博碩士論文 964307016 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:13 、訪客IP:18.232.99.123
姓名 張美珠(Mei-Chu Chang)  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 人力資源高績效工作實務、創新氣候與組織績效之關聯-以IC設計產業為例
(The correlation between Human Resource High Performance Work Practice,Innovation Climate and Organization Performance:IC Design Industry as a case)
相關論文
★ 空服員之工作特性、工作壓力源與個人壓力反應★ 人力資源管理活動對員工離職意願之影響- 以工作滿意度為中介變項
★ 直線主管之管理訓練與其參與人力資源管理活動之關聯★ 直線經理參與人力資源管理活動之影響因素探討
★ 員工風險承擔對個人持股意願之影響★ 人力資本投資、知識分享與組織績效之關聯
★ 人力資源部門跨界活動對企業採行高績效人力資源管理實務之影響★ 賦權感知、工作滿意、組織承諾與服務行為之相關性研究―以某連鎖便利商店為例
★ 業務代表人格特質與核心職能對績效影響的探討 —以某藥廠為例★ 實施利益分享制度對心理賦權感及工作滿意之影響
★ 員工股票獎酬對員工心理所有權之影響---以內外控人格特質為干擾變項★ 組織氣候感知、組織承諾與組織公民行為之關聯
★ 高績效工作實務對員工知識分享行為之影響 -★ 人格特質與工作績效之關係研究─以航空服務業空服人員為例
★ 員工對功能彈性氣候的感知對工作滿意度的影響 以工作自主與工作要求為中介變項★ 便利商店服務氣候對組織公民行為之影響
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) 進入知識經濟的時代,企業的創新能力已經成為這個時代下成功的關鍵因素。台灣科技產業為了因應外在環境及提升競爭能力,必需不斷進行創新,企業如何藉由人力資源高績效工作實務去塑造一個創新的組織氣候以提升組織的績效較少有此方面的研究。
本研究以創新氣候為中介變項,進而探討其與人力資源高績效工作實務與組織績效的關聯。以台灣2007年之90家公開發行之IC設計公司為樣本,最後針對有效回收及配對成功的24個樣本進行分析。研究結果如下:
1.人力資源高績效工作實務與組織績效之關聯,除溝通與生產力為負向關係外,其餘人力資源高績效工作實務與組織績效皆為正向關係。
2.人力資源高績效工作實務與創新氣候之關聯,在控制組織規模後發現績效評估、薪酬、升遷、溝通、員工參與等五項人力資源高績效工作實務與創新氣候為正向關係。
3.創新氣候與組織績效之關聯,唯創新氣候與生產力為正向關係;由於創新的過程是需要投入大量的人力、財力及時間,故可能會對組織的營業收入、營業毛利及營業淨利產生負面的影響。又二十一世紀全球經濟型態係以創新為主的知識經濟時代,對IC設計產業言,創新是維持及取得企業競爭優勢的媒介,故企業應持續投入資源,以提昇創新氣候的認知。
摘要(英) Entering to the time of knowledge economy, the innovation ability of an enterprise has already become the key factor that enterprise succeeds. In order to adapt the external environment and improve competitive advantage, the high tech industry of Taiwan has to carry on innovation. In recent research, there were few to demonstrate how does Human Resource High Performance Work Practices(HR-HPWPs) mold innovation climate of an enterprise, and increase organization performance successfully.
This research took innovation climate as a mediator, discussed the correlation between innovation climate, the high performance work practice and the organization performance. Based on collected 24 samples of 90 Taiwanese listed companies, the results of this study indicated that:
1. The correlation of the high performance work practices and the organization performance, only communication and productivity were negative with organization performance, other activities of HR-HPWPs were positive.
2. The correlation of high performance work practices and the innovation climate, after controlling organization size, we found that the correlation of performance appraisal, compensation, promotion, communication and staff participation with innovation climate were positive.
3. The correlation of innovation climate and the organization performance, only innovation climate and the productivity were positive with organization performance, other activities of HR-HPWPs were negative. Because of keeping innovation ability has to invest in massive manpower, financial resource and time. Therefore, it is possible to make negative influence on organization’’s business income, business gross profit and business net profit.
In the 21st century, the global economic statement is the era of knowledge economy which is based on innovation. The innovation is the medium for IC design industry to maintain and get the competitive advantage. Therefore the enterprise should invest more resources to develop innovation climate and cognition continually.
