臺灣博碩士論文加值系統

人力資源外包（Human Resource Outsourcing, HRO）對於組織效能之貢獻獲得愈來愈多關注。然而，鮮少研究探討HRO成功的成因條件以及HRO決策之決定因素。本研究旨在探討HRO決策之前置因素、以及企業與人力資源（Human Resource, HR）承包商如何共同合作來影響並確保成功的HRO。本研究使用多元迴歸分析，以檢驗人力資源管理之策略涉入、成本降低、需求不確定性等因素對於HRO決策之程度的影響，並考慮企業內部HR專業之缺乏與正面HR結果的干擾效果。本研究使用模糊集合質性比較分析（fuzzy set qualitative comparative analysis, fsQCA），以呈現承包商品質、企業理解、信任、緊密HRO網絡等條件之不同組合，這些組合能夠導致HRO之成功。此外，本研究比較在不同程度的HR任務相依性及IT使用度之狀況下，導致HRO成功的成因組合是否有所差異。
本研究使用越南的85間不同規模之企業資料來探討HRO之決策、與其中的80間企業之資料來探討如何使HRO成功。本研究發現人力資源管理之策略涉入會正向影響HR之外包決策；如同本研究所預期，成本降低與非核心HR活動之HR外包決策之關係為正向且顯著；需求不確定性對於核心HR活動之HR外包決策具有正向影響；HR專業之缺乏將會干擾核心活動之HR外包的過程。關於成功的HRO模式，本研究發現三種共同的解決方案能夠達到成功的HRO。本研究並能建立新的理論，以貢獻於HRO、信任、知識分享、及IT使用度之文獻。
本研究鎖定在越南之企業有助於控制文化因素，卻可能限制了結果的通則性。由於樣本數之故，本研究無法比較不同產業之結果。未來研究可以嘗試於此議題進行跨文化研究，抑或比較不同產業之結果的差異性。本研究可為HR經理人提供一些準則，以準確地制定HR外包的決策；並有助於經理人發展成功的HRO模式。就理論觀點而言，本研究分析了發展中國家之HR外包議題，這是過去文獻中較少被觸及的領域。

There is growing interest in the degree to which human resource outsourcing (HRO) contributes to organizational effectiveness. Yet, limited research attention has been paid to the causal conditions leading to HRO success as well as determinants of HRO decisions. This study explores the antecedents of human resources (HR) outsourcing decisions and how a firm and an HR provider can work together to influence and ensure successful HRO. Using multiple regression analysis, we examine the impacts of strategic involvement of human resources management, cost reduction, and demand uncertainty on the degree of HRO decision and consider the moderating effects of the lack of in-house HR expertise and positive HR outcome. Using fuzzy set qualitative comparative (fsQCA) analysis, we demonstrate how different combinations of the conditions of quality of provider, business understanding, trust, and closed HRO networks can lead to HRO success. In addition, this study compares the causal combinations between cases featuring different levels of HR task interdependence and IT usage in leading HRO success.
This study uses data collected from 85 different-sized firms in Vietnam to examine the HRO decisions and 80 firms to investigate how to make HRO successful. Our findings indicate the strategic involvement of human resources management is positively related to the decision to outsource HR. As our expectation, there is a significantly positive relationship between cost reduction and the HR outsourcing decision for non-core HR activities. Demand uncertainty positively relates to the HR outsourcing decision for core HR activities. The lack of HR expertise moderates the process of HR outsourcing for core activities. Regarding a successful HRO model, three common solutions that achieve successful HRO overall. We also contribute toward building new theories regarding HRO, trust, and knowledge sharing, as well as the use of IT.
The focus on firms in Vietnam may help to control for cultural factors, but may also limit generalizability. This study cannot compare results across different industries due to the number of samples. Future research could conduct cross-cultural studies on this issue, or compare differences across industries. This study provides HR managers with guidelines for making accurate decisions regarding HR outsourcing as well as developing a successful HRO model. Using theoretical perspectives, the paper analyzes the HR outsourcing in an under-researched area – developing countries.

