| DC 欄位 |
值 |
語言 |
| DC.contributor | 人力資源管理研究所在職專班 | zh_TW |
| DC.creator | 彭佳貞 | zh_TW |
| DC.creator | Chia-Chen Peng | en_US |
| dc.date.accessioned | 2005-7-8T07:39:07Z | |
| dc.date.available | 2005-7-8T07:39:07Z | |
| dc.date.issued | 2005 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:88/thesis/view_etd.asp?URN=92437023 | |
| dc.contributor.department | 人力資源管理研究所在職專班 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 組織可透過策略來利用並發展核心競爭能力，以創造競爭優勢的機會。核心競爭能力取決於組織所擁有的專屬性資源和協調能力。高度的競爭和劇烈變動的環境，削弱了組織獨佔專屬性資源與防範其被競爭者模仿的可能性，使得增進協調能力成為組織發展核心競爭能力的重點。過去許多研究均指出將人力資源管理活動權責下放直線經理具有均衡組織功能運作、加速決策速度、增加彈性等好處(IRS,1996；Budhwar,2000)，此為增進組織協調能力的有效方法。然而，人力資源管理活動權責下放直線經理過程中障礙重重，為了能夠知己知彼，促進人力資源部門人員和直線經理良好的協調分工，了解直線經理參與行為背後之影響因素，成為組織必須重視的課題。
本研究旨在探討組織因素(HRM活動執行與績效的連結、組織的授權程度、組織的重視程度、e-HR的實施)和個人因素(相關訓練的經驗、管理工作年資、部屬人數)對直線經理參與人力資源管理活動之影響。在資料的蒐集上，本研究以本土公司以及跨國企業在台子公司之直線經理為對象，樣本須符合公司設有人力資源專責部門以及每家公司須有三位直線經理填答問卷之條件，進行調查研究。
本研究總計回收之有效樣本為51家公司,153份問卷，回收率51%。本研究結果發現:1.直線經理其在人力資源管理活動之執行與個人績效連結者相較於無連結者，其參與人力資源管理活動的程度較高。2.組織對直線經理從事人力資源管理活動的授權程度愈高，其參與人力資源管理活動的程度則愈高。3.組織對直線經理從事人力資源管理活動的重視程度愈高，其參與人力資源管理活動的程度則愈高。4.直線經理具有人力資源管理相關訓練經驗者相較於無此經驗者，其參與人力資源管理活動的程度較高。5.直線經理的管理工作年資愈高，其參與人力資源管理活動的程度則愈高。6.直線經理的部屬人數愈多，其參與人力資源管理活動的程度則愈高。 | zh_TW |
| dc.description.abstract | The coordination ability is one of the important core competitiveness to the enterprises under current environment of change. Line manager’s participation in HRM activities is the best way to promote the coordination ability of the organization. The objective of this research is to find out the influences to the participation of line managers in Human Resource Management activities from the perspective of organizational factors and the individual factors respectively. With regard to the data collection, this was designed to target on the line managers from the local enterprises and the branch of a multinational. And the sample company must have the Human Resource Dedpartment and three of line managers will be requested to fill out the questionnaires. This research received 153 valid questionnaires, with 51% return rate.
The result of this research indicates that the line manager will have higher level of participation in the HRM activities subject to the following scenarios: 1) the result of line manager’s participation in HRM was linked to his performance appraisal; 2) line managers empowered more from the organization; 3) line managers supported more from the organization; 4)line managers ever been trained on the courses which are related to HRM; 5) line managers with higher seniority on managerial role; 6) line managers with more subordinates. | en_US |
| DC.subject | 個人因素 | zh_TW |
| DC.subject | 組織因素 | zh_TW |
| DC.subject | 人力資源管理活動 | zh_TW |
| DC.subject | 直線經理 | zh_TW |
| DC.subject | 參與程度 | zh_TW |
| DC.subject | Organizational Factors | en_US |
| DC.subject | Individual Factors | en_US |
| DC.subject | Level of Participation | en_US |
| DC.subject | Human Resource Management Activities | en_US |
| DC.subject | Line Manager | en_US |
| DC.title | 直線經理參與人力資源管理活動之影響因素探討 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.title | The influence facts of line manager’s participation in HRM activities | en_US |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |