跳到主要內容

臺灣博碩士論文加值系統

(100.28.132.102) 您好!臺灣時間:2024/06/16 14:23
字體大小: 字級放大   字級縮小   預設字形  
回查詢結果 :::

詳目顯示

我願授權國圖
: 
twitterline
研究生:盧建達
研究生(外文):Chien Ta Lu
論文名稱:組織系絡下之人力精簡取向
論文名稱(外文):Personnel Downsizing Strategy in Organizational Context
指導教授:黃正雄黃正雄引用關係
指導教授(外文):C. S. Huang
學位類別:碩士
校院名稱:長庚大學
系所名稱:企業管理研究所
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:2008
畢業學年度:96
論文頁數:80
中文關鍵詞:組織精簡環境敵意性環境不確定性組織策略人力資源管理體系
外文關鍵詞:Organizational downsizingEnvironment hostilityEnvironment uncertaintyOrganizational strategyHuman resource management practice
相關次數:
  • 被引用被引用:1
  • 點閱點閱:143
  • 評分評分:
  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:1
從大環境趨勢看來,不論是國內外企業目前必然會面臨到的一項重大議題,就是「組織精簡」。學者Davis et al. (2003) 表示越來越多公司使用組織精簡作為一種策略,並且認為組織精簡是組織生命週期的一部分,不論企業是否有執行精簡的迫切性,都必須要考量組織精簡的問題。

本研究以台灣企業為研究對象,調查那些因素會導致企業進行組織精簡;進行組織精簡的企業,會採取那些裁員標準;並探討具備何種特質的企業,在進行組織精簡時比較容易成功,以達成預期的效果。

在經過實證分析調查後,發現研究結果如下:
一、 影響公司有無進行組織精簡之因素
1. 歸類於製造業的企業對於是否進行組織精簡具有顯著的正向關係。
2. 環境不確定性對於是否進行組織精簡具有顯著的正向關係。
3. 溝通對於是否進行組織精簡具有顯著的負向關係。

二、 影響公司精簡策略之因素
1. 績效評估對於「先到先裁」的裁員策略有顯著負向影響。
2. 報酬對於「先到先裁」的裁員策略有顯著正向影響。

三、 影響實際達成度之因素
「先到先裁」的裁員策略對於「非利潤觀點」的實際達成度有顯著負向影響。
Organizational downsizing is an important issue that a company must face whether it’s located in Taiwan or not. Davis et al. (2003) said that more and more companies are starting to take organizational downsizing as a strategy and consider it a part of organization life cycle. Companies should put organizational downsizing into consideration even if it is not the most urgent matter.

Research objects of this thesis are focused on companies located in Taiwan. The results are expected to show the factors of organizational downsizing and the criteria taken in downsizing companies. This research also hopes to reveal the features of companies that succeed more easily and reached their prospective objects.

After field investigation, the conclusions are as below:
1. the factors that influence companies downsize or not
I. Companies in manufacturing industry have a positive influence on organizational downsizing.
II. Environment uncertainty has a positive influence on organizational downsizing.
III. Communication has a negative influence on organizational downsizing.
2. the factors that influence the downsizing strategy
I. Performance evaluation negatively affects “First hired - first fired” strategy.
II. Financial reward positively affects “First hired - first fired” strategy.
3. the factors that influence the actual reachment
I. “First hired - first fired” strategy negatively affects the actual reachment of “non-financial performance.”
目錄
第一章 緒論…… … … … … … … … … … … …… … … … …… … … 1
1.1 研究背景與動機… … … … … … … … … … …… … … … … ..…1
1.2 研究目的… … … … … … … … … … … … … … … … … … … …2
第二章 文獻探討… … … …… … … …… … … … ……… … … … … 3
2.1 組織精簡… … … … … … … … … … … …… … … … ……… …3
2.2 產業環境… … … … … … … … … … … …… … … … ……… … 7
2.3 組織策略… … … … … … … … … … … …… … … … ……………9
2.4 裁員標準… … … … … … … … … … … …… … … … …………12
2.5 人力資源管理體系… … … … … … … … … … … …… … … …14
第三章 研究方法… … … … … … … … … … … …… … … … …………17
3.1 研究問題… … … … … … … … … … … …… … … … …………17
3.2 研究假設… … … … … … … … … … … …… … … … …………18
3.3 研究變數定義與衡量… … … … … … … … … … … …… … …20
3.4研究對象與資料蒐集方式… … … … … … … … … … … …… …29
3.5 資料分析方法… … … … … … … … … … … …… … … … ……30
第四章 研究結果與資料分析… … … … … … … … … … … …… … …32
4.1 成對樣本t檢定… … … … … … … … … … … …… … … … …32
4.2 樣本特性分析… … … … … … … … … … … …… … … … ……33
4.3 信度與效度… … … … … … … … … … … …… … … … ………37
4.4 影響公司有無進行組織精簡之因素探討… … … … … … … 43
4.5 裁員標準之探討… … … … … … … … … … … …… … … … …47
4.6 實際達成度之探討… … … … … … … … … … … …… … … …52
第五章 結論與建議… … … … … … … … … … … …… … … … ………54
5.1 研究結論… … … … … … … … … … … …… … … … …………54
5.2 研究貢獻… … … … … … … … … … … …… … … … …………56
5.3 研究限制… … … … … … … … … … … …… … … … …………57
5.4 後續研究建議… … … … … … … … … … … …… … … … ……58
參考文獻… … … … … … … … … … … …… … … … ………………………59
附錄:問卷… … … … … … … … … … … …… … … … ……………………65


