創新策略、人力資源策略、及其契合度對組織績效之影響─以兩岸高科技產業為例

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：17

、訪客IP：3.138.34.80

姓名

阮秀瑩(Joann Juan) 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

創新策略、人力資源策略、及其契合度對組織績效之影響─以兩岸高科技產業為例

相關論文

★ 航空運輸業之空服人員甄選成績與工作績效之探討	★ 業務人員職能量表之建立-以某電子科技公司為例
★ 導入目標管理於中高階主管績效考核過程探討之研究-以某化工公司為例	★ 人力資源管理措施變革規劃與實施成效評估
★ 人力資源管理措施與工作態度之相關性研究-以城邦出版控股集團為例	★ 績效衡量指標變革對組織績效之影響探討--以某快餐連鎖企業為例
★ 新創事業產品策略、組織發展與組織能力探討－以A公司為例	★ 資材組織之整合過程與效益評析-以某高科技研究機構為例
★ 壽險業務員人格特質與工作績效之關聯性研究－以國內個案壽險公司為例	★ 業務人員職能與業務績效相關性之研究-以M公司為例
★ 核心職能對工作績效之影響－以C證券公司營業員為例	★ 影響壽險業務員工作投入與工作績效因素之探討
★ 人力資源管理活動規劃與實施方式及成效評估 —以大東紡織組織變革探討為例	★ 管理控制系統與組織績效之關連性分析─以某軟體資訊公司為例
★ 領導力才能評鑑360度回饋制度推動之探討-以某國際運輸公司為例	★ 企業績效管理制度之成效與因素探討

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]

[檢視]

[下載]

本電子論文使用權限為同意立即開放。
已達開放權限電子全文僅授權使用者為學術研究之目的，進行個人非營利性質之檢索、閱讀、列印。
請遵守中華民國著作權法之相關規定，切勿任意重製、散佈、改作、轉貼、播送，以免觸法。

摘要(中)

本研究以海峽兩岸兩大高科技產業重鎮－新竹科學園區及上海地區之高科技廠商為研究對象，同時針對組織創新策略與人力資源策略進行實證研究，探討創新策略、人力資源策略個別對組織績效之影響，及不同契合觀點（中介效果、干擾效果、適配程度）下策略契合度對組織績效之影響。
研究方法採問卷調查方式，以人力資源部門主管為填答對象，共發出500 份問卷，回收之有效問卷為124 份。再利用統計方法，例如信度分析、集群分析、變異數分析、迴歸分析等來分析資料。
在參考相關文獻後，本研究將創新策略分為「高創新」、「中創新」、「低創新」三種策略類型，另採Dowling & Schuler（1990）所提出之「促進型」、「累積型」、「利用型」為人力資源策略類型。研究結果顯示新竹科學園區廠商多採「高創新」策略，而上海高科技廠商則以「低創新」策略居多。在兩地無論採取何種創新策略的廠商，皆以採取「累積型」的人力資源策略者為多。
在對組織績效（人力資源效能及營運績效）之影響上：(1).組織採取創新策略程度愈高者，其組織績效愈佳。(2).組織採取之人力資源策略愈接近「促進型」者，其組織績效愈佳。(3).創新策略是透過人力資源策略進而影響組織績效（視契合為中介效果）。(4).人力資源策略對組織績效之影響會受到創新策略之干擾，採高創新策略者其人力資源策略對組織績效之影響程度會減弱，而採低創新策略者其人力資源策略對組織績效之影響程度則會提高（視契合為干擾效果）。(5).對創新策略與人力資源策略九種組合型態而言，人力資源效能表現上無論採何種創新策略，皆以「促進型」人力資源策略為最佳。而在營運績效之表現上則是以「中創新－促進型」為最佳、「高創新－累積型」次之，表現最差者為「低創新－利用型」（視契合為適配程度）。
在強調科技與知識的時代，海峽兩岸的高科技廠商面臨著更直接、更劇烈的產業環境變動與競爭，如何擬定適當之人力資源策略與組織策略相契合，促進組織目標之達成，實為當前企業所不容忽視之重要課題。

關鍵字(中)

★ 高科技
★ 組織績效
★ 契合
★ 人力資源
★ 策略
★ 創新
★ 大陸
★ 兩岸

關鍵字(英)