關鍵字(中) ★ 創新氣候
★ 組織績效
★ 人力資源高績效工作實務
關鍵字(英) ★ Human resources high performance work practice
★ organization performance
★ innovation climate
論文目次 第一章 緒論 1
第一節 研究動機 1
第二節 研究目的 3
第三節 研究流程 4
第二章 文獻探討 5
第一節 人力資源高績效工作實務 5
第二節 組織績效 10
第三節 創新氣候 15
第四節 各構面間的關係探討 18
第三章 研究方法 22
第一節 研究架構 22
第二節 資源來源 23
第三節 問卷設計與變項操作型定義 24
第四節 資料分析方法 27
第四章 研究結果與討論 28
第一節 樣本描述 28
第二節 關聯性統計分析 30
第五章 結論與建議 34
第一節 研究結論 34
第二節 研究限制 37
第三節 管理意涵 38
第四節 研究建議 40
參考文獻 41
參考文獻 中文部份
1.李志華、方文寶,企業績效評估理論與實務,超越企管,民國八十五年。
2.林正銘,「人力資源管理活動對組織績效的影響─同期與遞延效果之探討」,國立中央大學人力資源管理研究所碩士論文,2002。
3.吳秉恩,事業策略與人力發展,中華經濟研究所,民國八十一年。
4.施振榮,未來六大趨勢,大塊文化出版社,台北,民國八十九年九月。
5.Tarek Khalil著,科技管理,姜禮輝譯,滄海書局,台中,民國九十四年。
6.徐佳銘,「多國籍企業之特徵與績效評估方式關係之研究-台灣地區之實證」,中國文化大學國際企業研究所未出版之碩士論文,1993。
7.陳孟謙,「企業策略、人力資源策略、人力資源效能與組織關係之研究-以台灣高科技產業為例」,成功大學國際企業研究所未出版之碩士論文,1998。
8.許淑君,「競爭策略、人力資源管理系統與組織績效之研究-以國內大型製造業為例」,國立中山大學人力資源管理研究所碩士論文,1997。
9.黃同圳,1996,「員工訓練與管理發展」,工業雜誌培訓專刊,85 年11 月號: 60-64。
10.黃同圳、劉靜如,1998。「大陸台商人力資源管理優勢化策略探討,」中山管理評論,第6卷第3期;827-854。
11.黃家齊,2000a。「人力資源管理系統內部契合類型與組織績效之關聯性研究─全形理論觀點」,中山管理評論,第8卷第3期:511-536。
12.黃家齊,2002。「人力資源管理系統與組織績效-智慧資本觀點」,管理學報,第19卷,第3期:415-450。
13.溫金豐,1999。「高科技廠商的人力資源系統構型及其對組織績效的意涵」,科技管理學刊,第4卷第2期:1-16。
14.Melissa A. Schilling著,科技創新策略管理,溫榮弘譯,雙葉書廊,台北,民國九十五年。
15.趙必孝,「國際企業子公司人力資源管理:策略、控制與績效」,國立中山大學企業管理研究所博士論文,1994。
16.廖純綺,「人力資源管理系統、競爭策略與組織績效之研究─兼論本土企業與外資企業之比較」,國立中山大學碩士論文,2000。
17.蔡啟通,高泉豐,2004,「動機取向、組織創新氣候與員工創新行為之關係: Amabile 動機綜效模型之驗證」,管理學報,21(5):571-592。
18.蘇佳民,「事業策略、製造策略、人力資源管理策略與組織績效關係之研究」,國立中央大學碩士論文,1998。
英文部份
1.Amabile, T. M., Conti, R., Coon, H., Lazenby, J., & Herron, M. 1996. “Assessing the work environment for creativity.” Academy of Management Journal, 39,1154-1184.
2.Anderson, N., & Burch, G. St. J. 2003. The team selection inventory. User’s Guide. Windsor: ASE/ NFER-Nelson, pp.7-8.
3.Argote, L., & Ingram, P. 2000. “Knowledge transfer: A basis for competitive advantage in firms”. Organizational Behavior and Human Decision Processes, 82(1), 150-169.