TABLE OF CONTENTS

摘要 I
ABSTRACT III
TABLE OF CONTENTS VI
LIST OF TABLES X
LIST OF FIRGURES XI
CHAPTER ONE INTRODUCTION 1
1.1 RESEARCH BACKGROUND 1
1.2 THE PURPOSE AND SCOPE OF THE STUDY 4
1.3 RESEARCH PROCESS 5
CHAPTER TWO LITERATURE REVIEW 7
2.1 THE THEME OF THE STUDY 7
2.2 HUMAN RESOURCE OUTSOURCING 9
2.2.1 The Degree of Human Resource Outsourcing 9
2.2.2 Successful Human Resource Outsourcing 10
2.2.3 Background of Human Resource Outsourcing Studies 12
2.3 STRATEGIC INVOLVEMENT OF HUMAN RESOURCE MANAGEMENT 14
2.4 COST REDUCTION 16
2.5 DEMAND UNCERTAINTY 17
2.6 MODERATORS OF HUMAN RESOURCE OUTSOURCING DECISIONS: POSITIVE HR OUTCOMES 19
2.7 MODERATORS OF HUMAN RESOURCE OUTSOURCING DECISIONS: HR EXPERTISE LEVEL 21
2.8 CONFIGURATIONS OF HUMAN RESOURCE OUTSOURCING SUCCESS 23
2.9 MODERATORS OF HUMAN RESOURCE OUTSOURCING SUCCESS: HR TASK INTERDEPENDENCE 29
2.10 MODERATORS OF HUMAN RESOURCE OUTSOURCING SUCCESS: IT INFRASTRUCTURE 31
CHAPTER THREE METHODOLOGY 33
3.1 THE CONCEPTUAL FRAMEWORK 33
3.2 CONSTRUCT MEASUREMENTS 37
3.2.1 Human Resource Outsourcing Decisions 37
3.2.2 Successful Human Resource Outsourcing 38
3.2.3 Strategic Involvement Of Human Resource Management 39
3.2.4 Cost Reduction 39
3.2.5 Demand Uncertainty 40
3.2.6 Positive Human Resource Outcome 41
3.2.7 HR Expertise Level 41
3.2.8 Control Variables for Human Resource Outsourcing Decisions 42
3.2.9 Quality of Provider 43
3.2.10 Business Understanding 43
3.2.11 Trust 44
3.2.12 The Closed Human Resource Outsourcing Network 45
3.2.13 HR Task Interdependence 45
3.2.14 Information Technology Infrastructure 46
3.3 DATA COLLECTION AND SAMPLING PROCESS 47
3.4 DATA ANALYSIS TECHNIQUES 49
3.4.1 Descriptive Statistical Analysis 49
3.4.2 Purification and Reliability of the Measurement Variables 49
3.4.3 Relationships among Research Variables 50
CHAPTER FOUR RESEARCH ANALYSIS AND RESULTS 52
4.1 DESCRIPTIVE ANALYSIS 52
4.1.1 Characteristics of Respondents 52
4.1.2 Measurement Results for Research Variables 53
4.2 EXPLORATORY FACTOR ANALYSIS AND RELIABILITY TESTS 59
4.3 STAGE 1: THE DETERMINANTS AND MODERATORS OF HUMAN RESOURCE OUTSOURCING DECISIONS 62
4.3.1 Determinants of Human Resource Outsourcing Decisions 62
4.3.2 Moderating effects of Human Resource Outsourcing Decisions 67
4.3.3 Validity of Findings 67
4.4 STAGE 2: THE CONFIGURATIONS AND MODERATING EFFECTS FOR HUMAN RESOURCE OUTSOURCING SUCCESS 69
4.4.1 Configurations for Human Resource Outsourcing Success 69
4.4.2 Moderating Effect of Human Resource Task Interdependence 72
4.4.3 Moderating Effect of the Information Technology Infrastructure 76
4.5 INTERVIEW RESULTS FOR ANTECEDENTS OF HUMAN RESOURCE OUTSOURCING DECISIONS AND HOW TO MAKE HUMAN RESOURCE OUTSOURCING SUCCESS 79
4.5.1 Antecedents of Human Resource Outsourcing Decisions 79
4.5.2 How to Make Human Resource Outsourcing Success 81
CHAPTER FIVE DISCUSSION AND CONCLUSIONS 83
5.1 RESEARCH CONCLUSIONS 83
5.2 RESEARCH IMPLICATIONS AND CONTRIBUTIONS 88
5.2.1 Theoretical Implications and Contributions 88
5.2.2 Practical Implications and Contributions 90
5.3 LIMITATIONS AND FUTURE RESEARCH SUGGESTIONS 92
REFERENCES 94
APPENDIX SURVEY QUESTIONNAIRE 112

LIST OF TABLES

Table 2-1 The background of human resource outsourcing studies 12
Table 4-1 The characteristics of respondents 53
Table 4-2 Descriptive analysis for questionnaire items 54
Table 4-3 Results of factor analysis in Stage 1 60
Table 4-4 Results of factor analysis in Stage 2 61
Table 4-5 Results of correlation matrix in Stage 1 61
Table 4-6 Results of correlation matrix in Stage 2 62
Table 4-7 Results of regression analysis for core activities 63
Table 4-8 Results of regression analysis for non-core Activities 65
Table 4-9 Results of moderating effect in Stage 1 66
Table 4-10 Descriptive statistics in two stages 68
Table 4-11 Effect size and power analysis 68
Table 4-12 Configurations for HRO Success 71
Table 4-13 Configurations for moderating effect of economic view – HR task interdependence 74
Table 4-14 Configurations for moderating effect of relational view – HR task interdependence 75
Table 4-15 Configurations for moderating effect of economic view – the use of IT 77
Table 4-16 Configurations for moderating effect of relational view – the use of IT 78
Table 5-1 Summary of configurations for HRO success 87


LIST OF FIGURES

Figure 1-1 The research process 6
Figure 2-1 The conceptual framework 9
Figure 3-1 The research model and hypotheses 34
Figure 5-1 Summary of Regression for HRO decisions 85

Abdul-Halim, H., Che-Ha, N., & Geare A. (2009). The influence of business strategy on the decision to outsource human resource activities A study of Malaysian manufacturing Organisations. Journal of Human Resource Costing & Accounting, 13(4), 274–293.
