臺灣博碩士論文加值系統

在人人倡提知識經濟的現代，為組織創造競爭優勢的資產不再是過去所強調的土地、資金、設備等實體的資本；相對的，以人為本所創造的知識技術等無形資產才是現代企業的核心競爭力來源。有此可知，人力資本乃是所有競爭力的基石。也因此，企業才會將「人力」視為組織的一項「資本」，開始重視它，同時並努力提升它。本研究採用實證研究的方式進行，蒐集整理學者對企業人力資本的定義，以及學者與企管顧問公司提出的人力資本衡量指標，來編列問卷，進行實證研究，探討企業重要的人力資本為何，同時了解企業人力資本與組織績效的相關。再者，企業經營與其所處產業環境息息相關，本研究亦加入產業環境變項，期能發現企業所處之產業環境對其人力資本的影響情形。

本研究經過實證資料的蒐集與統計分析之後，有下列幾項發現：
一、 企業人力資本構面包括
1. 高階主管知識與願景領導力；
2. 員工創業創新能力；
3. 人力投資與報酬；
4. 員工學習潛能。

二、 企業特性在人力資本的差異性分析
1. 企業成立年數在員工創業與創新能力有顯著差異存在；
2. 企業生命週期在員工創業與創新能力有顯著差異存在；
3. 企業生命週期在人力投資與報酬有顯著差異存在。

三、 企業特性對人力資本與組織績效關係的干擾效果
1. 高階主管知識與願景領導力和企業生命週期的交互作用對行為績效有顯著影響。

四、 產業環境對人力資本與組織績效關係的干擾效果
1. 高階主管知識與願景領導力和環境變動頻率的交互作用對財務績效有顯著影響；
2. 高階主管知識與願景領導力和環境變動頻率的交互作用對營運績效有顯著影響；
3. 高階主管知識與願景領導力和環境複雜程度的交互作用對行為績效有顯著影響；
4. 員工創業創新能力和環境複雜程度的交互作用對營運績效有顯著影響。

In knowledge economy century the core competitive advantages of companies do not come from physical capital any more, in contrast, they come from human beings who create virtual capital such as knowledge and skills. That is the reason that almost all companies start to concern about their own human capital. Also that is the reason I did this research. This study is empirical in nature and questionnaires where design to gather data. From this study I try to find out the main concepts of human capital for companies, the relationships between characteristics of organization and human capital, the relationships between characteristics of organization and organizational performance, and the relationships between industrial environment and organizational performance.

After statistic analyzes the results are stated as bellow:
I. The factors of human capital.
1. The executives’ direction ability of knowledge and vision.
2. Employees’ entrepreneur and creation competencies.
3. Human investment and return.
4. Employee’s leaning potential.

II. Differences of human capital due to characteristics of organization.
1. The years of a company which is build up has significant differences on employee’s entrepreneur and creation competencies.
2. The lifecycle of a company has significant differences on employee’s entrepreneur and creation competencies.
3. The lifecycle of a company has significant differences on human investments and returns.

III. The moderating effects of characteristics of organization.
1. The interaction effect between the executives’ direction ability of knowledge and vision and the lifecycle of a company on behavior performance is significant.

IV. The moderating effects of industrial environment.
1. The interaction effect between the executives’ direction ability of knowledge and vision and the volatility on financial performance is significant.
2. The interaction effect between the executives’ direction ability of knowledge and vision and the volatility on operational performance is significant.
3. The interaction effect between the executives’ direction ability of knowledge and vision and the complexity on behavior performance is significant.
4. The interaction effect between the employees’ entrepreneur and creation competencies and the complexity on operational performance is significant.

第一章 緒論
第一節 研究動機…………………………………………………………… 1
第二節 觀念性架構與研究目的…………………………………………… 3
第三節 研究流程…………………………………………………………… 4

第二章 文獻探討
第一節 人力資本…………………………………………………………… 6
第二節 產業環境……………………………………………………………20
第三節 組織績效……………………………………………………………23

第三章 研究方法
第一節 研究架構與假設……………………………………………………27
第二節 操作行定義與衡量…………………………………………………29
第三節 問卷信度分析與量表構面重整……………………………………34
第四節 資料蒐集方法與樣本特信分析……………………………………38
第五節 資料分析方法………………………………………………………40
第六節 研究限制……………………………………………………………41

第四章 實證結果與分析
第一節 各研究變項的描述性統計分析……………………………………42
第二節 企業特性、產業環境、人力資本與組織績效之關係……………44
第三節 企業特性與人力資本之關係………………………………………47
第四節 企業特性與人力資本對組織績效的影響…………………………53
第五節 產業環境與人力資本對組織績效的影響…………………………60

第五章 結論與建議
第一節 結論…………………………………………………………………72
第二節 建議…………………………………………………………………77

參考文獻
中文……………………………………………………………………………80
英文……………………………………………………………………………82

附錄
問卷……………………………………………………………………………87

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