圖目錄
圖2-1 人力資源管理體系的六個構面… … … …… … …… … …… …14

表目錄
表2-1 組織精簡的三個類型……………… ………………………………6
表2-2 實務界裁員標準表…………………… ……………………………13
表3-1 「環境」之構面與問卷設計…………… ……………………………20
表3-2 「組織策略」之分類與問卷設計……………………………………22
表3-3 「裁員標準」之分類與問卷設計表…………………………………23
表3-4 「人力資源管理體系」之構面與問卷設計表………………………24
表3-5 「實際達成度」之問卷設計表………………………………………26
表3-6 「基本資料」之構面與問卷設計表…………………………………27
表3-7 「樣本特性」之構面與問卷設計表…………………………………28
表4-1 成對樣本t檢定……………………………………………………32
表4-2 答卷者之統計分析表………………………………………………34
表4-3 樣本之描述性統計分析……………………………………………36
表4-4 信度分析……………………………………………………………37
表4-5 裁員標準之因素分析………………………………………………39
表4-6 實際達成度之因素分析……………………………………………40
表4-7 產業環境量表之因素分析…………………………………………41
表4-8 人力資源管理體系之因素分析……………………………………42
表4-9 邏輯斯迴歸分析之分類表…………………………………………43
表4-10 邏輯斯迴歸分析之Hosmer-Lemeshow檢定……………………44
表4-11 邏輯斯迴歸模型分析表……………………………………………46
表4-12 產業環境與裁員策略一之線性迴歸分析表………………………47
表4-13 人力資源管理體系與裁員策略一之線性迴歸分析表……………47
表4-14 組織策略與裁員策略一之單因子變異數分析表…………………48
表4-15 產業類別與裁員策略一之單因子變異數分析表…………………48
表4-16 產業環境與裁員策略二之線性迴歸分析表………………………50
表4-17 人力資源管理體系與裁員策略二之線性迴歸分析………………50
表4-18 組織策略與裁員策略二之單因子變異數分析表…………………51
表4-19 產業類別與裁員策略二之單因子變異數分析……………………51
表4-20 依據員工的能力與表現與非利潤觀點目標之線性迴歸分析表…52
表4-21 先到先裁與表現與非利潤觀點目標之線性迴歸分析表…………52
表4-22依據員工的能力與表現與提高公司利潤目標之線性迴歸分析表…53
表4-23 先到先裁與表現與提高公司利潤之線性迴歸分析表……………53
表5-1 研究假設結果彙總表…………………………………………………55
參考文獻

中文部分
王濟川、郭志剛,2004,「Logistic迴歸模型-方法及應用」,台北市:五南。

江岷欽、林鐘沂,1995,「公共組織理論」,國立空中大學。

張峻源,2001,「組織文化、組織承諾與組織變革態度之研究─以中央信託局為例」,國立成功大學企業管理研究所碩士論文。

張景亮,1995,「企業精簡與負性工作行為之關係研究」,私立中國文化大學國際企業管理研究所碩士論文。

陳麗琳,2003,「人事精簡策略與其成效之關聯性研究」,私立長庚大學企業管理研究所碩士論文。

黃正雄,2003,「組織理論與管理」,私立長庚大學企業管理研究所課程講義教材。

黃正雄,2005,「裁員標準:古典經濟理論與社會正義理論之爭辯」,行政院國家科學委員會專題研究計畫成果報告。

黃英忠,1997,「現代人力資源管理」,台北:華泰。

彭德中譯,河野豐弘著,1990,「改造企業文化—如何使企業展現活力」,台北:遠流。


英文部分
Allen, T. D., Freeman, D. M., Russell, J. E. A., Reizenstein, R. C., & Rentz, J. O., (2001), “Survivor reactions to organizational downsizing: Dose time ease the pain?” Journal of Occupational and Organizational Psychology, Vol. 74, 145-164.