Abraham, K. G. & Taylor, S. K. (1996). Firms’ use of outside contractors: theory and evidence. Journal of Labor Economics, 14(3), 394–424.
Adler, P. S. (2003). Making the HR outsourcing decision. MIT Sloan Management Review, 45(1), 53–60.
Ahuja, G. (2000). Collaboration networks, structural holes, and innovation: A longitudinal study. Administrative Science Quarterly, 45(3), 425–455.
Alvares, K. M. (1997). The Business of Human Resources. Human Resource Management, 36(1), 9–17.
Amit, R. (1986). Cost leadership strategy and experience curves. Strategic Management Journal, 7(3), 281–292.
Babu, T. S. & Sharma, K. (2005). Analytical hierarchy process for vendor evaluation-a case with a research institute. South Asian Journal of Management, 12(1), 101–115.
Bacharach, M. & Hurley, S. (1991). Foundations of Decision Theory. Oxford: Basil Blackwell
Bachmann, R., Elstner, S., & Sims, E. R. (2013). Uncertainty and economic activity: Evidence from business survey data. American Economic Journal: Macroeconomics, 5(2), 217–249.
Bacon, N. & Blyton, P. (2000). High road and low road teamworking: Perceptions of management rationales and organizational and human resources outcomes. Human Relations, 53(11), 1425–1458.
Bakhtiari, S. & Breunig, R. (2014). Demand Uncertainty and Outsourcing, Mimeo.
Ban, C. (1995). How do public managers manage? San Francisco, CA: Jossey–Bass.
Barklie, G. (2015). Vietnam leads emerging market greenfield FDI performance index”, Financial Times. Retrieved from http://www.ft.com/intl/cms/s/3/6949ac06-2a1b-11e5-acfb-cbd2e1c81cca.html#axzz3q2l54YB3
Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1), 99–120.
Belcourt, M. (2006). Outsourcing — The benefits and the risks. Human Resource Management Review, 16(2), 269–279.
Bell, R. G., Filatotchev, I., & Aguilera, R. V. (2014). Corporate governance and investors' perceptions of foreign IPO value: An institutional perspective. Academy of Management Journal, 57(1), 301–320.
Bergkvist, L., & Rossiter, J. R. (2007). The predictive validity of multiple-item versus single-item measures of the same constructs. Journal of Marketing Research, 44(2), 175–184.
Bloom, N. (2014). Fluctuations in uncertainty. The Journal of Economic Perspectives, 28(2), 153–175.
Boersma, M. F., Buckley, P. J., & Ghauri, P. N. (2003). Trust in international joint venture relationships. Journal of Business Research, 56(12), 1031–1042.
Boselie, P. & Paauwe, J. (2005). Human resource function competencies in European companies. Personnel Review, 34(5), 550–566.
Boxall, P. & Purcell, J. (2003). Strategy and human resource management. Basingstoke, UK, and New York, NY: Palgrave Macmillan.
Bradshaw, A., Pulakanam, V., & Cragg. P. (2015). Knowledge Sharing in IT Consultant and SME Interactions. Australasian Journal of Information Systems, 19, S197–S217.
Braun, I., Pull, K., Alewell, D., Störmer, S., & Thommes, K. (2011). HR outsourcing and service quality: theoretical framework and empirical evidence. Personnel Review, 40(3), 364–382.
Brislin, R. W. (1980). Translation and content analysis of oral and written material. In H. C. Triandis & J. W. Berry (Eds.), Handbook of Cross- Cultural Psychology. Vol. 2. Methodology (pp. 349-444). Boston: Allyn & Bacon.
Broadbent, M., & Weill, P. (1997). Management by maxim: how business and IT managers can create IT infrastructures. MIT Sloan Management Review, 38(3), 77–92.
Cameron, K. (1994). Strategies for successful organizational downsizing. Human Resource Management, 33(2), 189–211.
