臺灣博碩士論文加值系統

本研究旨在探討國內上市上櫃公司實施人力資源發展策略的現況，進而探討人力資源發展策略對智慧資本與組織學習文化的關係及影響效果，並以全台灣上市上櫃公司總經理為抽樣對象，有效回收份數為71份，回收率為6.8%。
依相關文獻探討，本研究之自變項為人力資源發展策略，包含訓練與發展策略、組織發展策略與生涯發展策略三構面；中介變項為組織學習文化，包含個人層級、群體層級及組織層級三構面；依變項為智慧資本，包含人力資本、社會資本與組織資本。資料分析方法採用信度、描述性統計、相關以及迴歸分析來探討人力資源發展策略對組織學習文化與智慧資本之影響。其研究發現如下：
1.人力資源發展策略與智慧資本有正向相關。
2.人力資源發展策略與組織學習文化有正向相關。
3.組織學習文化與智慧資本有正向相關。
4.人力資源發展策略會透過組織學習文化進而影響智慧資本。

The main purpose of this study is to examine the implementation results of human resource development strategy of Taiwanese companies and the influence effect of organizational learning culture and intellectual capital. Based on survey data collected from CEOs of 75 Taiwanese companies with a 6.8% response rate, 71 valid feedbacks were received.
According to literature review, this research adopted human resource development strategy as independent variables, organizational learning culture as mediating variables and intellectual capital as dependant variables. Human resource development practices include training and development strategy, organization development strategy and career development strategy. Organizational Learning Culture includes individual level, team or group level and organization level. Intellectual capital includes human capital, social capital and organizational capital.
This study utilized reliability analysis, descriptive statistics analysis, correlation, and regression to figure out the implementation results of human resource development strategy and the influence of organizational learning culture on intellectual capital.
Research results are listed below.
1.Human resource development strategy has significant positive correlation with intellectual capital.
2.Human resource development strategy has significant positive correlation with organizational learning culture.
3.Organizational learning culture has significant positive correlation with intellectual capital.
4.Organizational learning culture has mediating effects on the relationship between human resource development strategy and intellectual capital.

第一章 緒論....................................................1
第一節 研究背景與動機...........................................1
第二節 研究問題與目的...........................................3
第三節 研究流程................................................4
第二章 文獻探討................................................6
第一節 人力資源發展策略.........................................6
第二節 組織學習文化............................................12
第三節 智慧資本...........................................................21
第三章 研究方法...............................................28
第一節 研究架構...............................................28
第二節 研究假設...............................................29
第三節 研究對象與範圍..........................................33
第四節 變與的操作性定義與衡量...................................37
第五節 資料分析方法............................................43
第四章 研究結果分析與討論.......................................44
第一節 測量工具信度分析.........................................44
第二節 人力資源發展策略、組織學習文化、智慧資本之現況分析...........45
第三節 人力資源發展策略、組織學習文化、智慧資本之相關分析...........52
第四節 人力資源發展策略、組織學習文化、智慧資本之迴歸分析...........57
第五章結論與建議...............................................68
第一節 結論...................................................68
第二節 建議...................................................72
第三節 研究限制................................................74

參考文獻......................................................75
附錄一 問卷初稿………………………….............................…85
附錄二 專家問卷…………………………...............................89
附錄三 專家意見及修改內容……..................................…106
附錄四 正式問卷…………………................................…..118

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