博碩士論文 101457017 詳細資訊




以作者查詢圖書館館藏 以作者查詢臺灣博碩士 以作者查詢全國書目 勘誤回報 、線上人數:20 、訪客IP:3.84.139.101
姓名 林秋華(Chiu-hua Lin)  查詢紙本館藏   畢業系所 人力資源管理研究所在職專班
論文名稱 人力精簡對企業績效的影響–以產業特性為調節變項
(Exploring the impact of downsizing and firms’ performance –Industry characteristics as mediators)
相關論文
★ 業務主管領導力對部屬招募行為之影響-以S壽險公司為例★ 經理人超額薪酬、經理人異動與公司績效之關係
★ 人口老化對企業之影響與因應對策-以傳統產業為例★ 運用羅吉斯迴歸探討企業績效、公司治理與經理人異動之關聯性
★ 護理人員組織承諾與專業承諾對離職傾向與離業傾向的影響★ 運用存活分析探討高科技產業招募者人格特質與離職風險之關聯性-以A公司為例
★ 金融電子化對台灣銀行業組織績效及人力彈性影響之探討★ 人力資源部門角色與功能轉變之個案研究
★ 高階主管薪酬級距與公司績效之關聯性分析★ 董事會特性對企業績效之影響-以人力資本為調節變項
★ 董事會異質性之決定因素★ 公司治理結構與就業調整
★ 總經理雙元性、股權集中度、人力資本與組織績效★ 人力精簡對組織績效之影響:以人力資本為中介
★ 高階經理人異動之決定因素:二元與多元羅吉斯迴歸分析★ 人力精簡與財務績效:整合經濟與心理契約觀點
檔案 [Endnote RIS 格式]    [Bibtex 格式]    [相關文章]   [文章引用]   [完整記錄]   [館藏目錄]   至系統瀏覽論文 ( 永不開放)
摘要(中) 人力精簡是企業面對經營困境時,經常使用的管理方法之一,其成效如何眾說紛紜。本研究以台灣上市公司為研究對象,探討人力精簡對台灣企業績效的影響,並以產業特性為調節變項,檢視不同產業特性對企業精簡人力後的績效是否具調節作用;同時,分析2008年金融危機後,產業特性的調節效果是否更為彰顯。資料來源為2002年至2012年的公開觀測站與台灣經濟新報,採用敘述性統計、因素分析與階層迴歸分析,進行假說的檢驗。

研究結果顯示,台灣企業進行人力精簡對績效有正向影響。金融危機後,與研發密集度低的產業相比,研發密集度高的產業,人力精簡後的企業績效有較弱的正向影響;而資本密集度低的產業與資本密集度高的產業相比,資本密集度高的產業進行人力精簡對企業績效有較強的正向影響;高成長率的產業相較於低成長率的產業,其人力精簡後的企業績效具較強正向影響。因此,本研究設定的五個假說成立。

本研究的分析結果,可以作為台灣企業執行人力精簡政策時的參考依據。
摘要(英) While facing difficulties, companies often tend to take downsizing as a business strategy.But according to the findings of downsizing, the result is controversially.To explore the interaction between downsizing and firms’performance, this research studies all the Taiwan companies which can be found in the Market Observation Post System of Taiwan Stock Exchange and Taiwan Economic Journal.Also we take the industry characteristics as moderators to review the effect.And we focus on whether the moderating effect is more obvious or not after financial crisis.We use descriptive statistics, factor analysis, and hierarchical multiple regression to test five hypotheses.

And the analysis result of this research shows that downsizing in Taiwan have positive effect on firms’ performance.After financial crisis, industries with higher R&D intensity have weaker positive effect on firms’ performance after downsizing than those with lower R&D intensity.Industries with higher capital-intensive have stronger positive effect on firms’performance after downsizing than those with lower capital–intensive.And industries with higher growth rate have stronger positive effect on firms’ performance after downsizing than those with lower growth rate. Therefore, the five hypotheses of this study are verified.

The analysis result of this research can be a reference when companies want to take downsizing as their human resource policies.