Appelbaum, E., Bailey, T., Berg, P., & Kalleberg, A. L.,(2000), “Manufacturing advantage: why high-performance systems pay off,” Ithaca, NY: Cornell University Press.

Appelbaum, S. H., Simpon, R., & Shapiro, B. T., (1987), “ The tough test of downsizing,” Organiational Dynamics, Vol. 10(2), 68-79.

Band, D. C., & Tustin, C. M. (1995), “Strategic downsizing”, Management Decision, Vol. 33(8), 36-45.

Becker, G. S., & Gerhart, B. (1996), “The impact of human resource management on organizational performance: Progress and prospects”, Academy of Management Journal, Vol. 39(4), 779-801.

Boxall, P., & Steeneveld, M. (1999), “Human resource strategy and competitive advantage: a longitudinal study of engineering consultancies”, Journal of Management Studies, Vol. 36(4), 443-463.

Cameron, K. S. (1994), “Strategies for successful organizational downsizing.”, Human Resource Management, Vol. 33(2), 189-211.

Cameron , K. S. & Freeman S. J.(1993),”Organizational downsizing: a convergence and reorganization framework,” Organization Science, Vol. 4(1),10-29.

Carrel, M.,Elbert, N., & Hatfield, R.(2000), “Human resource management: strategies for managing a diverse and global workforce,” 6th, Dryden Press.

Chandler, A. D. (1962), “Strategy and Structure: Chapters in the history of American industrial enterprise”, Cambridge, Massachusetts: The M.I.T. Press.

Davis, J. A., G. Savage, R. T. Stewart, R. C. Chapman (2003), “Organizational downsizing: a review of literature for planning and research.” Journal of Healthcare Management, Vol. 48(3), 181-201.

Delaney, J. T. & Huselid, M. A. (1996), “The impact of human resource management practices on perceptions of organizational performance”, Academy of Management Journal, Vol. 39(4), 949-969.

Delaney, J. T., Lewin, D., & Ichniowiski, C. (1989), “Human resource policies and practices in American firms”, Washington, DC: US Government Printing Office.

Delery, J. E., & Doty, D. H. (1996), “Modes of theorizing in strategic human resource management: test of universalistic, contingency, and configurational performance predictions” Academy of Management Journal, Vol. 39(4), 802-835.

Dess, G. & D. Beard (1984), “Dimensions of organizational task environments”, Administrative Science Quarterly, 29, 52-73.

Deutsch, M. (1975), “ Equity, equality, and need:What determines which value will be used as the basis of distributive justice?” Journal of Social Issues, Vol. 31(3), 137-149.

Dewitt, R. L. (1993), “The structural consequences of downsizing,” Organization Science, Vol. 4(1), 30-40.

DiMaggio, P. & Powell, W. (1983), “The iron cage revisited: Institutional isomorphism and collective rationality in organizational fields”, American Sociological Review, Vol. 48(2), 147-160.

Dutton, J. E. & S. Jackson (1987). “Categorizing strategic issues: Links to organizational action”, Academy of Management Review, Vol. 12(1), 76–90.

Gomez-Mejia, L. R., Balkin D. B., & Cardy R. L. (1995), “Managing human resources”, Englewood Cliffs, N.J.:Prentice-Hall, Inc.

Hambrick, Donald C.(1983), “Some tests of the effectiveness and functional attributes of Miles and Snow’s strategic types”, Academy of Management Journal, Vol. 26(1), 5-26.

Hannan, M., & Freeman J., (1977), “The population ecology of organizations”, American Journal of Sociology, Vol. 82(5), 929-964.

Hitt, M. A., Ireland , R.D., & Hoskisson, R. E. (2001), ”Strategic management-competitiveness and globalization”, 4th ed., South-Western College Publishing.

Huselid, M. A. (1995), “The impact of human resource management practices on turnover, productivity, and corporate financial performance”, Academy of Management Journal, Vol. 38(3), 635-672.

Kaiser, H., (1974), “An index of factorial simplicity”, Psychometrika, Vol. 39(1), 31-36.

Keats, B. W. and M. A. Hitt (1988), “A causal model of linkages among environmental dimensions, macro organizational characteristics and performance”, Academy of Management Journal, Vol. 31(3), 570–598.

Kozlowski , S. W . , Chao, G. T. , Smith, E. M. , & Hedlund , J. (1993), “Organization downsizing”, International Review of Industrial and Psychology, Vol. 8, 263-332.