Caroll, S. J. (1991). The new HRM roles, responsibilities, and structures. In Schuler, R.S. (Ed.), Managing human resources in the information age (pp. 204-226). Washington, DC: Bureau of National Affairs.
Carrig, K. (1997). Reshaping human resources for next century – lessons from a high flying airline. Human Resource Management, 36(2), 277–289.
Chermack, T. J. (2003). Decision-making expertise at the core of human resource development. Advances in Developing Human Resources, 5(4), 365–377.
Chi, M. T., Glaser, R., & Farr, M. J. (1988). The nature of expertise. London, England: Psychology Press.
Chiang, F.F.T., Chow, I.H-S., & Birtch, T.A. (2010). Examining human resource management outsourcing in Hong Kong. The International Journal of Human Resource Management, 21(15), 2762–2777.
CIPD (2009). HR outsourcing and the HR function: Threat or opportunity?. CIPD Survey Report June 2009.
Coggburn, J. D. (2005). The benefits of human resources centralization: insights from a survey of human resource directors in a decentralized state. Public Administration Review, 65(4), 424 – 435.
Conklin, D. W. (2005). Risks and rewards in HR business process outsourcing. Long Range Planning, 38(6), 579–98.
Cooke, F.L., Shen, J., & McBride, A. (2005). Outsourcing HR as a competitive strategy? A literature review and an assessment of implications. Human Resource Management, 44(4), 413–432.
Dana Jr., J.D. (1999). Equilibrium Price Dispersion under Demand Uncertainty: The Roles of Costly Capacity and Market Structure. The RAND Journal of Economics, 30(4), 632–660.
Davidson, L. (1998). Cut Away Noncore HR. Workforce, 77(1), 41–45.
Dellmuth, L. M. & Tallberg, J. (2015). The social legitimacy of international organisations: Interest representation, institutional performance, and confidence extrapolation in the United Nations. Review of International Studies, 41(03), 451–475.
Delmotte, J. & Sels, L. (2008). HR outsourcing: threat or opportunity?. Personnel Review, 37(5), 543–563.
Dickmann, M. & Tyson, S. (2005). Outsourcing payroll: beyond transaction-cost economics. Personnel Review, 34(2), 451–67.
Dickson, W. G. (1966). An analysis of vendor selection systems and decisions. Journal of Purchasing, 2(1), 5–20.
Dierickx, I. & Cool, K. (1989). Asset stock accumulation and sustainability of competitive advantage. Management Science, 35(12), 1504–1511.
Drago, R. (1996). Workplace transformation and the disposable workplace: Employee involvement in Australia. Industrial Relations: A journal of Economy and Society, 35(4), 526–543.
Drasgow, F. (1984). Scrutinizing psychological tests: Measurement equivalence and equivalent relations with external variables are the central issues. Psychological Bulletin, 95(1), 134–135.
Duncan, N. B. (1995). Capturing flexibility of information technology infrastructure: A study of resource characteristics and their measure. Journal of management information systems, 12(2), 37–57.
Durmusoglu, S. S. (2009). The role of top management team's information technology (IT) infrastructure view on new product development: Conceptualizing IT infrastructure capability as a mediator. European Journal of Innovation Management, 12(3), 364–385.
Ee, E., Halim, H. A., & Ramayah, T. (2013). HR outsourcing success: Does partnership quality variables matter? Journal of Business Economics and Management, 14(4), 664–676.
Einhorn, H. J. & Hogarth, R. M. (1981). Behavioral decision theory: Processes of judgment and choice. Journal of Accounting Research, 19(1), 1–31.
Elmuti, D. & Kathawala, Y. (2000). The effects of global outsourcing strategies on participants' attitudes and organizational effectiveness. International Journal of Manpower, 21(2), 112–128.
Ezzamel, M., Lilley, S., Wilkinson, A., & Willmott, H. (1996). Practices and practicalities in human resource management. Human Resource Management Journal, 6(1), 63–80.
Farris, J. A., Van Aken, E. M., Doolen, T. L., & Worley, J. (2009). Critical success factors for human resource outcomes in Kaizen events: An empirical study. International Journal of Production Economics, 117(1), 42–65.
Fiss, P. C. (2011). Building better causal theories: A fuzzy set approach to typologies in organization research. Academy of Management Journal, 54(2), 393–420.
Galanaki, E. & Papalexandris, N. (2005). Outsourcing of human resource management services in Greece. International Journal of Manpower, 26(4), 382–396.
Ghosh, M. & John, G. (2005). Strategic fit in industrial alliances: An empirical test of governance value analysis. Journal of Marketing Research, 42(3), 346–357.
Gilley, K. M., Greer, C. R., & Rasheed, A. A. (2004). Human resource outsourcing and organizational performance in manufacturing firms. Journal of Business Research, 57(3), 232–240.
