高科技產業人力資源發展與組織績效之研究－以新竹科學園區為例; A Study of Human Resource Development and Organizational Performance for the High-Tech Industry-Hsin Chu Science-Based Industrial Park as an example

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Title:	高科技產業人力資源發展與組織績效之研究－以新竹科學園區為例;A Study of Human Resource Development and Organizational Performance for the High-Tech Industry-Hsin Chu Science-Based Industrial Park as an example
Authors:	蔡欣洲;Sin-Jhou Cai
Contributors:	企業管理研究所
Keywords:	組織創新;生涯發展;教育訓練;人力資源發展;組織績效;Training;Career Development;Organization Innovation;Organization Performance;Human Resource Development
Date:	2007-06-14
Issue Date:	2009-09-22 14:34:03 (UTC+8)
Publisher:	國立中央大學圖書館
Abstract:	隨著國際化以及企業體體制的擴大，企業需求人才資源更多樣化，同時也要求更佳的組織效率。在傳統人力資源策略下已不足以應付企業新需求，因此新的人力資源發展（HRD）策略，同時包含了訓練與發展（Training & Development)、組織發展（Organization Development）、生涯發展（Career Development）三種全面性概念，希望可以滿足組織內部需求以及降低外部環境的限制。這樣的背景之下，此次研究希望觀察人力資源發展（HRD）策略差異對於企業績效的影響；換句話說，在新的策略概念之下，企業必須更加清楚此三種發展之間的關係以及交互作用，並制定適當的人力資源發展（HRD）策略以追求員工績效提高。　　本研究在研究樣本方面是以科學園區的產業為對象，主要因為園區中的產業為現今台灣經濟發展的主力並且在企業中是最需求完整人力資源發展（HRD）策略來幫助人才管理及規劃。此次研究總共發出400份問卷，回收181份，無效問卷3份，回收率達46%。　　經由實證結果發現：一、教育訓練、組織生涯發管理及組織創新對組織績效存在顯著正相關。二、人力資源發展中的教育訓練會藉由組織生涯管理和組織創新的部分中介作用正向的影響組織績效，同時組織生涯管理與組織創新之間也存在顯著正相關。三、不同企業特性中，只有研發人數在人力資源發展策略構面上呈現顯著差異。 Due to internationalization and the expansion of enterprises, talent demand now becomes more diverse, and better organizing efficiency is also required. The conventional human resource strategies are no longer sufficient to meet the latest needs of enterprises. Thus, the new human resource development (HRD), including three comprehensive concepts of Training & Development, Organization Development and Career Development, is to fulfill the internal needs of organizations and to reduce external environment restriction. Under these circumstances, the purpose of this research is to observe how different HRD strategies influence organization performance. In other words, enterprises now have to be more familiar with and clear about the interaction and relation among these three elements in order to develop proper strategies for pursuing a better performance of employees. 　　The participants of this study are people working in high-tech industries in Hsinchu science park area. Since it is the main force of Taiwan’s economic development and requires the most human resource development strategy for planning and managing manpower. 400 questionnaires are distributed. 181 are returned and 3 are ineffective. The returning rate is 46%. The result has shown: 1. Training, organizational career management and organizational innovation have positive effects on organization performance. 2. Through the partial mediation of organizational career management and organizational innovation, the training of HRD has influence on the organizational performance; meanwhile, there is a positive relation between career management and organizational innovation. 3. Among different enterprise characteristics, the only obvious deviation is the R&D numbers of people in terms of the HRD.
Appears in Collections:	[Graduate Institute of Business Administration] Electronic Thesis & Dissertation

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