臺灣博碩士論文加值系統

本研究主要有兩大層級架構。第一層級為探討不同國籍在台之美商、日商及本土企業，其「國家文化」和此「三大群體之組織成員之人格特質」對「高績效人力資源管理實務(HPWP)上接受程度」之影響，並進一步討論此三大群體之組織成員對HPWP之接受程度與其行為績效表現之間有無關聯。在第二部分，主要為擴展本研究架構之思維，從企業內組織成員之觀點延申至整體組織之方向，進而探討企業內之組織成員對高績效工作實務(HPWP)之接受程度是否對組織在實施高績效工作實務(HPWP)之程度上有所影響，以及組織在實施高績效工作實務之程度與組織績效間的關聯性。另外，本研究納入「組織文化」與「組織策略」此二項企業情境變數，來加以分析其對此三大群體之組織成員對HPWP之接受程度、組織實施HPWP之程度和組織績效此三大構面所分別產生之調節影響。
本研究主要採郵寄問卷之方式，網路問卷為輔。以美商及日商在台與台灣本土大企業為研究對象，回卷總共之有效樣本數為362份。分別透過層級迴歸分析、單因子變異數及多因子變異數分析等統計分析來探討各變數間的關係。經實証分析，本研究結果如下：
一、不同國籍之群體組織成員，對整體高績效工作實(HPWP)此人力資源管理措施之接受程度上有顯著的差異存在。進一步探討三大群體之組織成員對個別HPWP接受程度上之差異。結果顯示，三大群體之組織成員分別對「工作安全保障」、「誘因獎酬」、和「內部升遷」此四項實務措施之接受程度順序為台籍企業>在台之美商企業>在台之日商企業。另外，在「以結果為導向之績效評估」此項實務之接受程度結果順序為在台之美商企業>台籍企業>在台之日商企業。在「跨功能訓練」此項實務之接受程度結果順序為台籍企業>在台之日商企業>在台之美商企業。
二、企業內之組織成員若愈具有「外向及開放型人格」及「情緒穩定型人格」之人格特質，則其對於高績效工作實務的接受程度愈高。
三、組織內成員對HPWP之接受程度愈高，則該組織在實施HPWP之程度上也會愈強。又企業內之組織文化愈偏向支持型及創新型，則其組織在實施HPWP之程度上也愈高。
四、群體內之組織成員對HPWP之接受程度愈高，則其個別及整體之行為績效表現亦愈好。
五、企業在HPWP之實施、執行程度愈高，其組織績效表現也愈高。若企業在實施HPWP此人力資源策略時，若能與差異化的組織策略相互配適，則其組織績效會更好。
本研究主要貢獻在於結合了個體成員及組織層面的觀點，並嘗試採用不同學派對策略性人力資源管理實務上之觀點，以及試圖加入心理層面及不同情境觀點，來進一步討論高績效工作實務對於跨國籍群體之組織成員及組織績效的影響。

This research can be divided into two parts. Firstly, the impact of nation culture and personalities on the acceptance of high performance work practices (HPWP) is examined. We further investigate the relationships between the acceptance of HPWP among American, Japanese and Taiwanese employees and their behavioral performance. On second part, we try to understand the connection between the employee’s acceptance and the organization’s implementation in HPWP issue. Two moderators, namely organizational culture and strategy were also employed in this study.
Research data are collected by mailing and Internet questionnaires. The respondents are the employees in American, Japanese and Taiwanese companies located in Taiwan. 362 valid questionnaires were input into the statistical analysis. Through the analysis of MANOVA, ANOVA and hierarchical regression, the empirical results show that national culture and workforce’s personality can significantly influence employee’s acceptance of HPWP. The extent of acceptance of and implementation of HPWP can also contribute the improvement of personal behavioral and firm performance. Finally, the moderate effects of organizational culture and strategy were found in influencing the acceptance and implementation of HPWP.

