策略性人力資源管理、市場導向與學習導向對組織績效之影響

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姓名

楊秀琪(Shio-Chi Yang) 查詢紙本館藏

畢業系所

資訊管理學系

論文名稱

策略性人力資源管理、市場導向與學習導向對組織績效之影響
(not available)

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摘要(中)

在知識經濟、變動快速、競爭激烈的產業環境之下，企業必須積極地提昇競爭優勢以求有良好的組織績效表現，而近來學術上與實務上，策略性人力資源管理、市場導向、學習導向三者分別被提到能夠增進組織績效表現，本研究試圖將此三個研究議題做連結，並檢驗與組織績效的關係。
因此，本研究的研究問題為，以組織文化的觀點切入，了解策略性人力資源管理，如何影響市場導向、學習導向，以及了解市場導向與學習導向之關係，最終驗證市場導向、學習導向對組織績效的影響關係。
本研究以國內企業作為研究對象，使用實徵研究方法，以 2001 年中華徵信所之「企業經營績效綜合指標」1000 大企業與科學園區廠商作為問卷調查對象，並選定行銷部經理為填答對象，用郵寄的方式寄發問卷。
研究結果顯示：(1)策略性人力資源管理對市場導向、學習導向有正向的影響；(2)市場導向對學習導向有正向的影響；(3)市場導向、學習導向對組織績效有正向的影響。另外，本研究亦發現策略性人力資源管理經由市場導向與學習導向對組織績效造成間接影響。整體而言，本研究五項假說皆獲得支持。
本研究發現，策略性人力資源管理透過市場導向、學習導向，間接地對組織績效造成重要的影響，因此本研究建議企業必須有效地實施策略性人力資源管理，企業亦可以嘗試從市場導向與學習導向的角度來思考策略性人力資源管理的內涵。對於後續的研究，本研究建議可以延續研究結果，繼續深入與詳細地探討如何發展出市場導向組織文化與學習導向組織文化，或是探索策略性人力資源管理、組織績效與其他組織變數的關係。

摘要(英)

not available

關鍵字(中)

★ 學習導向
★ 策略性人力資源管理
★ 市場導向

關鍵字(英)

★ SHRM
★ LO
★ MO

論文目次

目錄 I
圖目錄 III
表目錄 IV
第一章緒論 1
1.1研究動機 1
1.2研究目的 2
1.3研究問題 3
1.4研究範圍 3
1.5研究步驟 4
第二章文獻探討 6
2.1策略性人力資源管理 6
2.2市場導向 10
2.3學習導向 13
第三章研究模型 16
3.1研究架構 16
3.2研究假說 17
第四章研究方法 21
4.1研究設計 21
4.2變數的定義及操作化 22
4.3研究工具 23
4.4資料分析方法 25
第五章資料分析 28
5.1問卷回收 28
5.2樣本基本資料分析 29
5.3樣本穩定度檢定 30
5.4效度與信度檢定 31
5.5研究假說檢定 42
第六章結論與建議 50
6.1實徵結果 50
6.2管理實務建議 52
6.3研究限制 54
6.4未來研究方向 54
參考文獻 56

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指導教授

王存國(Eric T.G. Wang)

審核日期

2003-7-7

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