★ None
★

論文目次

第一章　緒論………………………………………………………………………….. 1
第一節研究背景與動機 …………………………………………….. 1
第二節研究目的……………………………………………………... 4
第三節章節架構……………………………………………………... 5
第二章　文獻探討………………………..……………………………………………. 6
第一節策略性人力資源管理 .……………………………….……….6
第二節創新策略與人力資源策略之契合………………….……….15
第三節組織績效……….…………………………………………… 23
第四節創新策略、人力資源策略、契合度對組織績效之影響…. 26
第三章　研究方法……………………………………………………………….…….30
第一節研究架構……………………………………………………. 30
第二節研究設計………………………………………………….….31
第三節資料分析方法………………………………………….…….35
第四章　研究結果……………………………………………………………………..38
第一節回收樣本之基本資料分析…………………………………..38
第二節信度分析及敘述統計………………………………………..43
第三節集群分析……………………………………………………..49
第四節變異數及迴歸分析………….……………………...………..54
第五章　結論與建議…………………………………………………….………….…64
第一節實證結果………………………………………………….….64
第二節管理意涵………………………………………………….….70
第三節研究限制及對後續研究者之建議……………………….….74
參考文獻…………………………………………………………………………….….77
中文部分…………………………………………………………………………….….77
英文部分…………………………………………………………………………….….78
附錄………………………………………………………………………………….….86