4.Arthur,J. B. 1992. “The link between business strategy and industrial relations systems in American steel mini mills.” Industrial and Labor Relations Review, 45(3), p.488-506.
5.Arthur,J. B.1994. “Effects of human resources systems on manufacturing performance and turnover.” Academy of Management Journal, 37, 670-687.
6.Ashkanasy, N. M., Wilderom, C. P. M., & Peterson, M. F. 2000. Introduction. In N. Ashkanasy, C. P. M. Wilderom, & M. F. Peterson (Eds.), Handbook of organizational culture & climate, 1-18. Thousand Oaks, CA: Sage.
7.Baker, W. E., & Sinkula, J. M. 1999. “The synergistic effect of market orientation and learning orientation on organizational performance”. Journal of the Academy of Marketing Management,17(1),99-120.
8.Barney, J. 1991. “Firm resources and sustained competitive advantage.” Journal of Management, 17(1),99-120.
9.Barney, J., & Wright, P. M.,1998. “On becoming a Strategic Partner: The Role of Human Resources in Gaining Competitive Advantage”, Human Resource Management,37(1),31-46.
10.Becker, B. E., Huselid, M. A., Pinkus, P. S., & Spratt, M. F. 1997. ”HR as a source of shareholder value: Research and recommendations”. Human Resource Management, 36, 39-47.
11.Becker, B. E., & Huselid, M. A. 1998.”High performance work systems and firm performance: A synthesis of research and managerial applications”. Research in Personnel and Human Resources Management, 16, 53–101.
12.Bellamy A. R., 2003. “An exploratory analysis of the influence of new technology planning and implementation on the perceptions of new technology effectiveness, working paper”. The Midwest Academy of Management.
13.Bird, A.& Beechler, S.1994, “Link between business strategy and Human resource management strategy in U.S. – Based Japanese subsidiaries: An empirical investigation”, Journal of International Business Studies, First Quarterly, pp.23-46
14.Borucki, C. C.,& Burke, M. J. 1999.”An examination of service-related antecedents to retail store performance”. Journal of Organizational Behavior, 20(6), 943-963.
15.Burgelman, R. 1991.”Intraorganizational ecology of strategy making and organizational adaptation: Theory and field research”. Organization Science, 2,239-262.
16.Cappelli, P., & Singh, H. 1992. Integrating strategic human resources and strategic management. In D. Lewin, O.S. Mitchell & P.D. Sherer(Eds.), Research frontiers in industrial relations and human resources(pp.165-192). Madison, WI: IRRA.
17.Carmen, P. C., & Pilar, Q. C. 2006.” Human resources management and its impact on innovation performance in companies”. Journal of Technology Management, 35(4): 11-27.
18.Carter, C., & Scarbrough, H. 2001.”Towards a second generation of KM? The people management challenge”. Education + Training, 43(4/5), 215-224.
19.Collis, D. J., & Montgomery, C. A. 1995. “Competing on Resources: Strategy in the 1990s”. Harvard Business Review, July-August 1995.
20.Collins C. J.,& Smith K. G., 2006.”Knowledge exchange and combination:the role of human resource practices in the performance of high-technology firms”. Academy of Management Journal.49(3),544-560
21.Combs J., Hall A., & Ketchen D.,2006.”How much do high-performance work practices matter? A meta-analysis of their effects on organizational performance”. Personnel Psychology,2006,59,501-528.
22.Damanpour, F. 1991.” Organizational innovation: A meta-analysis of determinants and moderators”. Academy of Management Journal, 34, 555-590.
23.David, E. B., & Cheri, O. 2004.” Understanding HRM-firm performance linkages: The role of the “strength” of the HRM system”. Academy of Management Review, 29(2), 203-221.
24.Delaney, J. M., & Huselid, M. A.,1996.”THE Impact of Human Resource Management Practices on Perceptions of Organizational Performance”, Academy of Management Journal,39,949-969.
25.Delery, J. E. 1998. “Issues of fit in strategic human resource management: Implications for research”. Human Resource Management Review, 8,289-310.
26.Delery, J. E., & D. H. Doty. 1996.” Modes of theorizing in strategic human resources management: Tests of universalistic, contingency, and configurational performance prediction.” Academy of Management Journal, 39(4), 802-835.
