跳到主要內容

臺灣博碩士論文加值系統

(3.231.230.177) 您好!臺灣時間:2021/07/28 18:22
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

: 
twitterline
研究生:徐端若
研究生(外文):Doan-Thi-Ngoc Thuy
論文名稱:Human Resource Management Practices and Firm Performance in Vietnam
論文名稱(外文):Human Resource Management Practices and Firm Performance in Vietnam
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:國際管理碩士在職專班
論文種類:學術論文
畢業學年度:96
語文別:英文
論文頁數:132
外文關鍵詞:Human resource management practicesFirm performanceHuman resource competencyHuman resource value
相關次數:
  • 被引用被引用:0
  • 點閱點閱:143
  • 評分評分:
  • 下載下載:13
  • 收藏至我的研究室書目清單書目收藏:0
This study explored the effective dimensions of HRM practices and the relationship between HRM practices and firm performance. The moderating effects of HR value and HR competency toward the relationship between HRM practices and firm performance were also investigated. A total of 85 companies in all kinds of industries and types in Vietnam were included. Data were collected from two different target respondents including one HR manager and one member of board directors (i.e.: line managers/supervisors, and general manager) in a company.
The findings demonstrated that there is a strong relationship between HRM practices and firm performance. Further, the moderating effect of HR value also showed that competitive advantage, valuable asset and capability of HR value strengthened the relationship between HRM practices and firm performance. In addition, the moderating effect of HR competency indicated that knowledge of business of HR competency moderated the relationship between HRM practices and firm performance.
The results had both theoretical and empirical contributions to the field of HRM and organizational management by offering useful information of HRM practices, and giving an understanding of the current situation of management and HRM conditions of firms in all kinds of types and industries in Vietnam.
ACKNOWLEDGEMENTS I
ABSTRACT II
TABLE OF CONTENTS III
LIST OF TABLES VII
LIST OF FIGURES IX
CHAPTER ONE INTRODUCTION 1
1.1 Research Background and Motivation 1
1.2 Research Objectives 7
1.3 Research Procedure 9
1.4 Research Structure 10
CHAPTER TWO LITERATURE REVIEW 11
2.1 Definition of Research Constructs 11
2.1.1 Human Resource Management Practices 11
2.1.2 Firm Performance 20
2.1.3 Human Resource Value 21
2.1.4 Human Resource Competency 22
2.2 Relationship between Research Constructs and Hypothesis Development 24
2.2.1 Relationship between Human Resource Management Practices and Firm Performance 24
2.3 Moderating Effects of Human Resource Value, Human Resource Competency 32
2.3.1 Moderating Effect of Human Resource Value 32
2.3.2 Moderating Effect of Human Resource Competency 33
CHAPTER THREE RESEARCH DESIGN AND METHODOLOGY 35
3.1 Conceptual Framework 35
3.2 Hypotheses 36
3.3 Construct Measurement 36
3.3.1 Human Resource Management Practices 36
3.3.2 Firm Performance 39
3.3.3 Human Resource Value 40
3.3.4 Human Resource Competency 41
3.3.5 Firm Size, Ownership Form, Country of Origin, Industry Type, Ages of Firm 43
3.4 Questionnaire Design 44
3.5 Sampling Plan 45
3.6 Data Analysis Procedures 46
3.6.1 Descriptive Statistic Analysis 46
3.6.2 Factor Analysis and Reliability Test 46
3.6.3 Hierarchical Multiple Regression 47
CHAPTER FOUR DATA ANALYSIS AND RESULTS 48
4.1 Descriptive Analysis 48
4.1.1 Sample and Data Collection 48
4.1.2 Company Information 49
4.2 Factor Analysis and Reliability Tests 51
4.2.1 Human Resource Management Practices 52
4.2.2 Firm Performance 56
4.2.3 Human Resource Value 57
4.2.4 Human Resource Competency 59
4.2.5 Descriptive Statistics and Correlation for all Variables 62
4.3 Regression Analysis 64
4.3.1 Regression Analysis of the Relationship between Human Resource Management Practices and Firm Performance 64
4.3.2 Moderating Effect of Human Resource Value on the Relationship between Human Resource Management Practices and Firm Performance 66
4.3.3 Moderating Effect of Human Resource Competency on the Relationship between Human Resource Management Practices and Firm Performance 70
CHAPTER FIVE CONCLUSIONS AND SUGGESTIONS 73
5.1 Research Findings and Implications 73
5.2 Research Suggestions and Discussions 74
5.3 Research Contributions 79
5.3.1 Academic Contributions 79
5.3.2 Managerial Contributions 81
5.4 Limitations and Future Research Directions 82
REFERENCES 84
APPENDIXES 92
APPENDIX- I: Questionnaire Designed for Respondents in English 93
Part I: Questionnaire Designed for Human Resource Manager in English 94
Part II: Questionnaire Designed for Member of Board Director (CEO, Line Manager) in English 96
Part III: Questionnaire Designed for All Respondents in English 99
APPENDIX- II: Questionnaire Designed for Respondents in Vietnamese 101
Part. I: Questionnaire Designed for Human Resource Manager in Vietnamese 102
Part. II: Questionnaire Designed for Member of Board Director (CEO, Line Manager) in Vietnamese 104
Part. III: Questionnaire Designed for All Respondents in Vietnamese 107
APPENDIX- III: Descriptive Analysis 109
Part- I: Characteristics of Respondents 109
Part- II: Measurement Results for Relevant Research Variables 111
APPENDIX- IV: Summary of Findings of Previous Studies 117
Ahmad, S., & Schroeder, R. G. (2003). The impact of human resource management practices on operational performance: Recognizing country and industry differences. Journal of Operations Management, 21, 19-43.
