人力資源高績效工作實務、創新氣候與組織績效之關聯－以IC設計產業為例; The correlation between Human Resource High Performance Work Practice,Innovation Climate and Organization Performance:IC Design Industry as a case

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题名:	人力資源高績效工作實務、創新氣候與組織績效之關聯－以IC設計產業為例;The correlation between Human Resource High Performance Work Practice,Innovation Climate and Organization Performance:IC Design Industry as a case
作者:	張美珠;Mei-Chu Chang
贡献者:	人力資源管理研究所碩士在職專班
关键词:	創新氣候;組織績效;人力資源高績效工作實務;Human resources high performance work practice;organization performance;innovation climate
日期:	2009-06-26
上传时间:	2009-09-22 14:08:30 (UTC+8)
出版者:	國立中央大學圖書館
摘要:	進入知識經濟的時代，企業的創新能力已經成為這個時代下成功的關鍵因素。台灣科技產業為了因應外在環境及提升競爭能力，必需不斷進行創新，企業如何藉由人力資源高績效工作實務去塑造一個創新的組織氣候以提升組織的績效較少有此方面的研究。本研究以創新氣候為中介變項，進而探討其與人力資源高績效工作實務與組織績效的關聯。以台灣2007年之90家公開發行之IC設計公司為樣本，最後針對有效回收及配對成功的24個樣本進行分析。研究結果如下： 1.人力資源高績效工作實務與組織績效之關聯，除溝通與生產力為負向關係外，其餘人力資源高績效工作實務與組織績效皆為正向關係。 2.人力資源高績效工作實務與創新氣候之關聯，在控制組織規模後發現績效評估、薪酬、升遷、溝通、員工參與等五項人力資源高績效工作實務與創新氣候為正向關係。 3.創新氣候與組織績效之關聯，唯創新氣候與生產力為正向關係；由於創新的過程是需要投入大量的人力、財力及時間，故可能會對組織的營業收入、營業毛利及營業淨利產生負面的影響。又二十一世紀全球經濟型態係以創新為主的知識經濟時代，對IC設計產業言，創新是維持及取得企業競爭優勢的媒介，故企業應持續投入資源，以提昇創新氣候的認知。 Entering to the time of knowledge economy, the innovation ability of an enterprise has already become the key factor that enterprise succeeds. In order to adapt the external environment and improve competitive advantage, the high tech industry of Taiwan has to carry on innovation. In recent research, there were few to demonstrate how does Human Resource High Performance Work Practices(HR-HPWPs) mold innovation climate of an enterprise, and increase organization performance successfully. This research took innovation climate as a mediator, discussed the correlation between innovation climate, the high performance work practice and the organization performance. Based on collected 24 samples of 90 Taiwanese listed companies, the results of this study indicated that: 1. The correlation of the high performance work practices and the organization performance, only communication and productivity were negative with organization performance, other activities of HR-HPWPs were positive. 2. The correlation of high performance work practices and the innovation climate, after controlling organization size, we found that the correlation of performance appraisal, compensation, promotion, communication and staff participation with innovation climate were positive. 3. The correlation of innovation climate and the organization performance, only innovation climate and the productivity were positive with organization performance, other activities of HR-HPWPs were negative. Because of keeping innovation ability has to invest in massive manpower, financial resource and time. Therefore, it is possible to make negative influence on organization's business income, business gross profit and business net profit. In the 21st century, the global economic statement is the era of knowledge economy which is based on innovation. The innovation is the medium for IC design industry to maintain and get the competitive advantage. Therefore the enterprise should invest more resources to develop innovation climate and cognition continually.
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