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研究生:許智超
研究生(外文):Chih-Chao Hsu
論文名稱:人力資源管理措施、組織學習、關係資本對新產品發展績效之關聯性研究
論文名稱(外文):The Relationship among Human Resource Management Practices, Organizational Learning, Relational Capital, and New Product Development Performance
指導教授:史習安史習安引用關係
指導教授(外文):Hsi-an Shih
學位類別:碩士
校院名稱:國立成功大學
系所名稱:國際企業研究所碩博士班
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:2008
畢業學年度:96
語文別:中文
論文頁數:151
中文關鍵詞:關係資本新產品發展績效組織學習人力資源管理措施
外文關鍵詞:Relational capitalHuman resource management practicesOrganizational learningNew product development performance
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本研究希望瞭解人力資源管理措施對組織學習之影響,以及組織學習對新產品發展績效的影響,並希望進而探討人力資源管理措施是否能經由組織學習,進而影響新產品發展績效。此外,研究中也進一步討論關係資本是否能分別調節人力資源管理措施與組織學習之間的關係以及組織學習與新產品發展績效之間的關係。
本研究是以臺灣高科技產業的人力資源管理部門主管及研發部門主管作為主要研究對象,並以中華民國證券交易所『公開上市上櫃』的電子類股公司作為郵寄來源。本研究問卷共分為A、B兩式問卷,共寄出700組問卷,最後有效回收問卷共計106組,有效樣本回收率為15.14%。本研究主要使用結構方程模式來檢驗整體模型的配適度,並進行研究假設之驗證。經由實證分析,本研究分析結果如下:(一)組織實施人力資源管理措施程度愈高時,則組織成員的學習活動成效愈高。(二)組織內成員間的學習活動程度愈高時,則組織的新產品發展績效成效愈高。(三)組織學習在人力資源管理措施與新產品發展績效之間,具有完全中介效果。(四)關係資本對於人力資源管理措施與組織學習兩者關係,具有正向調節效果。(五)關係資本對於組織學習與新產品發展績效兩者關係,具有正向調節作用。
本研究主要貢獻分述如下。首先,本研究是首篇探討人力資源管理措施能夠透過組織學習之中介效果,進而去影響新產品發展績效之實證研究。其次,本研究為少數去探討新產品發展績效前置因子之間因果關係之實證文章,研究顯示人力資源管理措施對組織學習能產生顯著的影響。最後,本研究亦為首篇同時將人力資源管理措施、組織學習、新產品發展績效以及關係資本放在同一個模型中探討之整合性實證研究,研究結果顯示關係資本在其他三者變數間確實具有調節效果。總結以上,本研究結果提供學術及實務界對於這些變數間之關係有更深入的瞭解,此外,並連結了人力資源管理領域、組織學習領域以及創新領域,裨於後續學術之研究。
This research is designed to better understand how human resource management practices influence organizational learning. Meanwhile, this study also wants to investigate the impact of organizational learning on new product development performance. Moreover, this research also tries to examine the mediating role of organizational learning and the moderating effects of relational capital.
In this research, two versions of questionnaires were used: the HRM manager version and the R&D manager version. The study sent 700 questionnaires to electronic companies in Taiwan. 106 matched questionnaires are usable and the final return rate is 15.14%. After collecting multi-sources data from the high-tech companies, this research uses structural equation modeling(SEM) to examine the model fit and test research hypotheses.
Our findings can be summarized as follows. First, there is the positive relationship between human resource management practices and organizational learning. Secondly, organizational learning is positively associated with new product development performance. Thirdly, organizational learning fully mediates the relationship between human resource management practices and new product development performance. Finally, relational capital positively moderates the relationship between human resource management practices and organizational learning and the relationship between organizational learning and new product development performance.
The research’s most important contribution is that it’s the first empirical research to have treated organizational learning as the mediator and have demonstrated that the mediating effect does exist. Furthermore, this research also proves that human resource management practices have the positive impact on organizational learning which hasn’t been found out in previews research. Besides, this study is also the first empirical study to have integrated all these variables in the same model, and the result shows that rational capital also does have the moderating effects. These findings may contribute to the academic research and practical implications.
目錄(Ⅰ)
表目錄(Ⅲ)
圖目錄(Ⅴ)
第一章 緒 論(1)
第一節 研究背景與動機(1)
第二節 研究目的(6)
第三節 章節架構(7)
第二章 文獻探討(9)
第一節 人力資源管理措施(9)
第二節 組織學習(20)
第三節 新產品發展績效(34)
第四節 關係資本(46)
第三章 研究方法(54)
第一節 研究架構(54)
第二節 研究假設(55)
第三節 研究變數(57)
第四節 問卷設計(59)
第五節 抽樣方法(65)
第六節 資料分析方法(69)
第四章 實證分析結果(72)
第一節 樣本基本資料分析(72)
第二節 因素分析與資料轉換(75)
第三節 信度分析(78)
第四節 建構效度分析(82)
第五節 相關性分析(89)
第六節 整體模型及其配適度分析(92)
第七節 徑向分析及假設驗證(95)
第八節 研究假設結果整理(116)
第五章 結論與建議 (118)
第一節 研究結論(118)
第二節 研究貢獻與限制(125)
第三節 研究建議(129)
參考文獻(132)
附 錄I :問卷A
附 錄Ⅱ:問卷B
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