27.Dess, G. G. & Robinson, R. 1984, "Measuring organizational performance in the absence of objective measures: The case of the privately-held firm and conglomerate business unit", Strategic Management Journal, 5(13), 265-273.
28.Eccles,R.G.&Pybum,P.J.1992.”Creating A Comprehensive System To Measure Performance”, Management Accounting,74(4),41-44
29.Evans W.R.,&Davis W.D.,2005,”High-Performance Work Systems and Organizational Performance:The Mediating Role of Internal Social Structure”,Journal of Management,31(5),758-775.
30.Fey, C. F., Bjorkman, I., & Pavlovskaya, A.,2000. ”The Effect of Human Resource Management Practices on Firm Performance in Russia”, International Journal of Human Resource Management,11,1-18.
31.Grant, R. M. 1996. “Toward a knowledge-based theory of the firm”, Strategic Management Journal, 17, 109-122.
32.Gomez-Mejia, L. R., & Balkin, B., 1992.” Compensation, Organizational Strategy, and Form”, OH: Western.
33.Guthrie,J.P.,2001.“High-involvement work practices, turnover, and productivity:Evidence from New Zealand”, Academy of Management Journal, 44, 180-190.
34.Han, J. K., Kim, N., & Srivastava, R. K. 1998. “Market orientation and organizational performance: is innovation a missing link?” Journal of Marketing, 62(4), 30-52.
35.Hanse, M. T. 1999. “The search-transfer problem: The tale of weak ties in sharing knowledge across organization sub units”. Administrative Science Quarterly, 44(3), 82-111.
36.Huber, G. P.,1991.”Organizational Learning:The Contributing Processes and the Literature”, Organizational Science,2(1),88-115.
37.Huselid, M. A., 1995. “The impact of human resource management practices on turnover, productivity, and corporate financial performance”, Academy of Management Journal, 38(3), 635-672.
38.Kanter R. M., 1988, “When a thousand bloom Structural, collective, social conditions for innovation in organizations”. Research in Organizational Behavior, 10,169 - 211.
39.Lado, A. A., & Wilson, M. C.,1994.” Human Resource Systems and Sustained Competitive Advantage:A Competency-based Perspective”, Academy of Management Revies, 19,699-727.
40.Laursen, K.,& Foss, N. J. 2003.” New human resource management practices, complementarities and the impact on innovation performance”, Journal Cambridge Journal of Economics, 27(2),243-254.
41.Lee, H. & Choi, B. 2003, "Knowledge management enablers, processes and organizational performance: An integrative view and empirical examination," Journal of Management Information System, 20(1), 179-228.
42.Liebeskind, J. P. 1996. “Knowledge, strategy, and the theory of the firm”, Strategic Management Jouranl, 17,93-107.
43.Litwin, G. H., & Stringer, R. A. 1968. Motivation and organization climate, Harvard University Press, Cambridge, MA.
44.MacDuffie, J. P. 1995.” Human resource bundle and manufacturing performance: Organizational logic and flexible production systems in the world auto industry”, Industrial and Labor Relations Review, 48(2),197-221.
45.Miller, D., & Droge, C. 1986. “Psychological and traditional determinants of structure”, Administrative Science Quarterly, 31(4),539-560.
46.Moran, E. T., & Volkwein, J. F., 1992. “The cultural approach to the formation of the organizational climate”, Human Relations, 45 (1),19-46.
47.Patterson, M., West, M. Shackleton, V., Dawson, J., Lawthom, R., Maitlis, S., Robinson, D., & Wallance, A. (2005). “Validating the organizational climate measure: links to managerial practices, productivity and innovation”, Journal of Organizational Behavior, 26, 379-408.
48.Perry-Smith, J. E. & Shalley, C. E. 2003. “The social side of creativity: A static and dynamic social network perspective”, Academy of Management Journal, 28,89-106.
49.Pfeffer, J. 1995. “Producing sustainable competitive advantage through the effective management of people”,Academy of Management Executive,9(1),55-72.
50.Robbins, S. P.,& Coulter, M.,1999. Management (6th ed.). Englewood Cliffs, N.J.,Prentice-Hall.
51.Rousseau D. M., 1988. The construction of climate in organizational research. In C.L. Cooper & I.T. Tobertson (Eds.), International Review of Industrial and Organizational Psychology. New York: John Wiley & Sons.