Goldberg, L. S., & Kolstad, C. D. (1994). Foreign direct investment, exchange rate variability and demand uncertainty (Working paper No. w4815). National Bureau of Economic Research, Cambridge, MA.
Gounaris, S. P. (2005). Trust and commitment influences on customer retention: insights from business-to-business services. Journal of Business research, 58(2), 126–140.
Greer, C. R., Youngblood, S. A., & Gray, D. A. (1999). Human resource management outsourcing: The make or buy decision. Academy of Management Executive, 13(3), 85–96.
Grover, V., Cheon, M. J., & Teng, J. T. C. (1996). The effect of service quality and partnership on the outsourcing of information system functions. Journal of Management System, 12(4), 89–116.
Guiso, L., & Parigi, G. (1999). Investment and demand uncertainty. Quarterly Journal of Economics, 114(1), 185–227.
Hahn, F. & Hollis, M. (1979). Philosophy and Economic Theory. Oxford: Oxford University Press
Hair, J. F., Black, B., Babin, B., & Anderson, R. E. (2010). Multivariate data analysis (7th Ed.). Upper Saddle River, NJ: Pearson Prentice Hall.
Hamel, G. & Prahalad, C. K. (1994). Competing for the future. Boston: Harvard Business School Press.
Handley, S. M. & Benton, W. C. (2009). Unlocking the business outsourcing process model”. Journal of Operations Management, 27(5), 344–361.
Hanushek, E. A. (2013). Economic growth in developing countries: The role of human capital. Economics of Education Review, 37, 204–212.
Hart, S. L. (1995). A natural-resource-based view of the firm. Academy of Management Review, 20(4), 986–1014.
Havlovic, S. J. (1991). Quality of work life and human resource outcomes. Industrial Relations: A Journal of Economy and Society, 30(3), 469–479.
Heller, F., Pusic, E., Strauss, G., & Wilpert, B. (1998). Organizational participation: Myth and reality. Oxford: Oxford University Press.
Henneman, T. (2005). Measuring the true benefit of human resources outsourcing. Workforce Management, 84(7), 76–77.
Hindle, J. (2005). HR outsourcing in operation: Critical success factors. Human Resource Management International Digest, 13(3), 39–41.
Hsiao, J. P. H., Jaw, C., Huan, T. C., & Woodside, A. G. (2015). Applying complexity theory to solve hospitality contrarian case conundrums: Illuminating happy-low and unhappy-high performing frontline service employees. International Journal of Contemporary Hospitality Management, 27(4), 608-647.
Hsu, C. C. & Wu, C. H. (2006). The evaluation of the outsourcing of information systems: A survey of large enterprises. International Journal of Management, 23(4), 817–830.
Huang, T. C. (2001). Succession management systems and human resource outcomes. International journal of manpower, 22(8), 736–747.
Hunter, J. D. & Cooksey, R. W. (2004). The decision to outsource: a case study of the complex interplay between strategic wisdom and behavioural reality. Journal of the Australian and New Zealand Academy of Management, 10(2), 26–40.
Igbinomwanhia, O. R., Iyayi, O., & Iyayi, F. (2013). Human Resource Outsourcing: Is The HR Function Losing Its Relevance in Organizations?. KCA Journal of Business Management, 5(1), 52–68.
International Labor Organization. (2013). Global Wage Report 2012/13. Wages and equitable growth.
Jarvenpaa, S. L., & Staples, D. S. (2001). Exploring perceptions of organizational ownership of information and expertise. Journal of Management Information Systems, 18(1), 151–183.
Jeffay, J., Bohannon, S., & Laspisa, E. K. (1997). Beyond benefits: The changing face of HR outsourcing. Benefits Quarterly, 13(1), 41–48.
Johnson, D. W., & Johnson R. (1999). Learning together and alone: Cooperative, competitive, and individualistic learning (5th ed.). Boston, MA: Allyn & Bacon.
Johnson, G., Wilding, P., & Robson, A. (2014). Can outsourcing recruitment deliver satisfaction? A hiring manager perspective. Personnel Review, 43(2), 303–326.
Johnson, R. K. Jr. (2002). Decision theory and analysis. Futurics, 26(1&2), 67–91.
Jones, G. R., & George, J. M. (1998). The experience and evolution of trust: Implications for cooperation and teamwork. Academy of management review, 23(3), 531–546.
Kakabadse, A. & Kakabadse, N. (2002). Trends in outsourcing: Contrasting USA and Europe. European Management Journal, 20(2) , 189–198.
Kannan, V. R. & Tan, K. C. (2002). Supplier selection and assessment: Their impact on business performance. Journal of Supply Chain Management, 38(3), 11–21.
Karimi, J., Gupta, Y. P., & Somers, T. M. (1996). Impact of competitive strategy and information technology maturity on firms’ strategic response to globalization. Journal of Management Information Systems, 12(4), 55–88.