關鍵字(中) ★ 人力精簡
★ 企業績效
★ 產業特性
關鍵字(英) ★ Downsizing
★ firm performance
★ industry characteristic
論文目次 第一章 緒論 1
第一節 研究動機及背景 1
第二節 研究目的 2
第三節 研究流程 3
第二章 文獻探討 4
第一節 人力精簡的定義與研究 4
第二節 人力精簡的原因 6
第三節 人力精簡與企業績效 7
第四節 產業特性的調節效果 10
第五節 金融危機與人力精簡 14
第三章 研究方法 16
第一節 研究架構 16
第二節 研究樣本 17
第三節 變數定義 19
第四節 統計方法 20
第四章 研究結果與分析 23
第一節 敘述性統計 23
第二節 相關分析 26
第三節 迴歸分析 29
第五章 結論與建議 34
第一節 研究結果 34
第二節 管理意涵 35
第三節 研究限制與建議 36
參考文獻 38
參考文獻 一、中文文獻
1. 鄧莉玲,「台灣企業躍進式創新績效影響因素:以企業研發觀點為例」,國立清華大學,碩士論文,2008。
2. 戴瑞爾‧黎比(Rigby, D.),「研究數據:裁員之前應深思-在業務走下坡時裁員可能弊多於利」,哈佛商業評論中文版,8: 18-20,2002。
3. 李弘成,「影響台灣上市櫃公司研發密度水準因素之探討」,國立東華大學
碩士論文,2007。
4. 黃英忠、蔡正飛,「企業人力精簡時員工的因應策略:利害關係人理論觀點」。人力資源管理學報,5(1):111-134,2005。
5. 黃英忠、蔡正飛、吳淑鈴和王興國,「人力精簡體制化理論的實證與延展研究:以 MNC在台灣的子公司為例」,2004 新環境、新課題、新策略、2004 年人力資源之創新與蛻變─教育訓練、中小企業、公共政策論文集,中華人力資源管理學會,台北,民國93年7月。
6. 高洪深和楊宏志,知識經濟學,五南圖書出版股份有限公司,民國92年。
7. 蔡正飛,「負責性組織精簡策略與企業績效中間機制之研究- 動態策略能力與策略性人力資源管理觀點」,國立中山大學,博士論文,2006。
8. 蔡正飛,「影響中西合資公司人力精簡因素之探討─以中美和石化公司為例」,國立中山大學,碩士論文,2001。
9. 資本密集產業。取自http://www.moneydj.com/KMDJ/Wiki/WikiViewer.aspx?KeyID=1a981f2b-62f1-4f23-a098-06d295c16a28
10. 孫本初,「析論組織精簡之執行策略及其影響」,人事月刊,19(3):30-36,1994b。
11. 孫本初和葉雅倩,「組織精簡對於留任員工組織行為影響之研究」,人事月刊,23(2):26-38,1996。
12. 歐進士,「我國企業研究發展與經營績效關聯之實證研究」中山管理評論,第 6 卷第 2 期,頁 357-386,1998。

二、外文文獻
1. Amabile, T. M., R. Conti. 1999.Changes in the work environment for creativity duringdownsizing, Acad. Management J. 42 630-640.
2. Appelbaum, S.H., Simpson. R., & Shapiro. B.T. 1987. Downsizing: The Ultimate Human Resource Strategy: Introduction. Business Quarterly, 52(2): 52-60.
3. Aragón-Correa, J. A., S. Sharma. 2003.A contingent resource-based view of proactive corporate environmental strategy.Acad. Management Rev. 28 71-88.
4. Bain, J. S., P D. Quails. 1987. Industrial Organization: A Treatise.JAI Press.
Greenwich, CT.
5. Bamberger, P., I. Meshoulam. 2000.Human Resource Strategy:Formuiation,Implementation and Impact.Sage Publications, Thousand Oaks, CA.
6. Bamberger, P., B, Phillips. 1991.Organizational environment andbusiness strategy: Parallel versus conflicting influences onhuman resource strategy in the
pharmaceutical industry.Human Resource Management 30 153-182.
7. Baron, J.N., & Kreps, D.M. 1999. Strategic Human Resources: Frameworks for General management.N.K. John Wiley & Son, INC.
8. Batt, R. 2002.Managing customer services: Human resource practices, quit rates,
and sales growth.Acad. Management J. 45 587-597.
9. Baum, J. R., W. Stefan. 2003.Strategic decision speed and firm performance.
Strategic Management J. 24 1107-1129.
10. Baumol, W. J., A. Blinder, A. E. N. Wolff. 2003.Downsizing in America:Reality,
Causes,and Consequences. Russell Sage Foundation, New York.
