許多人力資源工作者，以成為事業單位的「策略夥伴」角色為其工作的職志。也因此人力資源工作者多相信，若能將人力資源目標與組織目標相結合，將會正向影響人力資源部門效能，然此觀點需要更多的實證來證明，這是本研究的第一個研究目的。另外，人力資源部門是否能達成人力資源管理效能，某程度也依恃組織所面對的任務特性，因此本研究的第二個研究目的，就在探討組織的創新型態，是否會影響人力資源策略夥伴程度與人力資源部門效能的關聯。 本研究依據文獻，將人力資源部門效能分為「營運性」、「策略性」效能。組織創新任務特性分為「探索創新型」、「改善提升型」。以公司為單位進行研究，共回收91份配對有效樣本。試圖探究人力資源策略夥伴程度如何影響人力資源部門的效能，並考量組織創新任務特性的干擾效果。 研究結果發現，人力資源策略夥伴程度會對人力資源部門效能，包含「營運性」效能及「策略性」效能，均有顯著且正面的影響。人力資源策略夥伴程度對人力資源部門效能之影響，會受到組織創新任務特性的干擾。在「改善提升型」的任務特性中，會強化人力資源策略夥伴對人力資源部門「營運性」效能。本研究的結果亦發現，當任務特性為「探索創新型」時，會弱化人力資源策略夥伴對人力資源部門「營運性」效能。 Many human resources (HR) managers want to become the “strategic partners” with the organization. They believe if the HR objectives can well align with the organizational goals, then the organization as a whole would be benefited from it. The first purpose of this study is to prove this argument. In addition, whether the HR department can reach HR effectiveness is somewhat depending on the characteristics of organization innovation tasks. Thus the second purpose is to find out the relationship between the degree of HR’s strategic partner role and the HR effectiveness would be interfered with different types of organization innovation. According to the literature review, this study divides HR effectiveness into two types, “Operational” and “Strategic”; while the characteristics of organization innovation tasks into “Exploration” and “Exploitation”. This study, in consideration of the interference of the characteristics of organization innovation tasks by 91 valid samples using “Company” as the analytical objects, tries to explore how the degree of HR’s strategic partner role influences HR effectiveness The results show that HR’s strategic partner role have significant, positive impact on HR effectiveness, including “operational” and “strategic”. The influence of the degree of HR’s strategic partner role on HR effectiveness is interfered with the characteristics of organization innovation tasks. When the task characteristics of “Exploitation” apply, the human resources strategic partner role strengthens the HR “operational” effectiveness. However, when the task characteristics of "Exploration" take the lead, the HR strategic partner role make the HR "operational" effectiveness weaken.