Kayworth, T. R., Chatterjee, D., & Sambamurthy, V. (2001). Theoretical justification for IT infrastructure investments. Information Resources Management Journal, 14(3), 5–14.
Kettl, D. F., Ingraham, P. W., Sanders, R. P., & Horner, C. (1996). Civil service reform: Building a government that works. Washington, D.C.: Brookings Institution Press
Khanna, S. & New, J. R. (2005). An HR planning model for outsourcing. HR. Human Resource Planning, 28(4), 37–43.
Khatri, N. & Budhwar, P. S. (2002). A study of strategic HR issues in an Asian context. Personnel Review, 31(2), 166–188.
Kian Chong, W., Shafaghi, M., & Leing Tan, B. (2011). Development of a business-to-business critical success factors (B2B CSFs) framework for Chinese SMEs. Marketing Intelligence & Planning, 29(5), 517–533.
Kim, S. & Chung, Y. S. (2003). Critical success factors for IS outsourcing implementation from an interorganizational relationship perspective. The Journal of Computer Information Systems, 43(4), 81–91.
Klaas, B. S., McClendon, J. A., & Gainey, T. W. (2001). Outsourcing: The impact of organizational characteristics. Human Resource Management, 40(2), 125–138.
Klaas, B. S., McClendon, J. A., & Gainey, T.W. (1999). HR outsourcing and its impact: the role of transaction costs. Personnel Psychology, 52(1), 113–136.
Knight, F. H. (1921). Risk, uncertainty and profit. New York, NY: Hart, Schaffner and Marx.
KPMG. (2011). Investing in Vietnam. Retrieved from https://www.kpmg.com/US/en/IssuesAndInsights/ArticlesPublications/Documents/investing-in-vietnam.pdf
Krackhardt, D. (1999). The ties that torture: Simmelian tie analysis in organizations. Research in the Sociology of Organizations, 16(1), 183–210.
Kralovetz, R. G. (1996). A guide to successful outsourcing. Management Accounting, 78(4), 32–38.
Laabs, J. J. (1993). Why HR is turning to outsourcing. Personnel Journal, 72(9), 92–103.
Lam, H. (2015). Việt Nam đã ký kết 10 Hiệp định thương mại tự do. Tri Thức Trẻ. Retreived from http://ttvn.vn/kinh-doanh/viet-nam-da-ky-ket-10-hiep-dinh-thuong-mai-tu-do-420151919543978.htm
Lang, L. H., & Stulz, R. M. (1994). Tobin's q, corporate diversification and firm performance. Journal of Political Economy, 102(6), 1248–1280.
Lau, R. S. M. & Hurley, C. N. (1997). Outsourcing through strategic alliances. Production and Inventory Management Journal, 38(2), 6–10.
Lee, C. C., Lin, Y. H., Huang, H. C., Huang, W. W., & Teng, H. H. (2015). The effects of task interdependence, team cooperation, and team conflict on job performance. Social Behavior and Personality: an international journal, 43(4), 529–536.
Lee, J. N. & Kim, Y. J. (1999). Effect of partnership quality and IS outsourcing success: Conceptual framework and empirical validation. Journal of Management Information System, 15(4), 29–61.
Lepak, D. & Snell, S.A. (1998). Virtual HR: strategic human resource management in the 21st century. Human Resource Management Review, 8(9), 215–234.
Lever, S. (1997). An analysis of managerial motivations behind outsourcing practices in human resources. Human Resource Planning, 20(2), 37–47.
Li, J. & Li, L. (2005). On the critical success factors for B2B e-marketplace. Paper presented at the ICEC’05, Xi’an, August 15–17.
Logan, M. S. (2000). Using agency theory to design successful outsourcing relationships International. Journal of Logistics Management, 11(2), 21–32.
Mintzberg, H. (1979). The structuring of organization: A synthesis of the research. New Jersey, NJ: Prentice-Hall.
Misangyi, V. F., & Acharya, A. G. (2014). Substitutes or complements? A configurational examination of corporate governance mechanisms. Academy of Management Journal, 57(6), 1681–1705.
Morgan, R. M. & Hunt, S. D. (1994). The commitment-trust theory of relationship marketing. Journal of Marketing, 58(3), 20–38.
Mueller, F. (1994). Teams between hierarchy and commitment: Change strategies and the internal environment. Journal of Management Studies, 31(3), 383–403.
Norman, J. T., Christodoulidou, N., & Rothenberger, M. (2014). Technology outsourcing in human resource activities in hospitality. Journal of Hospitality and Tourism Technology, 5(1), 50–61.
