人力資本對組織績效之影響-以創新資本、流程資本為中介變項

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李榮輝(Jung-Hui Li) 查詢紙本館藏

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人力資源管理研究所在職專班

論文名稱

人力資本對組織績效之影響-以創新資本、流程資本為中介變項
(The Influence of Human Capital on Organizational Performance：The Mediation Effect of Innovation Capital and Process Capital)

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摘要(中)

本研究以台灣上市、上櫃公司為研究對象，利用公開資料、財報等次級資料作為樣本資料。本研究探討不同年度下，人力資本對組織績效的影響，以及人力資本是否會透過創新資本、流程資本對組織績效產生影響。

本研究實證結果顯示，在總效果模型下，人力資本對組織績效總效果顯著(2015年樣本資料不顯著)。在直接效果模型下，人力資本對組織績效之直接效果不顯著，但是創新資本對組織績效有顯著地影響，流程資本對組織績效有影響(2016年樣本資料不顯著)。在間接效果模型下，人力資本對創新資本、流程資本皆有顯著地影響。最後，人力資本會透過創新資本、流程資本影響組織營運的績效，顯示出人力資本對組織績效有完全中介效果。

摘要(英)

This study used the TSE（Taiwan Stock Exchange）and OTC（Over The Counter）companies as the research samples, and the research financial materials were obtained from the TEJ(Taiwan Economic Journal) database. This study explored the effect of human capital on organizational performance by examining the mediating model(role) of innovation capital and process capital in the different research years.
Form the research findings, it shows that the total effect of human capital on organizational performance has statistical significance (except the insignificant sample data of 2015). In the direct effect model, human capital has no statistically significant influence on organizational performance. However, the innovation capital has statistically significant effect on organizational performance, meanwhile the process capital also has the significantly direct effect on organizational performance (except the insignificant sample data of 2016). In the indirect effect model, human capital has the significant influence on both innovation and process capital.
Finally, human capital could influence the organizational performance by innovation capital or process capital, which also indicates that human capital has the perfect mediation effect on organizational performance.

關鍵字(中)

★ 人力資本
★ 創新資本
★ 流程資本
★ 組織績效

關鍵字(英)

論文目次

中文摘要 ………………………………………………………………………………………………………………………I
Abstract………………………………………………………………………………………………………………………II
致謝詞…………………………………………………………………………………………………………………………III
目錄………………………………………………………………………………………………………………………………IV
圖目錄…………………………………………………………………………………………………………………………V
表目錄…………………………………………………………………………………………………………………………V
一、研究動機與目的………………………………………………………………………………………………1
二、文獻探討與假說………………………………………………………………………………………………3
2-1人力資本對組織績效的影響…………………………………………………………………………4
2-2創新資本、流程資本對組織績效的影響…………………………………………………5
2-3人力資本、創新資本、流程資本之間的關聯性…………………………………6
三、研究方法………………………………………………………………………………………………………………8
3-1研究架構………………………………………………………………………………………………………………8
3-2研究變項衡量………………………………………………………………………………………………………9
3-3研究工具………………………………………………………………………………………………………………12
四、實證結果與分析………………………………………………………………………………………………14
4-1描述性統計資料…………………………………………………………………………………………………14
4-2相關分析…………………………………………………………………………………………………………………16
4-3迴歸分析…………………………………………………………………………………………………………………19
4-3-1總效果模型………………………………………………………………………………………………………19
4-3-2直接效果模型…………………………………………………………………………………………………20
4-3-3間接效果模型…………………………………………………………………………………………………21
4-3-4人力資本是否會透過創新資本與流程資本影響組織績效……………22
五、結論與建議……………………………………………………………………………………………………………27
5-1結論……………………………………………………………………………………………………………………………27
5-2管理意涵……………………………………………………………………………………………………………………27
5-3研究限制……………………………………………………………………………………………………………………28
參考文獻 …………………………………………………………………………………………………………………………29

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指導教授

陳明園

審核日期

2019-6-6

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