參考文獻

一、中文部份
1. David A.De Cenzo & Stephen P. Robbins （1997）。人力資源管理，許世雨譯，五南圖書出版公司。
2. Richard L. Daft （1999）。組織理論與管理，李再長譯，華泰文化事業公司。
3. 古秀華（2002）。人力資源管理措施對人力資源管理績效之影響，國立中央大學人力資源管理研究所在職專班碩士論文。
4. 吳思華（1996）。策略九說：策略思考的本質，台北：麥田出版社。
5. 呂傳吉（2002）。事業策略、人力資源管理策略與組織績效之研究－以國內汽車零組件業為例，國立中央大學人力資源管理研究所碩士論文。
6. 李誠主編（2002）。人力資源管理的12堂課，台北：天下文化書坊。
7. 李漢雄（2000）。人力資源策略管理，台北：揚智文化出版社。
8. 徐國耀（2000）。大陸台商進入策略、人力資源管理策略與經營績效之探討，國立中央大學企業管理研究所碩士論文。
9. 張火燦（1996）。策略性人力資源管理，揚智文化事業股份有限公司，台北。
10. 馬為揚、楊永列（2001）。高科技產業實證研究的基本思考－科學園區之觀察，產業論壇，2（2），頁31-56。
11. 陳孟謙（1998）。企業策略、人力資源策略、人力資源管理效能與組織績效關係之研究---以台灣高科技產業為例，國立成功大學企業管理研究所碩士論文。
12. 黃同圳（1997）。人力資源管理策略與組織績效關係探討：權變觀點在台灣企業之檢證，Hong Kong Journal of Business Management，15，頁79-100。
13. 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，6（3），頁827~854。
14. 黃同圳（1998）。人力資源管理策略化程度與組織績效關係探討，輔仁管理評論，5（1），頁1-18。
15. 黃家齊（2000）。人力資源管理系統內部契合與組織績效之關聯性研究：全形理論觀點，中山管理評論，8（3），頁511-536。
16. 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，19(3)，頁415-450。
17. 黃家齊（2003）。人力資本投資系統、創新策略與組織績效---多種契合觀點的驗證，管理評論，22（1），頁99-126。
18. 黃俊英、林震岩（1994）。SAS精析與實例，華泰書局。
19. 溫金豐（1999）。高科技廠商的人力資源系統構形及其對組織績效的意涵，科技管理學刋，4(2)，頁1-16。
20. 張耀仁（1996）。卓越人力資源管理制度之建構－資源基礎論觀點，中正大學企業管理研究所未出版之碩士論文。
21. 新竹科學園區管理局（民90），http://www.sipa.gov.tw/factories/download.htm。
二、英文部份
1. Arthur, J. B. (1992). The Link between Business Strategy and Industrial Relations Systems in American Steel Minimills, Industrial and Labor Relations Review, 45: 488-506.
2. Arthur, J. B. (1994). Effects of Human Resource Systems on Manufacturing Performance and Turnover, Academy of Management Journal, 37: 670-687.
3. Baird, L., & Meshoulam, I. (1988). Managing Two Fits of Strategic Human Resource Management, Academy of Management Review, 13: 116-128.
4. Baird, L., Meshoulam, I., & DeGive, G.. (1983). Meshing Human Resources Planning with Strategic Business Planning: A Model Approach, Personnel, 60(5): 14-25.
5. 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.
6. Baron, R. M., & Kenny, D. A. (1986). The Moderator-Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Consideration, Journal of Personality and Social Psychology, 51(6): 1173-1182.
7. Bird, A. & Beechler, S. (1995). Links between Business Strategy and Human Resource Management Strategy U. S. - Based Japanese Subsidiaries: An Empirical Investigation, Journal of International Business Studies, 26(1): 23-46.
8. Boudreau, J. W., & Berman, R. (1991). Using Performance Measurement to Evaluate Strategic Human Resource Management Decisions: Kodak's Experience with Profit-Sharing, Human Resource Management, 30(3): 393-410.
9. Bourgeois, L. J. (1985). Strategic Goals, Perceived Uncertainty, and Economic Performance in Volatile Environments, Academy of Management Journal, 28: 548-873.
10. Chadwick, C., & Cappelli, P. (1999). Alternatives to Generic Strategy Typologies in Strategic Human Resource Management, In M. A. Wright, L. D. Dyer, J. W. Boudreau, & G. T. Milkovich (eds.), Research in Personnel and Human Resource Management, 4: 1-29.
11. Chen, S. J. (2001). Human Resource Management Systems and Organizational Performance: An Empirical Study of Taiwan Firms in China, Taiwan Academy of Management Journal,1: 1-18.
12. Delaney & Huselid, (1996). The Impact of Human Resource Management Practices on Perceptions of Organization Performance, Academy of Management Journal, 39(4): 949-969.
13. Delery, J. E. & Doty, D. H. (1996). Modes of Theorizing in Strategic Human Resource Management: Tests of Universalistic, Contingency, and Configurational Performance Predictions, Academy of Management Journal, 39(4): 802-835.
14. Demirag, I. S. (1987). How UK Companies Measure Overseas Performance (Part 1), Accountancy, London, 99(1123): 101-3.
15. DeSanto, J. F. (1983). Workforce Planning and Corporate Strategy, The Personnel Administrator, 28(10): 33-36.
16. Dess, G. G., & Robinson, R. B. Jr. (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: 265-273.
17. Dewar, R., & Werbel, J. (1979). Universalistic and Contingency Predictions of Employee Satisfaction and Conflict, Administrative Science Quarterly, 24: 426-448.
18. Dowling , P. J., & Schuler, R. S. (1990). International Dimensions of Human Resource Management, Boston.
19. Drazin, R., & Van de Ven, A. H. (1985). Alternative Forms of Fig in Contingency Theory, Administrative Science Quarterly, 30: 514-539.
20. Dyer, L. (1984a). Linking Human Resource and Business Strategies, Human Resource Planning, 7(2): 79-84.
21. Dyer, L. (1984b). Studying Human Resource Strategy: An Approach and An Agenda, Industrial Relations, 23: 156-169.
22. Dyer, L. (1984c). Studying Human Resources Management and Planning, Research In Personnel and Human Resources Management, 3:1-30.
23. Dyer, L. (1985). Strategic Human Resource Management and Planning, In K. M. Rowland & G. R. Ferris (Eds), Research in Personnel and Human Resource Management, 1-30, Greenwich, CT: JAI Press Inc.