Norman, T. J. (2010). Outsourcing human resource activities. In F. Contractor, V. Kumar, S. Kundu, & T. Pedersen (Ed.), Global outsourcing and offshoring
an integrated approach to theory and corporate strategy (pp. 308–401). Cambridge, England: Cambridge University Press.
Nunnally, J. (1978). Psychometric Theory (2nd Ed.). New York, NY: McGraw-Hill.
Obstfeld, D. (2005). Social networks, the Tertius Iungens orientation, and involvement in innovation. Administrative Science Quarterly, 50(1), 100–130.
Office of the United States Trade Representative. (2015). TPP Issue-by-Issue Information Center. Retrieved from https://ustr.gov/trade-agreements/free-trade-agreements/trans-pacific-partnership/tpp-issue-issue-negotiating-objectives
Osborne, D., & Gaebler, T. (1992). Reinventing government: How the entrepreneurial spirit is transforming government. New York, NY: Adison-Wesley.
Oshima, M., Kao, T., & Tower, J. (2005). Achieving post-outsourcing success. HR. Human Resource Planning, 28(2), 7–11.
Paauwe, J., & Boselie, P. (2005). HRM and performance: What next? Human Resource Management Journal, 15(4), 68–83
Picot, A., Ripperger, T., & Wolff, B. (1996). The fading boundaries of the firm: the role of information and communication technology. Journal of Institutional and Theoretical Economics (JITE)/Zeitschrift für die gesamte Staatswissenschaft, 152 (1), 65–79.
Prahalad, C. K. & Hamel, G. (1990). The core competence of the corporation. Harvard Business Review, 68(3), 79–91.
Prasad, E. S., Rogoff, K., Wei, S. J., & Kose M. A. (2003). Effects of financial globalization on developing countries. Some empirical evidence (Working Paper). International Monetary Fund, Washington, DC., 17 March.
Quinn, J. B. & Hilmer, F. G. (1994). Strategic Outsourcing. Sloan Management Review, 35(Summer), 43–55.
Quinn, J. B. (2000). Outsourcing innovation: the new engine of growth. MIT Sloan Management Review, 41(4), 13–28.
Radner, R. (1968). Competitive Equilibrium under Uncertainty. Econometrica, 36(1), 31–58.
Ragin, C. C. (2008). Redesigning social inquiry: Fuzzy sets and beyond. Chicago: University of Chicago Press.
Ragin, C. C., & Fiss, P. C. (2008). Net effects analysis versus configurational analysis: An empirical demonstration. Redesigning social inquiry: Fuzzy sets and beyond, 190-212.
Ramamoorthy, N., & Flood, P. C. (2004). Individualism/collectivism, perceived task interdependence and teamwork attitudes among Irish blue-collar employees: a test of the main and moderating effects?. Human Relations, 57(3), 347–366.
Rihoux, B. & Ragin, C. (2009). Configurational comparative methods: Qualitative comparative analysis (QCA) and related techniques. Los Angeles, CA: Sage.
Rosenthal, R. & Rosnow, R. L. (1984). Essentials of behavioral research: Methods and data analysis. New York, NY: McGraw-Hill.
Rubinson, C. (2013). Contradictions in fsQCA. Quality and Quantity, 47(5), 2847–2867.
Ruth, D., Brush, T. H., & Ryu, W. (2015). The use of information technology in the provision of HR compensation services and its effect on outsourcing and centralization. Journal of Purchasing and Supply Management, 21(1), 25–37.
Sande, J. B., & Haugland, S. A. (2015). Strategic performance effects of misaligned formal contracting: The mediating role of relational contracting. International Journal of Research in Marketing, 32(2), 187–194.
Savas, E. S., & Ginsburg, S. G. (1973). The Civil Service-a Meritless System?. The Public Interest, 32, 70–85.
Seth, M. & Sethi, D. (2011). Human resource outsourcing: Analysis based on literature review. International Journal of Innovation, Management and Technology, 2(2), 127–135.
Sheehan, C. & Cooper, B. K. (2011). HRM outsourcing: The impact of organisational size and HRM strategic involvement. Personnel Review, 40(6), 742–60.
Shelgren, D. (2004). Why HR outsourcing continues to expand. Employment Relations Today, 31(2), 47–53.
Sinensky, A., & Wasch, R. S. (1992). Understanding outsourcing: a strategy for insurance companies. Journal of Systems Management, 43(1), 32–36.
Soekijad, M., & Andriessen, E. (2003). Conditions for knowledge sharing in competitive alliances. European Management Journal, 21(5), 578–587.
Stein, L. C. D. & Stone, E. (2013). The Effect of Uncertainty on Investment, Hiring, and R&D: Causal Evidence from Equity Options. 4th Ifo Conference on Macroeconomics and Survey Data, Munich, Germany.
