dc.description.abstract | Abstract
Our goal in this article is to provide an evidence about the impact of organizational performance while applying different types of human resource management system. Moreover, we would like to know whether there is an “lag effect” inside of these impacts or not.
We select some huge manufacturing firms among which were ranked as the greatest 3,000 firms in Taiwan from the TEJ database as our samples.(黃家齊, 1998, 國科會 NSC 88-2416-H-031-006) By using their yearly financial data between 1998 to 1999, we reach our results through methodologies including “Descriptive Statisitc Analysis”, “Correlation Analysis”, “Factor Analysis”, “Cluster Analysis”, and ”Hierarchical Regression Analysis”.
The following are some results we want to share:
1. We find three types of human resource management system including hyper-intensive, middle-intensive, and low-intensive from cluster analysis among 78 samples. Besides, we observe that the most significant financial performance impact was reached while adopting middle-intensive human resource management system.
2. Lag effect do exists. The results show that the activity of human resource management generates no significant impact during the first year(1998). It needs at least 2 to 4 years to show vivid influence.
3. In Particular, we provide qualitative analysis to support our assertsion. Through regular interview, again, we strongly conclude that activities of human resource management do bring positive and lagged influence on financial performance for businesses. | en_US |