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

NCUIR > School of Management at National Central University > Graduate Institute of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/10824

Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/10824

Title:	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
Authors:	何清雅;Ching-Ya Ho
Contributors:	人力資源管理研究所
Keywords:	外包;人力資源管理效能;人力資源管理角色;組織文化;human resource management role;organizational culture;outsourcing
Date:	2006-07-03
Issue Date:	2009-09-22 14:07:42 (UTC+8)
Publisher:	國立中央大學圖書館
Abstract:	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。 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.
Appears in Collections:	[Graduate Institute of Human Resource Management ] Electronic Thesis & Dissertation

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