24. Dyer, L., & Reeves, T. (1995). HR Strategies & Firm Performance: What Do We Know and Where Do We Need to Go? International Journal of Human Resource Management, 6: 656-670.
25. 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.
26. Flamholtz, E. G., & Lacey, J. M. (1981). Personnel Management, Human Capitl Theory, and Human Resource Accounting, Los Angeles: Institute of Industrial Relations, University of California.
27. Frantzreb, R. B., & Landau, L. et al. (1974). The Valuation of Human-Resources, Business Horizons, 17(3): 73.
28. Fry, L. W., & Smith, D. A. (1987). Congruence, Contingency, and Theory Building, Academy of Management Review, 12: 117-132.
29. Fombrun, C. (1982). Environmental Trends Create New Pressures on Human Resources, Journal of Business Strategy, 3(1): 61-69.
30. Fombrun, C. J., Tichy, N. M., & Devanna, M. A. (1984). Strategic Human Resource Management. New York: Wiley.
31. Galosy, J. R. (1983). Meshing Human Resources Planning with Strategic Business Planning: One Company's Experience, Personnel, 60(5):26-35.
32. Gerstein, M., & Reisman, H. (1983). Strategic Selection: Matching Executives To Business Conditions, Sloan Management Review, 24(2): 33-49.
33. Golden, K., & Ramanujam, V. (1985). Between a Dream and a Nightmare: On the Integration of the Human Resource Management and Strategic Business Planning Processes, Human Resource Management, 24: 429-452.
34. Gupta, A. K., & Govindarajam, V. (1984). Business Unit Strategy, Managerial Characteristics, and Business Unit Effectiveness at Strategy Implementation, Academy of Management Journal, 27: 25-41.
35. Guest, D. E. (1997). Human Resource Management and Performance: A Review and Research Agenda, The International Journal of Human Resource Management, 8(3): 263-276.
36. Hambrick, D. C. (1983). Some Test of the Effectiveness and Functional Attributes of Miles and Snow’s Strategic Types, Academy of Management Journal, 26: 2-26.
37. Harvey, L. J. (1983). Effective Planning for Human Resource Development, The Personnel Administrator, 28(10): 45-50.
38. 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.
39. Huselid, M. A. , Jackson, S. E. , & Schuler, R. S.(1997). Technical and Strategic Human Resource Management Effectiveness as Determinants of Firm Performance, Academy of Management Journal, 40(1): 171-188
40. Jackson, S. E., Schuler, R. S., & Rivero J. C.(1989). Organizational Characteristics as Predictors of Personnel Practices, Personnel Psychology, 42: 727-786.
41. Jones, G. R., & Wright, P. M.(1992). An Economic Approach to Conceptualising the Utility of Human Resource Management Practices. In K. Rowland & G. Ferris (Eds), Research In Personnel And Human Resources Management, 10: 271-299, Greenwich, CT: JAI Press.
42. Joyce, W., Slocum, J., & Von Glinow, M. (1982). Person-situation Interaction: Competing Models of Fit, Journal of Occupational Behaviour, 3: 265-280.
43. Ketchen, D. J., Thomas, J. B., & Snow, C. C. (1993). Organizational Configurations and Performance: A Comparison, Academy of Management Journal, 36(6):1278-1313.
44. Khatri, N. (2000). Managing Human Resource for Competitive Advantage: A Study of Companies in Singapore, International Journal of Human Resource Management, 11: 336-365.
45. Lado, A. A., & Wilson, M. C. (1994). Human Resource Systems and Sustained Competitive Advantage: A Competency-Based Perspective, Academy of Management Review, 19: 699-727.
46. Lengnick-Hall, C. A. , & Lengnick-Hall, M. L. (1988). Strategic Human Resources Management：A Review of the Literature and a Proposed Typology. Academy of Management Review, 13(3): 454-470.
47. Leontiades, M. (1991). The Japanese Art of Managing Diversity, The Journal of Business Strategy, 12(2): 30-36.
48. Lindroth, J. (1982). How to Beat the Coming Labor Shortage, Personnel Journal, 61(4):268-272.
49. Macduffie, J. P. (1995). Human Resource Bundles & Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry, Industrial & Labor Relations Review, 48: 197-221.
50. Marchhington, M., & Grugulis, I. (2000). Best Practice Human Resource Management: Perfect Opportunity or Dangerous Illusion? International Journal of Human Resource Management, 11(6): 1104-1124.
51. Mark, Simon K. M., & Akhtar, S. (2003). Human Resource Management Practices, Strategic Orientations and Company Performance: A Correlation Study Publicly Listed Companies, Journal of American Academy of Business, Cambridge, 2(2): 510-515.
52. Migliore, R. H., (1982). Linking Strategy, Performance, and Pay, The Journal of Business Strategy, 3(1): 90-94.
53. Miles, R. E. & Snow, C. C. (1978). Organization Strategies, Structure and Process. N. Y. : Mcgraw-Hill.
54. Miles, R. E. & Snow, C. C. (1983). Toward a Synthesis in Organization Theory. Cited in Prescott, J. E. (Ed.), Competitive Environment, Strategic Types, and Business Performance: An Empirical Analysis. Ph. D. Dissertation of the Pennsylvania State University, Resources System. Organizational Dynamics, 13: 36-52.
