自1998年人力資源管理開始融入於供應鏈領域內開始，直至今日，有關兩者關聯性的研究並不多。而有引用理論基礎的實證研究僅占三成不到的比例，這個現象無法反映人力資源管理策略對於供應鏈管理的重要性。本研究擬以兩階段的規劃，第一階段，承接先前的研究文獻，以後設分析整理近20年的相關實證結論，並提出假設命題，修正所提之理論架構。第二階段，採用量化調查的方式，以實證資料來考驗所提之理論架構與命題的適切性。冀望能增進該議題在學術發展上的深度，以及實務界的應用價值。 ;The study of human resource management began to merge into the context of supply chain management since 1998. However, there is not enough literature on the combined topic. Based on a review study, only less than 30 % of the published papers used theoretical basis in the papers. Lack of theoretical basis is the main reason that hinder the development of HRM/SCM. The present study proposes a two-year plan to deal with the problems. At the year, I will conduct a meta analysis on the papers from the past 20 years. I will build a theoretical model and hypotheses of the relationships between HRM, SCM, and organizational performance. At the second year, I will conduct an empirical study based on the model developed in previous year. The purpose is to test the fit of the model and make necessary revisions. The study is expected to make academic advance and practical advises.