Lengnick-Hall, C. A. & Lengnick-Hall, M. L. (1988), “Strategic human resource management: A review of literature and a proposed typology”, Academy of Management Review, Vol. 13(3), 454-470.

Lewin, J. E., & Johnston, W. J., (2000), “The impact of downsizing and restructuring on organizational competitiveness”, Competitiveness Review, Vol. 10(1), 45-54.

Lippitt, R. & Lippitt, G. (1984), “Humane downsizing: organizational renewal versus organizational depression”, S.A.M. Advanced Management Journal, Summer, 15-21.

Mckinley ,W., C. M. Sanchez & A.G. Schick.(1995), “Organizational downsizing : constraining , cloning , learning”, Academy of Management Executive, Vol. 9(3), 32-44.

Miles, R. E. & Snow, C. C. (1978a), “Designing strategic human resource systems.”, Organizational Dynamics, Vol. 13(1), 36-52.

Miles, R. E. & Snow, C. C.(1978b), “Organizational strategy, structure, and process.”, McGraw-Hill, New York, NY.

Milliken, F. (1987), “Three types of perceived uncertainty about the environment: state, effect, response uncertainty,” Academy of Management Review, Vol. 12(1), 133-143.

Mintzberg, H., (1973) “Strategy making in three modes.”, California Management Review, Vol. 16(2), 44-53.

Mishra, K. E., Spreitzer, G. M., & Mishra, A. K., (1998), “Preserving employee morale during downsizing.” Sloan Management Review, Vol. 39(2), 83-95.

Nunally, J. C. (1978). Psychometric Theory, 2nd Ed., New York, NY: McGraw-Hill Book Company.

Osterman, P. (1994),” Supervision, discretion, and work organization”, The American Economic Review, Vol. 84(2), 380-384.
Ott, J. S. (1989), “The organizational culture perspectives”, CA: Dorsey Press.

Pfeffer, J. (1994), “Competitive advantage through people: Unleashing the power of workforce”, Boston: MA: HBS Press.

Porter, M. E.(1980), “Competitive strategy: Techniques foe analyzing Industries and competitors”, New York: The Free Press.

Roche, W. K. (1999), “In search of commitment-oriented human resource management practices and the conditions that sustain them”, Journal of Management Studies, Vol. 36(5), 653-678.

Segev. E. (1987), “Strategy, strategy-making, and performance in a business game”, Strategic Management Journal, Vol. 8(6), 565-577.

Segev, E. (1989), “A systematic comparative analysis and synthesis of two business-level strategic typologies”, Strategic Management Journal, Vol. 10(5), 487-505.

Sharma, S. (1996), “Applied multivariate techniques”, New York:John Wiley Press.

Slevin D. P. & Covin J. G.(1984), “Dimensions of organizational task environments”, Administrative Science Quarterly, Vol. 29(1), 52-73.

Snell S.A & Dean. J. W. (1992), “Integrated manufacturing and human resource management: A human capital perspective”, Academy of Journal, Vol. 35(3), 467-504.

Snow, C. C. & Hrebiniak, L. G. (1980), “Strategy distinctive competence, and organizational performance”, Administrative Science Quarterly, Vol. 25(2), 317-336.

Sutcliffe, K. M., & Huber, G. P.(1998), “Firm and industry as determinants of executive perceptions of the environment” Strategic management Journal, Vol. 19(8), 793-807.

Ulrich D.(1987), “Organizational capability as a competitive advantage: Human resource professionals as strategic partners.”, Human Resource Planning, Vol. 10(4), 169-184.

Waldman D. A., Ramirez G. G., House R. J., & Puranam P.(2001), “Does leadership matter? CEO leadership attributes and profitability under conditions of perceived environmental uncertainty.” Academy of Management Journal, Vol. 44(1), 134-143.

Yeung, A. K. O., Brockbank, J. W., & Ulrich, D. O. (1991), “Organizational culture and human resource practices: an empirical assessment”, Research in Organizational Change and Development, Vol. 5(1), 59-81

Zahra, S. A.,(1993), “Environment, corporate entrepreneurship, and financial performance: A taxonomic approach.”, Journal of Business Venturing, Vol. 8(4), 319-340.

Zahra, S. A. & Garvis, D. M. (2000) “International corporate entrepreneurship and firm performance: the moderating effect of international environmental hostility”, Journal of Business Venturing, Vol. 15(5-6), 469-492.



網路資料部分
Scholl, R. W. (2003), “Human resource strategies: commitment and control approaches to workforce management”, http://www.cba.uri.edu/scholl/Notes/Commitment_Control.html
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top
無相關期刊