第一章緒論............................................................................... 1
第一節研究背景與動機..................................................................................1
第二節研究目的..............................................................................................4
第三節研究流程..............................................................................................5
第四節章節架構..............................................................................................6
第二章文獻探討........................................................................ 7
第一節高績效工作實務(HPWP)、接受程度與組織績效的關聯................7
一、高績效工作實務之演進........................................................................7
二、高績效工作實務(HPWP)之內涵..........................................................9
三、高績效工作實務(HPWP)的接受程度................................................14
第二節國家文化和高績效工作實務(HPWP)之接受程度..........................15
一、跨國籍文化之引進..............................................................................15
二、國家文化與高績效工作實務(HPWP)................................................18
第三節人格特質與HPWP 之接受程度......................................................26
一、人格特質..............................................................................................27
二、人格特質與HPWP 的接受程度........................................................30
第四節HPWP 之接受程度、實施程度與組織文化...................................31
一、HPWP 的接受程度與實施程度.........................................................31
二、組織文化之調節作用..........................................................................32
第五節HPWP 接受程度與組織成員行為績效間之關聯...........................37
一、組織成員之行為績效表現..................................................................37
二、HPWP 的接受程度與組織成員行為績效之關係.............................39
第六節HPWP 的實施程度對組織績效之影響.......................................40
一、HPWP 的實施程度與組織績效間之關聯.........................................40
二、組織策略之調節作用..........................................................................42
第三章研究方法...................................................................... 46
第一節研究架構............................................................................................46
第二節研究假設............................................................................................47
第三節變數之操作型定義............................................................................49
一、高績效工作實務(HPWP)之內容........................................................49
二、HPWP 之接受程度與實施程度.........................................................49
Ⅰ
三、三大群體之組織成員..........................................................................50
四、人格特質..............................................................................................50
五、組織文化..............................................................................................51
六、組織成員其行為績效..........................................................................51
七、組織策略..............................................................................................51
八、組織績效..............................................................................................52
九、公司基本資料......................................................................................52
第四節問卷設計............................................................................................54
一、人格特質..............................................................................................55
二、HPWP 接受程度與實施程度.............................................................55
三、組織文化..............................................................................................55
四、組織策略..............................................................................................55
五、組織成員其行為績效表現..................................................................55
六、組織績效..............................................................................................56
七、公司基本資料......................................................................................56
第五節抽樣方法............................................................................................58
一、研究對象..............................................................................................59
二、樣本來源..............................................................................................59
三、問卷的發放對象與回收情形..............................................................59
四、無反應偏差檢定..................................................................................59
第六節資料分析方法....................................................................................60
第四章實証分析...................................................................... 62
第一節國家文化與HPWP 接受程度..........................................................62
一、多變量變異數分析(MANOVA).........................................................62
二、單因子變異數分析(One-Way ANOVA)............................................63
第二節人格特質與HPWP 之接受程度......................................................64
一、複迴歸分析..........................................................................................65
第三節HPWP 之接受程度、組織文化與HPWP 實施程度......................66
一、複迴歸分析..........................................................................................67
二、層級迴歸分析......................................................................................68
第四節HPWP 之接受程度與組織成員之行為績效...................................70
一、組織成員個別行為績效之迴歸分析..................................................70
二、整體行為績效表現之迴歸分析..........................................................70
第五節HPWP 實施程度、組織策略與組織績效.......................................71
一、複迴歸分析..........................................................................................72
二、層級迴歸分析......................................................................................73
Ⅱ
第五章結論與建議.................................................................. 75
第一節研究結論............................................................................................75
一、國家文化與HPWP 之接受程度........................................................75
二、人格特質與HPWP 之接受程度........................................................77
三、HPWP 之接受程度、組織文化與實施程度.....................................77
四、HPWP 之接受程度與群體之組織成員其行為績效表現.................78
五、HPWP 之實施程度、組織策略與組織績效.....................................78
六、實証結果歸納......................................................................................79
第二節研究限制與研究貢獻........................................................................81
一、研究限制..............................................................................................81
二、研究貢獻..............................................................................................82
第三節對實務界及後續研究者之建議........................................................82
一、對實務界之建議..................................................................................82
二、對後續研究者之建議..........................................................................84
參考文獻.......................................................................................... 86
一、中文部份..............................................................................................86
二、英文部份..............................................................................................88
附錄… … … … … … … … … … … … … … … … … … … … … … … … … … 104
一、以台籍企業之台灣人為本研究之中文問卷....................................105
二、以美籍企業之美國人為本研究之英文問卷....................................110
三、以日籍企業之日本人為本研究之日文問卷....................................115
四、迴歸分析之研究變數其相關分析結果............................................121
五、因素分析結果表… … … … … … … … … … … … … … … … … … … … 124

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