Stewart, T.A. (2001). The wealth of knowledge: Intellectual capital and the twenty-first century organization. London, England: Nicholas Brealey
Storey, J. (1992). Developments in the Management of Human Resources. Oxford: Blackwell Publishers
Stroh, L. K. & Treehuboff, D. (2003). Outsourcing HR functions: when – and when not – to go outside. Journal of Leadership and Organizational Studies, 10(1), 19–28.
Switser, J. (1997). Trends in human resource outsourcing. Management Accounting, 79(5), 22–26.
Ulrich, D. & Grochowski, J. (2013). Strategic HR review from shared services to professional services. Michigan, MI: University of Michigan and Partner, the RBL Group.
Ulrich, D. (1995). Shared Services: From Vogue to Value. Human Resource Planning, 18(3), 12–23.
Ulrich, D. (1998). Intellectual capital = competence and commitment. Sloan Management Review, 39(2), 15–26.
Ulrich, D., Brockbank, W., Yeung, A. K., & Lake, D. G. (1995). Human resource competencies: And empirical assessment. Human Resources Management, 34(4), 473 – 496.
Ulrich, D., Younger, J., & Brockbank, W. (2008). The twenty-first-century HR organization. Human Resource Management, 47(4), 829–850.
United Nations Conference on Trade and Development. (2015). World Investment Report 2015. Country fact sheet: Viet Nam. Available at: http://unctad.org/sections/dite_dir/docs/wir2015/wir15_fs_vn_en.pdf
Van Der Vegt, G., Emans, B., & Van De Vliert, E. (1998). Motivating effects of task and outcome interdependence in work teams. Group & Organization Management, 23(2), 124–143.
Venkatesan, R. (1992). Strategic sourcing: to make or not to make. Harvard Business Review, 70(6), 98–107.
Viet Nam Communist Party. (1986). 6th National Congress of the Communist Party. Retrieved from http://dangcongsan.vn/cpv/Modules/News/NewsDetail.aspx?co_id=30135&cn_id=176632
Wageman, R. (1995). Interdependence and group effectiveness. Administrative Science Quarterly, 40(1), 145–180.
Walker, G. & Weber, D. (1984). A transaction cost approach to make or buy decisions. Administrative Science Quarterly, 29(3), 373–391.
Wang, C. L., Shi, Y., & Barnes, B. R. (2015). The role of satisfaction, trust and contractual obligation on long-term orientation. Journal of Business Research, 68(3), 473–479.
Weill, P. & Vitale, M. (2002). What IT infrastructure capabilities are needed to implement e-business models. MIS Quarterly Executive, 1(1), 17–34.
Weill, P., Subramani, M., & Broadbent, M. (2002). Building IT infrastructure for strategic agility. MIT Sloan Management Review, 44(1), 57–65.
Wernerfelt, B. (1984). A resource-based view of the firm. Strategic Management Journal, 5(2), 171–180.
Willcocks, L., & Choi, C. J. (1995). Co-operative partnership and ‘total’ IT outsourcing: From contractual obligation to strategic alliance? European Management Journal, 13(1), 67–78.
Williamson, O. E. (1975). Markets and Hierarchies: Analysis and Antitrust Implications. New York, NY: The Free Press.
Williamson, O. E. (1996). The mechanisms of governance. New York, NY: The Oxford University Press.
Wood, S. & deMenezes, L. (1998). High commitment management in the UK: Evidence from the workplace industrial relations survey, and employers' manpower and skills practices survey. Human Relations, 51(4), 485–515.
Woodall, J., Scott-Jackson, W., Newham, T., & Gurney, M. (2009). Making the decision to outsource human resources. Personnel Review, 38(3), 236–252.
World Bank. (2015). Labor force participation rate, total (% of total population ages 15+) (modeled ILO estimate). Available at: http://data.worldbank.org/indicator/SL.TLF.CACT.ZS/countries/VN-1W-US?display=graph
Wright, P. M. & McMahan, G. C. (1992). Theoretical perspectives for strategic human resource management. Journal of Management, 18(2), 295–320.
Yan, M., Francesco, A. M., Zhang, H., & Chen, Y. (2013). A social network perspective on relationship management in the human resource outsourcing network: Examining the moderating impact of HR task interdependence. Human Resource Management, 52(4), 585–606.
Yeung, A., Brockbank, W., & Ulrich, D. (1994). Lower cost, higher value: human resource function in transformation. Human Resource Planning, 17(3), 1–16.
Yeung, A., Woolcock, P., & Sullivan, J. (1996). Identifying and developing HR competencies for the future: Keys to sustaining the transformation of HR functions. Human Resource Planning, 19(4), 48–58.
Zhang, J., Li, H., & Ziegelmayer, J. L. (2009). Resource or capability? A dissection of SMEs' IT infrastructure flexibility and its relationship with IT responsiveness. Journal of Computer Information Systems, 50(1), 46–53.