民92），人力資源活動外包之委外關係與委外績效相關性之研究，國立中央大學人力資源管理研究所碩士論文。
9.黃曦民（民92），組織文化對組織變革與組織效能之影響－以商業無線電視台為例，銘傳大學傳播管理研究所碩士論文。
10.楊明恭、陳培文(1997)，「台灣中部地區高職(中)工業類科學校組織文化與組織效能關係之研究」，教育研究資訊，第五卷，第六期，pp. 64-81。

指導教授

房美玉(Meiyu Fang)

審核日期

2006-7-12

推文