11. Becker, B. E., M. A.Huselid. 1998.High performance work systems and firm performance: A synthesis of research and managerialimplications, K. M. Rowland, G. R. Ferris, eds. Researchin Personnel and Human Resource Management. JAI Press, Greenwich, CT, 53-101.
12. Brockner, J. 1988. The effects of work layoffs on survivors: Research, theory and practice, Research in Organizational Behavior, 10: 213-255.
13. Brockner, J., Wiesenfeld, B. M., Reed, T., Grover, S., & Martin, C. 1993. Interactive effect of job content and context on the reactions of layoff survivors.Journal of
Personality and Social Psychology, 64(2): 187-197.
14. Bruton, G., J. Keels, C. Shook. 1996.Downsizing the firm: Answeringthe strategic questions, Acad.Management Executive 10 38-45.
15. Budros, A. 1999.A conceptual framework for analyzing why organizations downsize.Organ. Sci. 10 69-82.
16. Burns, T., G. M. Stalker. 1961. The Management of Innovation.Tavistock, London.
17. Burt, R. 1997.The contingent value of social capital.Admin. Sci. Quart. 42 339-365.
18. Cameron, K. S. 1994. Investigating organizational downsizing: Fundamentalissues. Human Resource Management 33 183-188.
19. Cameron, K. S., D. A.Whetton. M. U. Kim. 1987.Organizationaldysfunctions of decline.Acad. Management J. 30 126-138.
20. Cappelli, P. 1999. The New Deal at Work: Managing the Market-Driven Workforce. Harvard Business School Press. Boston. MA.
21. Cappelli, P. 2000.Examining the incidence of downsizing and itseffect on establishment performance.NBER Working Paper7742. National Bureau of Economic Research.Inc. Cambridge.MA.
22. Carswell, P. 2005. The financial impact of organizational downsizing practices –The New Zealand Experience.Asia Pacific Journal of Management, 22(1): 41-63.
23. Cascio, W. 1993.Downsizing: What do we know? What have welearned? Acad. Management Executive 7 95-103.
24. Cascio, W. F. 2002.Responsible Restructuring: Creative and ProfitableAlternatives to Layoffs. Berrett-Koehler. San Fransisco.CA.
25. Cascio, W., C. E. Young. J. R. Morris. 1997.Financial consequences of employment-change decisions in major U.S. corporations.Acad. Management J.40 175-1189.
26. Caves, R., M.Krepps. 1993.Fat: The displacement of nonproductionworkers from U.S. manufacturing industries.Brookings PapersEconom. Activity: Microeconomics (2) 227-288.
27. Chadwick, C. L. W. Hunter. S. L. Walston. 2004. Effects of downsizing practices on the performance of hospitals.Strategic Management J. 25 405-27.
28. Chatman, J. A., K. A. Jehn. 1994. Assessing the relationship between industry characteristics and organizational culture: How different can you be?Acad.
Management J. 37 522—533.
29. Datta, D. K., N. Rajagopalan. 1998. Industry structure and CEO characteristics: An empirical study of succession events.Strategic Management J. 19 833-852.
30. Datta, D. K., J. P. Guthrie. P. M. Wright. 2005. HRM and labor productivity: Does industry matter? Acad. Management J. 48 135-145.
31. Delery, J. E., H. D. Shaw. 2001. The strategic management of people in work
organizations: Review, synthesis and extension. K. M. Rowland. G. R. Ferris. eds. Research in Personnel and Human Resource Management.JAI Press. Greenwich. CT. 165-197.
32. Demirag, I. S.,“HowUk Companies Measure Overseas Performance” ,Accountancy,March,1987,pp.101-103.
33. Dess, G. G., J. D. Shaw. 2001. Voluntary turnover. social capital. and organizational performance. Acad. Management Rev. 26 446-56.
34. DeWitt, R. 1998. Firm, industry, and strategy influences on choice ofdownsizing approach. Strategic Management J. 19 59-80.
35. DeWitt, Rocki-Lee. 1993.The structural consequences of downsizing, Organization Science, 4(1) : 30-40.
36. Dougherty, D., E. H. Bowman. 1995. The effects of organizationaldownsizing on product innovation. California Management Rev.37(4) 28-34.
37. Espahbodi, R., T. A. John. G. Vasudevan. 2000. The effects of downsizingon operating performance.Rev. Quant. Finance Accounting15 107-126.