Aiken, L. S., & West, S. G. (1991). Multiple regression: Testing and interpreting interactions. Newbury Park, CA: Sage.
An, N. P. (2002). Looking beyond Bien Che: The considerations of young Vietnamese graduates when seeking employment in the Doi Moi era. Journal of Social Issues in Southeast Asia, 17(2), 221-248.
Armstrong, M. (2003). A handbook of human resource management practices: HRM: characteristics, impact and context. (9th ed.): Kogan Page.
Arthur, J. B. (1994). Effects of human resource systems on manufacturing performance and turnover. Academy of Management Journal, 37(3), 670-687.
Aycan, Z. (2005). The interplay between cultural and institutional/structrural contingencies in human resource management practices. International Journal of Human Resource Management, 16(7), 1083-1119.
Bae, J., Chen, S.-j., & Lawler, J. J. (1998). Variations in human resource management in Asian countries: MNC home-country and host-country effects. International Journal of Human Resource Management, 9(4), 654-670.
Bae, J., & Lawler, J. J. (2000). Organizational and HRM strategies in Korea: Impact on firm performance in an emerging economy. Academy of Management Journal, 43(3), 502-517.
Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1), 99-120.
Barney, J., Wright, M., & Ketchen, D. J. (2001). The resource-based view of the firm: Ten years after 1991. Journal of Management, 27, 625-641.
Barney, J. B. (1995). Looking inside for competitive advantage. Academy of Management Executive, 9(4), 49-61.
Barney, J. B., & Wright, P. M. (1998). On becoming a strategic partner: The role of human resources in gaining competitive advantage. Human Resource Management, 37(1), 31-46.
Becker, P., & Bos, K. (1979). The concept of homogeneity: A comparision of two ways to select homogeneous item clusters. International Journal of Sport Psychology, 10, 101-111.
Becker, B., & Gerhart, B. (1996). The impact of human resource management on organizational performance: Progress and prospects. Academy of Management Journal, 39(4), 779-801.
Boxall, P. (2003). HR strategy and competitive advantage in the service sector. Human Resource Management Journal, 13(3), 5-20.
Brislin, R. W. (1998). Translation and content analysis of oral and written material (in Triandis, H.C and Berry, J.W ed. Vol.1): Allyn & Bacon, Boston, MA.
Bryrne, B. M. (2001). Structural equation modeling with AMOS: Basic concept, applications, and programming. Mahwah, NJ: Lawrence Erlbaum Associates.
Butler, J. E., Ferris, G. R., & Napier, N. K. (1991). Strategy and human resources management. Dallas, TX: South-Western Publishing Company.
Chance, P. (1993). The hidden treasures of extrinsic rewards. Academic Research Library, 58(8), 42-46.
Chang, P.-L., & Chen, W.-L. (2002). The effect of human resource management practices on firm performance: Empirical evidence from high-tech firms in Taiwan. International Journal of Management, 19(4), 622-631.
Conner, J., & Ulrich, D. (1996). Human resource roles: Creating value, not rhetoric. Human Resource Planning, 19(3), 38-49.
Cooper, D. R., & Schindler, P. S. (2001). Business research methods. New York: McGraw-Hill.
Cooper, D. R., & Schindler, P. S. (2003). Business research methods. New York: McGraw-Hill.
Cronshaw, S. F., & Alexander, R. A. (1991). Why capital budgeting techniques are suited for assessing the utility of personnel programs: A reply to Hunter, Schmidt, and Coggin (1988). Journal of Applied Psychology, 76(3), 454-457.
Delaney, J. T., & Huselid, M. A. (1996). The impact of human resource management practices on perceptions of organizational performance. Academy of Management Journal, 39(4), 949-969.
Delery, J. E., & Doty, D. H. (1996). Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions. Academy of Management Journal 39(4), 802-835.