52.Rumberger, R. W. 1987. “The impact of surplus schooling on productivity and earnings”, Journal of Human Resources, 22, 24-50.
53.Schneider, B. 2000. The psychological life of organizations. In N. Ashkanasy, C. P. M. Wilderom, & M. F. Peterson (Eds.), Handbook of organizational culture & climate, xvii-xxi. Thousand Oaks, CA: Sage.
54.Schuler, R. S. 1992. “Strategic human resource management: Linking the people with the strategic needs of the business”, Organizational Dynamics, 21(1), 18-33.
55.Snell, S. A., & Dean, J. W. Jr. 1992. “Integrated manufacturing and human resource management: A human capital perspective”, Academy of Management Journal, 35,467-504.
56.Steers,R.M.1975.”Problems in the Measurement of Organizational Effectiveness”, Administrative Science Quarterly,20,546-558
57.Subramanian, A. & Nilakanta S.1996. “Organization Innovative: Exploring the Relationship between Organization Determinants of Innovation, Types of Innovations, and Measures of Organizational Performance,” Omega, 24(6), 631-647.
58.Taggar, S. 2002.” Individual creativity and group ability to utilize individual creative resources: A multilevel model”, The Academy of Management Journal, 45,315-330.
59.Tagiuri,R.1968. The concept of organizational climate, In Renato Tagiuri and George H. Litwin,(Eds.), Organizational Climate, Division or Research, Graduate School of Bussiness Administration, Boston:Harvard University.
60.Tsai, Chi-Tung. 1992. “A componential framework of creativity: A synthetic approach”, Chinese Journal of Applied Psychology, 1, 131-153. (in Chinese)
61.Tsai, Chi-Tung, Ting, Shing-Shing,& Kao, Chuan-Feng,1989.”Need for cognition, brainstorming and individual creativity”, Chinese Journal of Psychology, 31, 107-117. (in Chinese)
62.Ulrich, D. 1998. “Intellectual Capital = Competence x Commitment,” Sloan Management Review, 39(2), 15-26.
63.Venkatraman, N. & Ramanujam, V.1986. “Measurement of business performance on strategy Research: A comparison of approach”, Academy of Management Review.11(4), 801-814.
64.Walker, O. C., & Ruekert, R. W. 1987.” Marketing’s Role in the Implementation of Business Strategies: A Critical Review and Conceptual Framework”, Journal of Marketing, 5, 15-33.
65.West, M., & Farr, J., 1990. Innovation at work. In M. West & J. Farr(Eds.), Innovation and creativity at work:Psychological and organizational strategies.New York:Wiley.
66.Wright, P. M., Dunford, B. B., & Snell, S. A. 2001.” Human resources and the resource based view of the firm”, Journal of Management, 27, 701-721.
67.Wright, P. M. & McMahan, G. C. 1992. “Theoretical Perspectives for Strategic Human Resource Management,” Journal of Management, 18, 295-320
68.Wright, P. M., McMahair, G. C., & McWilliams, A. 1994. “Human resources and sustained competitive advantage: A resource-based perspective”, International Journal of Human Resource Management, 5(2), 301-326.
69.Wright, P. M., & Snell, S. A. 1998. “Toward a unifying framework for exploring fit and flexibility in strategic human resource management”, Academy of Management Review, 23(4), 756-772.
70.Wu, Se-Hwa, Yan, Lu-Miao, Han, Tzu-Shian, & Wang, Mei-Ya, 2000. Relationship between personal creativity and the innovation on the Internet. Paper presented at the Conference of Creativity and Innovation: the Characteristic and Development of Technology Creativity, National Cheng Chi University, Taipei, Taiwan (in Chinese).
71.Yamin, S., & Gunasekaran, A.1999. “Innovation index and its implications on organizational performance:A study or Australian”, International Journal of Technology Managemet,17(5), 495-504.
72.Youndt, M. A. 1998. “Human Resource Management Systems, Intellectual Capital and Organizational Performance,” Ph.D. dissertation, Pennsylvania State University.
73.Youndt, M. A., Snell, S. A., Dean, J. W. and Lepak, D. P.,1996. “Human Resource Management, Manufacturing Strategy, and Firm Performance”, Academy of Management Journal,39, 836-866.
指導教授 劉念琪(Nien-Chi Liu) 審核日期 2009-7-6
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