38. Farber, H. S. 1997. The changing face of job loss in the UnitedStates: 1981-1995. Brookings Papers Econom. Activity: Microeconomics55-128.
39. Filatotchev, I., T. Buck. V. Zhukov. 2000. Downsizing in privatizedfirms in Russia. Ukraine, and Belarus.Acad. Management J. 43286-304.
40. Fisher S. R., & White M. A. 2000. Downsizing in a learning organization:Are there hidden cost? Academy of Management Review, 25(1): 224~251.
41. Freeman, S. J., K. Cameron. 1993. Organizational downsizing: A convergenceand reorientation framework.Organ. Sci. 4 10-29.
42. Freeman, S.J. 1994. Organizational Downsizing as Convergence or Reorientation: Implications for Human Resource Management.Human Resource Management, 33( 2): 213-238.
43. Gomez-Mejia, L.R., Balkin, D.B., &Cardy, R.L. 1998. Managing employee separations,downsizing, and outplacement.Managing Human Resources. New Jersey: Prentice-Hall, Inc.
44. Grant, R. M. 2005. Contemporary Strategic Analysis. Blackwell Publishing.Oxford. UK.
45. Greenhalgh, L., Lawrence A.T.,& Sutton, R.L. 1988. Determinants of work force reduction strategies in declining organizations, Academy of Management Review,
13(2): 241-254.
46. Guthrie, J. P., C. M. Grimm. K. G. Smith. 1991. Environmentalchange and management staffing: An empirical study.Management17 735-748.
47. Guthrie, J. P., D. Olian. 1991. Does context affect staffing? Thecase of general managers.Personnel Psych. 44 263-292.
48. Hamel, G., &Prahalad, C.K. 1994b. Competing for the future. Harvard Business Review, 72(4): 122-128.
49. Hambrick, D. C. A. A. Cannella. 2004. CEOs who have COOs:Contingency analysis ofan unexplored structural form.StrategicManagement J. 25 959-979.
50. Hambrick, D. C. S. Finkelstein. 1987. Managerial discretion:A bridge between polar views on organizations. L. L. Cummings.B. M. Staw. eds. Research in Organizational Behavior.Vol. 9.JAI Press. Greenwich. CT. 369-06.
51. Harrigan, K. R. 1980. Strategy formulation in declining industries.Acad. Management Rev. 5 599-605.
52. Huber, G. P., & Glick, W. H. 1993. Organizational change and redesign ideas and insights for improving performance.Oxford University express.
53. Hirschman, C. 2001. The kindest cut. HR Magazine, 46(4): 48-53.
54. Kets de Vries, M. F. R., K. Balzas. 1997. The downside of downsizing.Human Relations 50(1) 11-50.
55. Koretz, G. 1997. Big payoffs from layoffs.Bus. Week 30 (February 24).
56. Kozlowski, S.W., Chao , G.T., Smith, E.M, &Hedlund , J. 1993. Organizational downsizing: strategy, intervention and research implication.International Review of industrial and organizational psychology, 8: 263-332.
57. Landry, J.T. 2004. Downsizing in America: Reality, Causes, and Consequences. Harvard Business Review, 82(2): 39.
58. Lawrence, P. J. Lorsch. 1967. Organization and Environment. HarvardBusiness School. Boston. MA
59. Lepak, D. P., S. A. Snell. 1999.The human resource architecture:Toward a theory of human capital allocation and development.Acad. Management J. 24 31-48.
60. Lepak, D. P. R. Takeuchi. S. A. Snell. 2003.Employment flexibilityand firm performance: Examining the interaction effects ofemployment mode environmental dynamism, and technologicalintensity.J. Management 29 681-703.
61. Lowe, K.B. 1998. Downsizing and firm performance: Panacea or paradise lost? Academy of Management Executive, 12(4): 130-131.
62. McCune, J.T., Beatty, R.W., &Montagno, R.V. 1988. Downsizing: practices in manufacturing firms. Human Resource Management, 27(2): 145-161.
63. Mckee-Ryan,F.M., &Kinicki, A. J. 2002. Coping job loss: a life-facet perspective, International Review of Industrial and Organizational Psychology, 17: 1-29.
64. McKinley, W., Sanchez, C.M., & Schick, A.G., 1995. Organizational downsizing : constraining, cloning, learning.Academy of Management Executive, 9(3): 32-44.
65. McKinley. W., M. A.Mone, V. Barker. 1998.Some ideological foundations of organizational downsizing.Management Inquiry 7198-212.