Dessler, G. (1999). Essentials of human resource management. New Jersey: Prentice-Hall.
Dessler, G. (2000). Human resource management (8th ed.). New Jersey: Prentice-Hall.
Dollinger, M. J., & Golden, P. A. (1992). Interorganizational and collective strategies in small firms: Environmental effects and performance. Journal of Management, 18(4), 695-715.
Dyer, L., & Reeves, T. (1995). Human resource strategies and firm performance: What do we know and where do we need to go?. International of Human Resource Management, 6(3), 656-670
Farley, J. U., Hoenig, S., & Yang, J. Z. (2004). Key factors influencing HRM practices of oversea subsidiaries in China's transition economy. International Journal of Human Resource Management, 15(5), 688-704.
Ferris, G. R., Hochwarter, W. A., Buckley, M. R., Harrell-Cook, G., & Frink, D. D. (1999). Human resources management: Some new directions. Journal of Management, 25(3), 385-415.
Fey, C. F., & Bjorkman, I. (2001). The effect of human resource management practices on MNC subsidiary performance in Russia. Journal of International Business Studies, 32(1), 59-75.
Fiol, C. M. (2001). Revisiting an identity-based view of sustainable competitive advantage. Journal of Management, 27, 691-699.
Fisher, C. D., Schoenfeldt, L. F., & Shaw, J. B. (1990). Human resource management. U.S.A, Boston: Houghton Mifflin Company.
Fitz-enz, J., & Phillips, J. J. (1998). A new vision for human resources. The new vision: Human capital management: Crisp Publications, Inc.
French, W. (1994). Human resource management (3rd ed.). New Jersey: Houghton Mifflin.
Fulmer, W. E. (1990). Human resource management: The right hand of strategy implementation. Human Resource Planning, 12(4), 1-11.
Gómez-Mejía, L. R., Balkin, D. B., & Cardy, R. L. (2007). Managing human resources (5th ed.). New Jersey: Pearson Prentice Hall.
Guest, D. E. (1997). Human resource management and performance: A review and research agenda. International Journal of Human Resource Management, 8(3), 263-276.
Gunnigle, P., Heraty, N., & Morley, M (1997). Personnel and human resource management: Theory and practice in Ireland: Gill and Macmillan Limited.
Guthrie, J. P., Spell, C. S., & Nyamori, R. O. (2002). Correlates and consequences of high involvement work practices: The role of competitive strategy. International Journal of Human Resource Management, 13(1), 183-197.
Hair, J. F., Anderson, R. E., Tatham, R. L., & Black, W. C. (1998). Multivariate data analysis (5th ed.). New Jersey: Prentice Hall.
Hair, J. F., Anthony, W. P., Tatham, R. L., & Black, W. (1995). Multivariate data analysis with reading. New York: Macmillan.
Hair, J. F., Black, B., Babin, B., Anderson, R. E., & Tatham, R. L. (2006). Multivariate data analysis (6th ed.). New Jersey: Prentice Hall.
Han, J., Chou, P., Chao, M., & Wright, P. M. (2006). The HR competencies-HR effectiveness link: A study in Taiwanese high-tech companies. Human Resource Management, 45(3), 391-406.
Harel, G. H., & Tzafrir, S. S. (1999). The effect of human resource management practices on the perceptions of organizational and market performance of the firm. Human Resource Management, 38(3), 185-200.
Herzberg, F. (2003). One more time: How do you motivate employees? Harvard Business Review (Special Issue on Motivating People), 87-96.
Heslin, P. A., Latham, G. P., & VandeWalle, D. (2005). The effect of implicit person theory on performance appraisals. Journal of Applied Psychology, 90(5), 842-856.
Hung, L. N., Appold, S. J., & Kalleberg, A. L. (1999). Work attitudes in Vietnam: Organizational commitment and job satisfaction in a restructuring economy. Journal of Asian Business, 15(3), 41-68.
Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38(3), 635-672.
Huselid, M. A., Jackson, S. E., & Schuler, R. S. (1997). Technical and strategic human resource management effectiveness as determinants of firm performance. Academy of Management Journal, 40(1), 171-188.
Ichniowski, C., Shaw, K., & Prenushi, G. (1997). The effects of human resource management practices on productivity: A study of steel finishing lines. The American Economic Review, 87(3), 291-313.
Kamoche, K. (2001). Human resources in Vietnam: The global challenge. Thunderbird International Business Review, 43(5), 625-650.
King-Kauanui, S., Ngoc, S. D., & Ashley-Cotleur, C. (2006). Impact of human resource management: SME performance in Vietnam. Journal of Developmental Entrepreneurship, 11(1), 79-95.
Lado, A. A., & Wilson, M. C. (1994). Human resource systems and sustained competitive advantage: A competency-based perspective. Academy of Management Review, 19(4), 699-727.
