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研究生:林明寬
研究生(外文):Ming-Kuan, Lin
論文名稱:企業互補、人力資本投入與經營績效關連性之研究—以台灣資訊電子業為例
論文名稱(外文):A Study on Relationships among Business Complementarity, Human Capital Investments and Operating Performance in IT Industries of Taiwan
指導教授:許恩得許恩得引用關係
指導教授(外文):En-te Hsu
學位類別:碩士
校院名稱:東海大學
系所名稱:會計學系
學門:商業及管理學門
學類:會計學類
論文種類:學術論文
論文出版年:2005
畢業學年度:93
語文別:中文
論文頁數:75
中文關鍵詞:競合策略價值網互補者人力資本投入教育訓練
外文關鍵詞:Co-opetitionValue netComplementorsHuman Capital InvestmentTraining
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本論文主要針對台灣上市上櫃資訊電子廠商,利用迴歸分析探討企業互補性、人力資本投入與經營績效之關連性。實證結果發現企業的經營績效深受企業互補性與人力資本投入的影響,亦即教育訓練與企業互補性對經營績效呈現顯著正相關,而且當企業互補性愈佳時,企業教育訓練投入對經營績效所造成的邊際效果也較大。本研究亦發現大型企業的教育訓練與企業互補性對經營績效呈現顯著正相關,但中小企業的教育訓練與經營績效的關係則不顯著,企業互補性與經營績效呈顯著正相關。
進一步依互補性及教育訓練分群測試,結果發現高互補高訓練廠商之績效最佳,低互補低訓練廠商之績效最差。實證結果顯示教育訊練活動在互補性較佳的企業中,投資規模不宜過少,否則將不利於績效提升,而在互補性較低的企業中,其所投入教育訓練即便較少,也能提升企業經營績效。此外,亦發現企業的教育訓練活動對經營績效不具有遞延影響,顯示教育訓練不具未來經濟效益。
This thesis examines the association among business complementarity, human capital investment and operating performance for the electronic companies which are listed on TSE and OTC in Taiwan with the multiple regression analysis. The study finds that business complementarity and human capital investment do affect operating performance with the significantly positive relationship.
In high business complementarity, training investment will result in more the effect. The study also finds that complementarity and training are significantly positive in the form of the relationship with operating performance in the large firms. In the small firms, it is not a significant relationship between training and operating performance, but it will bring out the significantly positive relationship with complementarity and operating performance.
In advanced empirical analysis, the result shows that the operating performance which is in the high complementarity level and high training is the best, however the high complementarity level and high training are the worst. The empirical analysis implies that the size of training activities is too small to work in high complementarity level firms. There is not a problem that the size of training activities is too small to work because the complementarity level is low.
In addition, the training activities are positive when it relates to subsequent operating performance but the consequence is not that significant.
謝 辭 I
中文摘要 II
英文摘要 III
目錄 V
表目錄 VI
圖目錄 VI
目錄
第一章 緒論 1
第一節 研究動機與目的 3
第二節 研究方法與架構 6
第二章 文獻探討 8
第一節 競合策略 8
第二節 人力資本 18
第三節 高科技產業 28
第三章 研究設計 33
第一節 觀念性架構 33
第二節 研究假說 34
第三節 實證模型 36
第四節 衡量變數 37
第五節 樣本資料來源及選取 42
第四章 實證結果 43
第一節 基本資料分析 43
第二節 基本模型結果分析 46
第五章 穩健性測試 49
第一節 分析不同經營績效衡量指標 49
第二節 大型企業與中小型企業差異 52
第三節 互補性及教育訓練交叉影響效果 54
第四節 其他額外測試 57
第六章 結論與建議 61
第二節 研究結果 61
第二節 研究限制 63
第三節 研究建議 64
參考文獻 66

表目錄
表2-1互補者VS競爭者定義 16
表2-2人力資本涵義之觀點彙整表 20
表2-3訓練、教育、發展之異同比較 21
表2-4訓練、教育及發展之定義 22
表2-5教育訓練與財務績效關聯性之相關研究彙整表 26
表2-6教育訓練與人力資本績效關聯性之相關研究彙整表 27
表2-7高科技產業定義 30
表2-8高科技產業之特性 32
表3-1變數衡量彙總表 41
表4-1基本敘述統計量(千元為單位) 43
表4-2自變數相關性矩陣表 44
表4-3企業互補性、教育訓練與經營績效的關連性 46
表4-4不同互補性程度下,教育訓練對經營績效之成效 48
表5-1企業互補性、教育訓練與經營績效的關連性 50
表5-2不同互補性程度下,教育訓練對經營績效之成效 51
表5-3不同企業規模下,互補性、教育訓練與經營績效之關係 53
表5-4依企業互補性與教育訓練分組之基本統計量 54
表5-5分群測試企業互補性、教育訓練與經營績效之關連性 56
表5-6控制產業效果後,企業互補、人力資本投入與經營績效之關聯 58
表5-7教育訓練的遞延效果 60

圖目錄
圖1-1研究架構 7
圖2-1競爭策略之輪 9
圖2-2持續性競爭力 13
圖2-3價值網 15
圖3-1觀念性架構圖 33
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