66. McKinley, W., J. Zhao, K. Rust. 2000.A socio-cognitive interpretation of organizationaldownsizing.Acad. Management Rev. 25227-233.
67. Mishra, K. E., Spreitzer, G. M., & Mishra, A. K. 1998. Preserving employee morale during downsizing. Sloan Management Review, 39(2) 83-95.
68. Murray, M. 1995.Amid record profits, companies continue to lay offemployees.Wall Street J. (May 4) Al. A4.
69. Naumann, E.S., Bies, J. R., & Martin, L. C. 1995. The roles of organizational support and Justice During a Layoff, Academy of Management Journal, special issue:
89-95.
70. Nixon, R. D., M. A. Hitt. H. Lee. E.Jeong. 2004.Market reactions toannouncements ofcorporate downsizing actions and implementationstrategies. Strategic ManagementJ. 25 1121-1129.
71. Palmon, O., H. Sun. A. Tang. 1997.Layoff announcements: Stockmarket impact and financial performance.Financial Management26 54-68.
72. Penrose, E. 1959.The Theory of the Growth of the Firm.OxfordUniversity Press. Oxford. UK.
73. Pfeffer, J. 1998.The Human Equation: Building Profits by PuttingPeople First. Harvard Business School Press. Boston. MA.
74. Pfeffer, J., G. R.Salancik, 1978.The External Control of Organizations:A Resource Dependence Perspective.Harper and Row.New York.
75. Porter, M. E. 1980.Competitive Strategy. The Free Press. New York.
76. Rajagopalan, N., D. K.Datta. 1996.CEO characteristics: Does industrymatter? Acad. Management J. 39 197-215.
77. Reichheld, F. F. 1996.The Loyalty Effect: The Hidden Force BehindGrowth. Profits,and Lasting Value.Harvard Business SchoolPress. Cambridge. MA.
78. Scherer, F. M. 1980. Industrial Market Structure and Economic Performance.Rand McNally, Chicago. IL.
79. Selznick, P. 1957.Leadership in Administration: A Sociological Interpretation.Row. Peterson, and Co., Evanston. IL.
80. Shah, P. P. 2000. Network destruction: The structural implications of downsizing Academy of Management Journal, 43(1): 101-112.
81. Siegel, P. A., D. C.Hambrick. 2005.Pay disparities within top managementgroups: Evidence of harmful effects on performance inhigh-technology firms. Organ. Sci.16 259-274.
82. Terpstra, D. E., E. J.Rozzell. 1993.The relationship of staffing practicesto organizational level measures of performance. PersonnelPsych. 46 27-48.
83. Thompson, J. A. 1967.Organizations in Action. McGraw-Hill. NewYork.
84. Tomasko, R.M. 1990. Downsizing – reshaping the corporation for the future, New York: American Management Association.
85. Valverde, M., Tregaskis. O., & Brewster. C. (2000). Labor flexibility and firm performance. International Advances in Economic Research. 6(4): 649-661. 103.
86. Venkatraman, N. 1989.Strategic orientation of business enterprises:The construct. dimensionality.and measurement. ManagementSci. 35 942-962.
87. Wayhan, V. B., S. Werner. 2000.The impact of workface reductionson financial performance: A longitudinal perspective.Management26 341—363.
88. Wernerfelt, B. 1984.A resource-based view of the firm. StrategicManagement J. 5 171-180.
89. Worrell, D. L., W. N. Davidson III. V. M. Sharma. 1991.Layoffannouncements and stockholder wealth.Acad. Management J.43 662-678.
90. Wright, P M., S. A. Snell. 1998.Toward a unifying framework forexploring fit and flexibility in strategic human resource management.Acad. Management Rev. 23
756-772.
91. Zantout, Z. (1994). External Capital Market Control, Corporate Restructuring, and Firm Performance During the 1980s.Journal of Business Finance & Accounting, 21, 37-65.
指導教授 陳明園(Ming-yuan Chen) 審核日期 2014-7-11
推文 facebook   plurk   twitter   funp   google   live   udn   HD   myshare   reddit   netvibes   friend   youpush   delicious   baidu   
網路書籤 Google bookmarks   del.icio.us   hemidemi   myshare   

若有論文相關問題,請聯絡國立中央大學圖書館推廣服務組 TEL:(03)422-7151轉57407,或E-mail聯絡  - 隱私權政策聲明