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研究生:洪雅齡
研究生(外文):HUNG, YA-LING
論文名稱:連鎖業人力資源制度、店長人力資本及門市經營績效關聯性研究
論文名稱(外文):THE RELATIONSHOP AMONG HUMAN RESOURCE SYSTEM, HUMAN CAPITAL AND STORE PERFORMANCE IN FRANCHISE INDUSTRYTHE RELATIONSHOP AMONG HUMAN RESOURCE SYSTEM, HUMAN CAPITAL AND STORE PERFORMANCE IN FRANCHISE INDUSTRY
指導教授:陳銘薰陳銘薰引用關係
指導教授(外文):CHEN, MING-SHIUN
學位類別:碩士
校院名稱:國立臺北大學
系所名稱:企業管理學系碩士在職專班
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2007
畢業學年度:95
語文別:中文
論文頁數:96
中文關鍵詞:連鎖業人力資源人力資本經營績效
外文關鍵詞:Franchise Industry、Human Resource System、Human Capital、Store Performance
相關次數:
  • 被引用被引用:4
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由於台灣連鎖加盟業年產值近3兆元,從業人口數超過百萬人,但甚少有專門研究針對台灣連鎖業深入探討,而人力資本等角度出發的研究更是闕如。
人力資本是服務業最重要的資產,而人力資源制度則是累積人力資本最直接方式之一。過去國內的研究缺乏從被訓練者即店長認知角度發展的研究議題,因而本研究動機為瞭解連鎖業人力資源制度、店長人力資本及門市經營績效關聯性,以作為國內連鎖企業發展核心競爭力及擬定人才策略之重要參考。
本研究採便利抽樣的方式,發放問卷給知名連鎖企業店長,總計發出185份問卷,回收108份,扣除8份拒答過高之問卷,可用問卷為100份。
本研究主要以Excel 建檔,再以SPSS 10.0版統計軟體進行統計分析;以Cronbach’s α 值計算各衡量題項的信度,以衡量問卷各構面的內部一致性。以描述性統計呈現樣本各變項的平均值、標準差與分布情形並檢驗研究變項是否為常態分佈。以回歸分析探究人力資源制度對人力資本與門市經營績效的影響程度。
經本研究結果顯示,人力資源制度對人力資本及門市經營績效有正向關係並且有正向預測力。店長人力資本是人力資源制度與門市經營績效的中介變數。研究結果也發現,在人力資源制度面應特別強調訓練制度,並且著重在創造力的提升上,如此才能提升門市經營績效。本研究結果對於台灣連鎖業長遠發展,具有初始研究的重要貢獻。
Human capital is very important to the success of enterprise in the knowledge economy century. For service industry such as franchise industry with approx 3,000 billion per year, there are very few researches studies focus on exploring the relationship among human resource system, human capital and store performance. The motivation of this study is not only to understand that relationship, but also regard human capital as a mediator between human resource system and store performance. Meanwhile, it lacks how human resource system influences the individual level human capital of store manager. Research findings can contribute to formulate competitive strategy and development plan of store managers, one of the most important positions to the success of franchise stores.
100 store managers were sampled as empirical subject. The hypothesis is tested by regression analysis and hierarchical regression analysis to test the hypothesis.
The result shows that human resource system indeed has positive relation to human capital and also has positive influence to the store performance. Meanwhile, there is a positive relationship of degree of human capital of store manager and store performance. As for the test of mediator effect between human resource system and the store performance, the result shows only partial effects exists. Also, training system is the most important construct among all human resource systems to influence the degree of human capital. And, creative of store managers is the most important construct for human capital which would have the most significant influence toward store performance. Managerial recommendations and suggestions to future research are also provided.
論文提要 I
ABSTRACT III
目 錄 V
圖 次 VII
表 次 VIII
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 研究範圍及限制 5
第四節 研究流程 6
第二章 文獻探討 7
第一節 台灣連鎖業發展概述 7
第二節 人力資源制度 17
第三節 人力資本 21
第四節 門市經營績效 30
第三章 研究方法 40
第一節 研究架構與研究假設 40
第二節 操作性定義與問卷設計 42
第三節 量表前測與正式問卷 46
第四節 抽樣方法與資料分析方法 51
第四章 研究結果 55
第一節 信度分析 55
第二節 人口統計變項與研究變項間的關係 59
第三節 研究變項之敘述性統計分析 66
第四節 研究變項之間的相關性 67
第五節 人力資源制度對門市經營績效的影響 69
第六節 人力資源制度對人力資本的影響 70
第七節 人力資本對門市經營績效影響 72
第八節 人力資本中介效果之探討 73
第九節 假設驗證結果彙總 78
第五章 結論與建議 80
第一節 研究結論 80
第二節 管理意涵 82
第三節 後續研究建議 85
參考文獻 86
中文部份 86
英文部分 87
著作權聲明 96
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