臺灣博碩士論文加值系統

近年來，許多組織欲透過策略性人力資源管理，尋求其獨特之競爭優勢，以創造優異的組織績效。時至1990年代，學者開始提倡高績效工作措系統，其主要概念在於透過承諾、激勵及參與的過程，創造彈性的工作組織，幫助組織達到資訊、技術、人與工作間的配適，最終達到締造高績效之目的。本文針對此系統進行研究，探討組織欲採用高績效工作系統時，會受哪些因素之影響？個別高績效工作措施、高績效工作系統與組織績效間之關係為何？以及調節變數對高績效工作系統與組織績效間關係所造成之影響為何？等相關問題。
研究中以中華民國證券交易所公佈之上市、上櫃及興櫃公司，與美商鄧白氏所出版之『在台外資企業名錄』等，共計1835家公司作為研究對象。從問卷、台灣經濟新報資料庫與元大京華證券公司等三處取得樣本資訊。並以多元迴歸之方法，分析影響組織採行高績效工作系統之因素，以層級迴歸之方法，分析個別高績效工作措施、高績效工作系統與組織績效間之關係，並更進一步探討調節變數對於兩者間關係之影響。
在經實證調查與統計分析後，得到以下結論：第一，組織所面臨之市場風險越高、越重視訓練、願意給予員工較多僱用安全承諾、已採用利潤分享、互補性人資措施、規模越大以及先前績效越差之情況下，組織將越傾向去採用高績效工作系統。反之，當其所處之產業動態性越高或公司成立至今之時間越長時，則越不傾向採用高績效工作系統。第二，內部進升、績效晉升、誘因型薪資、工作輪調、參與、訓練與資訊分享等個別高績效工作系措施，皆分別對於組織績效有所助益。第三，實施由上述七項個別措施所建構出之高績效工作系統，確實能提升組織績效。第四，在擁有越多人力資源部門員工、研發密集度較低與國際化程度越高的組織中，高績效工作系統將更能促進組織績效。

In recent years, many organizations hoped to get sustained competitive advantages through strategic human resource management and acquire outstanding performances. Since 1990’s, scholars have started to put their focus on High Performance Work System (HPWS). They advocate that that system can create a flexible organization and achieve the alignment among information, technology, people and work through employee’s commitment, incentive, and participation. That system therefore will be beneficial to firm’s performances. For this reason and its importance in the field of strategic human resource management, we would like to know more about HPWS and investigate the questions as follows. First, which factors may influence an organization in adopting HPWS？ Second, do individual high performance work practices/system improve organizational performance? Finally, what factors can moderate the relationships between HPWS and organizational performance?
The companies listed in Taiwan Stock Exchange Corporation and Dun & Bradstreet International’s publication were selected as the study’s population. Multiple regression was employed to analyze the factors which may influence an organization’s decision in implementing HPWS. Furthermore, Hierarchical Regression was used to analyze the relationship between high performance work practices/system and organizational performance as well as the moderation effect which contingent variables may produce.
We summarize the research findings as follows. First, market risk, training, job security, profit sharing, complementary HR practices, firm size, and inferior firm performance record will encourage organizations to adopt HPWS. On the contrary, high industry dynamism and long established firm history will have negative impact on organization’s willingness in adopting HPWS. Second, individual high performance work practices such as internal promotion, performance-based promotion, incentive pay, job rotation, participation, training, and information sharing can improve organizational performance. Third, HPWS as a system constructed by the practices listed above is positively related to organizational performance. Fourth, the relationships between HPWS and organizational performance are contingent by R&D intensity, degree of internationalization, and number of HRM department employees.

第一章 緒論………………………………………………………………………… 1
第一節 研究背景與動機…………………………………………………………1
第二節 研究目的與研究問題……………………………………………………4
第三節 研究流程…………………………………………………………………5
第四節 論文架構…………………………………………………………………6
第二章 文獻探討…………………………………………………………………… 7
第一節 高績效工作系統…………………………………………………………7
第二節 影響採用高績效工作系統之因素……………………………………… 14
第三節 組織績效………………………………………………………………… 23
第四節 高績效工作系統與組織績效之關聯…………………………………… 26
第三章 研究方法…………………………………………………………………… 36
第一節 研究架構………………………………………………………………… 36
第二節 研究假設………………………………………………………………… 38
第三節 變數之操作型定義……………………………………………………… 41
第四節 問卷設計………………………………………………………………… 52
第五節 抽樣方法………………………………………………………………… 59
第六節 資料分析方法…………………………………………………………… 60
第四章 實證分析…………………………………………………………………… 62
第一節 影響因素與高績效工作系統之關係…………………………………… 62
第二節 個別高績效工作措施對組織績效之影響……………………………… 70
第三節 高績效工作系統對組織績效之影響…………………………………… 80
第四節 調節變數對高績效工作系統與組織績效間關係之影響……………… 82
第五節 研究假設檢定結果整理………………………………………………… 100
第五章 結論與建議 ………………………………………………………………… 102
第一節 研究結果與討論 ………………………………………………………… 102
第二節 研究貢獻與研究限制 …………………………………………………… 105
第三節 研究建議 ………………………………………………………………… 107
參考文獻……………………………………………………………………………… 110
附錄：問卷…………………………………………………………………………… 120

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