55. Miles, R. E. & Snow, C. C. (1984). Designing Strategic Human Resource Systems, Organizational Dynamics, 13(1): 36-52.
56. Olian, J. D., & Rynes, S. L. (1984). Organizational Staffing: Integrating Practice With Strategy, Industrial Relations, 23: 170-183.
57. Negandhi, A.R., Eshghi, G. S., & Yuen, E. C. (1985). The Management Practices of Japanese Subsidiaries Overseas, California Management Review, 27(4): 93-105.
58. Noe, Hollenbeck, Gerhart, Wright (2002). Human Resource Management, 4th Ed, Mcgraw. Hill.
59. Pfeffer, J. (1994). Competitive Advantage Through People: Unleashing the Power of the Workforce. Boston, Ma: Harvard Business School Press.
60. Porter, Michael E. (1980). Competitive Strategy. N. Y. : Free Press.
61. Porter, M. E. (1985). Competitive Advantage: Creating and Sustaining Superior Performance, New York: Free Press.
62. Prescott, J. E. (1986). Environment as a Moderator of Strategy Performance Relationship, Academy of Management Journal, 29: 329-346.
63. Prescott, J. E., Kohli, A. K., & Venkatraman, N. (1986). The Market Share-Profitability Relationship: An Empirical Assessment of Assertions and Contradictions, Strategic Management Journal, 7: 377-394.
64. Purcell, J. (1999). The Search for Best Practice and Best Fit in Human Resource Management: Chimera or Cul-De-Sac? Human Resource Management Journal, 9(3): 26-41.
65. Richard, O. C., Johnson N. B. (2001). Understanding the Impact of Human Resource Diversity Practices on Firm Performance, Journal of Managerial Issues, 13:177-195.
66. Schoonhoven, C. B. (1981). Problems with Contingency Theory: Testing Assumptions Hidden Within the Language of Contingency Theory, Administrative Science Quarterly, 26: 349-377.
67. Schuler, R. S. (1992). Strategic Human Resources Management: Linking the People with the Strategic Needs of the Business, Organizational Dynamics, 18-31.
68. Schuler R. S., & Jackson, S. E. (1987). Linkage Competitive Strategies with Human Resource Management Practices, Academy of Management Executive, 9(3): 207-19.
69. Schuler, R. S., & Jackson, S. E. (1987a). Linking Competitive Strategies with Human Resource Management Practices, Academy of Management Executive, 1(3): 207-219.
70. Schuler, R. S., & Jackson, S. E. (1987b). Organizational Strategy and Organizational Level as Determinants of Human Resource Management Practices, Human Resource Planning, 10(3): 125-141.
71. Schuler, R. S. & Jackson, S. E. (1996). Human Resource Management: Positioning For The 21th Century, 6th Ed. , Minneapolis/St. Paul, Minn.: West Publish.
72. Schuler, R. S. & Jackson, S. E (1999). Strategic Human Resource Management, Blackwell.
73. Schuler, R. S. & MacMillan, I. C. (1984). Gaining Com0petitive Advantage Through Human Resource Management Practices, Human Resource Management, 23(3): 241-255.
74. Segev, E. (1989). A Systematic Comparative Analysis and Syntheses of Two Business-Level Strategic Typologies, Straategic Management Journal, 10: 487-505.
75. Snell, S. A., & Dean, J. W. (1992). Integrated Manufacturing and Human Resource Management: A Human Capital Perspective, Academy of Management Journal, 35: 467-504.
76. Snell, S. A. , Youndt, M. A. , & Wright, P. M. (1996), Establishing a Framework for Research in Strategic Human Resource Management: Merging Resource Theory and Organizational Learning, In J. Shaw, P. Kirkbride, and K. Rowland (Eds. ), Research in Personnel and Human Resource Management, 14: 61-90. Greenwich, CT: JAI Press.
77. Van De Ven, A. H., & Drazin, R. (1985). The Concept of Fit in Contingency Theory. In L. L. Cummings & B. M. Staw (Eds), Research in Organizational Behavior, 7: 333-365. Greenwich, CT: JAI Press.
78. Venkatraman (1989). The Concept of Fit in Strategy Research: Toward Verbal and Statistical Correspondence, Academy of Management Review, 1989, 14(3): 423-444.
79. Wan, D., Kok, V., & Ong, C. H. (2002). Strategic Human Resource Management and Organizational Performance in Singapore, Compensation and Benefits Review, 34(4): 33-42.
80. Warner, B. W., Edward, R. A., & Louis, D. (1985). Changing Leadership and Planning Processes at the Lewis Research Center, National Aeronautics and Space Administration, Human Resource Management, 24(1): 81-90.
81. Wright, P. M. & McMahan, G. C. (1992). Theoretical Perspectives for Strategic Hrm, Journal of Management, 18: 295-320.
82. Wright, P. H., Mcmahan, 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.
83. Youndt, M. A., Snell, S. A, Dean, J. W., Jr. , & Lepak, D. P. (1996). Human Resource Management, Manufacturing Strategy, and Firm Performance, Academy of Management Journal, 39(4): 836-866.
84. Zajac, E. J., & Shortell, S. M. (1989). Changing Generic Strategies: Likelihood, Direction, and Performance Implications. Strategic Management Journal, 10: 413-430.

指導教授

黃同圳(Tung-Chun Huang)

審核日期

2004-7-10

推文