新興公司人力資源策略與組織績效之關聯; The impacts of human resources strategies on the organizational performance of new venturing firms

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題名:	新興公司人力資源策略與組織績效之關聯;The impacts of human resources strategies on the organizational performance of new venturing firms
作者:	黃志豪;Chih- Hau Huang
貢獻者:	人力資源管理研究所碩士在職專班
關鍵詞:	創新;人力資源管理;組織績效;organizational performance;HRM;innovation
日期:	2004-06-07
上傳時間:	2009-09-22 14:03:00 (UTC+8)
出版者:	國立中央大學圖書館
摘要:	新創的企業，總伴隨著許多不確定性。如何有效的經營新興公司並使其成長茁壯，一直是學界與實務界共同想要了解的課題，但鮮少有研究專門針對人力資源策略與新興公司績效之間的關聯作探討。基於此，本研究旨在探討人力資源策略與新興公司績效之間的關聯。並試著以統計分析等研究方法，系統性地找尋出適合新興公司發展的人力資源策略。本研究以363家年齡介於2~10年之上市、上櫃、興櫃、以及公開發行公司作為研究對象，並回收59份問卷，有效回收率為16.25%。根據文獻探討，及信效度分析的結果，本研究將新興公司的組織績效定義為：創新能力與市場競爭力。同時也歸納出六項與新興公司組織績效相關的人力資源策略：以專業技能為主的招募甄選、薪資領先政策、專門性訓練、溝通、員工參與及工作安全。而透過迴歸分析等方法，得出以下結論：第一、以專業技能為主的招募甄選，對新興公司的創新能力有所幫助。第二、薪資領先政策，對新興公司的創新能力與市場競爭力都有所幫助。第三、專門性訓練，對新興公司的創新能力與市場競爭力皆無顯著的關聯。第四、溝通對於新興公司的創新能力與市場競爭力都有所幫助。第五、員工參與會對新興公司的創新能力有所幫助。第六、工作安全政策會對新興公司的創新能力與市場競爭力都有所幫助。 It is always risky to start a new enterprise. Therefore, many scholars and practitioners attempt to discover how to effectively manage a new venture business. But only few literatures have ever discussed the relation between the performance of new venture business and the human resource activities. Due to the fact, this study tried to make effort on the relation between the performance of new venture business and the human resource activities. Using statistic methodology, the study systematically discovered the human resource strategies which are appropriate for the new venture business. The sample pool of the study contained 363 IPO (Initial Public Offering) companies, whose ages were all from 2 to 10 years old. We recovered 59 questionnaires, which meant recover rate was 16.25%. According to the literature review and the outcome of the statistic analysis, this study clarified the performance new venture business into two different concepts: creativity and competitiveness. Also, we concluded six human resource strategies that may relate to the new venture performance: selection based on the specific skill, lead compensation, specific training, participation, communication, and job security. Though the regression analysis, this study consequently drew several conclusions: First, “selection based on the specific skill” has positive effect on creativity of new venture business. Second, “lead compensation” has positive effect on both creativity and competitiveness of new venture business. Third, “specific training” has no effect on neither creativity nor competitiveness of new venture business. Fourth, “participation” has positive effect on creativity of new venture business. Fifth, “communication” has positive effect on both creativity and competitiveness of new venture business. Sixth, “job security” has positive effect on both creativity and competitiveness of new venture business.
顯示於類別:	[人力資源管理研究所碩士在職專班 ] 博碩士論文

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