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研究生:林淑惠
研究生(外文):Shu-Hui Lin
論文名稱:夥伴關係、知識分享、制度化與人力資源管理對教育訓練委外績效之探討
論文名稱(外文):A Study on the Impact of Partnership, Knowledge Sharing, and Institutionalization upon the Performance of Training Outsourcing
指導教授:柯志哲柯志哲引用關係
指導教授(外文):Jeh-Jer Ko
學位類別:碩士
校院名稱:國立中山大學
系所名稱:人力資源管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2002
畢業學年度:90
語文別:中文
論文頁數:118
中文關鍵詞:人力資源管理教育訓練委外夥伴關係知識分享制度化
外文關鍵詞:partnershipknowledge sharinginstitutionalizationtraining outsourcing human resource management
相關次數:
  • 被引用被引用:31
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  • 下載下載:284
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隨著經營環境的改變,委外己成為企業經營的重要趨勢,期望藉由外部資源以精簡企業內部的人力負擔,以最有效的人力運用模式加強企業的競爭實力。
本研究目的在於了解國內企業教育訓練委外施行現況與預測委外決策之主要因素,並以夥伴關係、知識分享、制度化、人力資源管理四個構面來探討其對教育訓練委外績效的影響,另外,本研究也加入教育訓練人員的轉型與應具備能力之探討。除了藉由文獻的整理建立本研究之理論架構,本研究將以中國生產力中心之2001出版之工商名錄資料做為本研究對象,驗證上述理論架構。
經調查結果發現,採用委外企業以青壯期之中小企業為主,在人力建構上重視教育訓練體系建立與人才培育計畫,並對觀念性或技術性之技能需求較高。經Logisitc迴歸分析發現,委外決策隨公司規模愈大,採用委外的機率愈高,但隨資本額與外商企業型態而採用委外機率愈低。增加使用原因中以教育訓練單位有時間壓力下,而對未來委外的決策具顯著影響,此外,專案管理者、推廣人力發展觀點與服務者的角色,以及法律知識、診斷技巧與鑑別所需能力的技能、計劃控制能力、對外協商談判能力以及業務處理與執行力對未來委外決策亦具有顯著影響。經多元迴歸分析亦發現夥伴關係、知識分享、制度化對委外績效有顯著效果,此外,人力資源管理與知識分享、制度化之各別交互作用對委外績效之營運成本具有顯著之負面調節效果,可能是運用所學至工作時,未能與其它流程相連結而造成相關成本增加。再者,為與外部配合不免需要調整本身目標和結構,在面臨組織慣性將遭遇許多困難與阻礙,進而產生不必要的成本浪費。
As the business environment become more uncertain, many organizations look for ways to gain competitive advantage. Outsourcing has thus become one of the effective ways for them to become flexible and more high-performance organizations through outside experts partner to raise employee’s performance to the level necessary for achieving business goals.
The purpose of this research is to study the issue of training outsourcing, to forecast the factors that affect the decision to outsourcing and to examine how partnership, knowledge sharing, institutional and human resource management issues are involved in training outsourcing. In addition, this research also shows interests in the role and competence of human resource development.
Using a samples form the member which was published by CPC in 2001. We test a set of hypotheses among the variables. The results show that small and medium growing companies have higher training needs in the human resource area. Additionally, using logistic regression we shows that firm size, capital intensity and foreign business are the most significant impact factors for the decision of training outsourcing. Furthermore, the impact of outsourcing decision in the future is then examined. Results indicated that time pressure, the roles of program designers and marketer, and the competencies of understanding related law, diagnose organization needs skills, control skill, communicate skill and plan to implement project skill are key predictor of outsourcing decision. Finally, the result of the regression analyses shows that partnership, knowledge sharing and institutionalization have significantly direct effect on outsourcing performance. Human resource management plays a significant and negotiation role to moderate the relationship with institutionalization and knowledge sharing and this relationship influences firm’s performance.
第壹章 緒論
第一節 研究背景------------------------------------------------P01
第二節 研究動機------------------------------------------------P03
第三節 研究目的------------------------------------------------P06
第貳章 文獻探討
第一節 教育訓練委外 ------------------------------------------P07
第二節 夥伴關係------------------------------------------------P15
第三節 知識分享------------------------------------------------P17
第四節 制度化--------------------------------------------------P19
第五節 人力資源管理--------------------------------------------P21
第參章 研究方法
第一節 研究變項之定義與衡量------------------------------------P27
第二節 研究工具------------------------------------------------P29
第三節 研究對象與研究流程--------------------------------------P33
第四節 資料分析方法--------------------------------------------P37
第五節 量表之信度分析------------------------------------------P39
第肆章 研究結果
第一節 教育訓練委外之決策因素----------------------------------P43
第二節 企業特性與教育訓練委外的相關性與差異--------------------P57
第三節夥伴關係、知識分享、制度化、人力資源管理對教育訓練委外績效之
相關性分析-------------------------------------------- P64
第四節夥伴關係、知識分享、制度化、人力資源管理對教育訓練委外績效之
影響性分析-------------------------------------------- P66
第五節 小結--------------------------------------------------- P77
第伍章 結論與建議
第一節 研究結果討論------------------------------------------- P80
第二節 研究建議------------------------------------------------P84
第三節 研究限制------------------------------------------------P86
第四節 後續研究方向--------------------------------------------P86
參考文獻-----------------------------------------------------------------P87
附錄一:訪談亞太教育訓練網之逐字稿---------------------------------------P94
附錄二:訪談企業之問卷---------------------------------------------------P101
附錄三:訪談企業之記錄---------------------------------------------------P103
附錄四:問卷-------------------------------------------------------------P105
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