Leech, N., Barret, K. C., & Morgan, G. A. (2005). SPSS for intermediate statistics: Use and interpretation (2nd ed). Mahwah, New Jersey: Lawrence Erlbaum Association.
Lewin, D., & Yang, J. Z. (1992). HRM policies and practices of U.S and Japanese firms operating in the U.S. In Burton, Jr, J.F. In Proceedings of the Forty-Fourth Annual Meeting of the Industrial Relations Research Association (pp. 344-351). New Orleans, LA: IRRA.
Luthans, F., Marsnik, P. A., & Luthans, K. W. (1997). A contingency matrix approach to IHRM. Human Resource Management, 36(2), 183-199.
MacDuffie, J. P. (1995). Human resource bundles and manufacturing performance: Organizational logic and flexible production systems in the world of auto industry. Industrial and Labor Relations Review, 48(2), 197-221.
Malone, T. W. (1997). Is empowerment just a fad? control, decision making, and IT. Sloan Management Review, 38(2), 23-35.
McLeod, M. W., & Nguyen, T. D. (2001). Culture and customs of Vietnam. Westport, CT and London: Greenwood Press.
McNatt, D. B., & Judge, T. A. (2004). Boundary conditions of the Galatea effect: A field experiment and constructive replication. Academy of Management Journal, 47(4), 550-565.
Miles, R. E., & Snow, C. C. (1984). Designing strategic human resources systems. Organizational Dynamics, 13, 36-52.
Mohrman, S. A., Lawler, E. E., & McMahan, G. C. (1995). New directions for the human resource organization. Los Angeles, Ca.: Center for Effective Organizations.
Moore, D. S., McCabe, G. P., Duckworth, W. M., & Sclove, S. L. (2003). The practice of business statistics (Comprehensive version): Using data for decisions. Texas: W. H. Freeman
Napier, N. K., & Vu, V. T. (1998). International human resource management in developing and transational economy countries: A breed apart? Human Resource Management Review, 8(1), 39-77.
Ngo, H.-Y., Turban, D., Lau, C.-M., & Lui, S.-Y. (1998). Human resource practices and firm performance of multinational corporations: Influences of country origin. International Journal of Human Resource Management, 9(4), 632-652.
Noe, R. A. (2002). Employee training and development (2nd ed.). New York: McGraw-Hill.
Osterman, P. (1994). How common is workplace transformation and who adopts it? Industrial and Labor Relations Review, 47(2), 173-188.
Pfeffer, J. (1994). Competitive advantage through people. California Management Review, 36(2), 9-28.
Pfeffer, J. (1998). Seven practices of successful organizations. California Management Review, 40(2), 96-124.
Pfeffer, J. (2005). Producing sustainable competitive advantage through effective management of people. Academy of Management Executive, 19(4), 95-106.
Pierce, W. D., Cameron, J., Banko, K. M., & So, S. (2003). Positive effects of rewards and performance standards on intrinsic motivation. Psychological Record, 53, 561-579.
Ramsay, H., Scholarios, D., & Harley, B. (2000). Employees and high-performance work systems: Testing inside the black box. British Journal of Industrial Relations, 38(4), 501-531.
Ralston, D. A., Thang, N. V., & Napier, N. K. (1999). A comparative study of the work values of North and South Vietnamese managers. Journal of International Business Studies, 30(4), 655-672.
Robbins, S. P. (2003). Organizational behavior (10th ed.). New York: Prentice Hall.
Robbins, S. P., & Judge, T. A. (2007). Organizational behavior (12th ed.). New York: Prentice Hall.
Rovai, S. (2005). HRM practices in foreign MNCs operating in the PRC: A new hybrid form? International Journal of Human Resource Management, 5(3), 284-304.
Schuler, R. S., & MacMillan, I. C. (1984). Gaining competitive advantage through human resource management practices. Human Resource Management, 23(3), 241-255.
Singh, K. (2004). Impact of HR practices on perceived firm performance in India. Asia Pacific Journal of Human Resources, 42(3), 300-317.
Thang, L. C., & Quang, T. (2005a). Antecedents and consequences of dimensions of human resource management practices in Vietnam. International Journal of Human Resource Management, 16(10), 1830-1846.
Thang, L. C., & Quang, T. (2005b). Human resource management practices in a transitional economy: A comparative study of enterprise ownership forms in Vietnam. Asia Pacific Business Review, 11(1), 25-47.
Tzafrir, S. S. (2006). A universalistic perspective for explaining the relationship between HRM practices and firm performance at different points in time. Journal of Managerial Psychology, 21(2), 109-130.
Ulrich, D. (1996). Human Resource Champions. Chapter 2: The changing nature of human resources: A model for multiple roles. Harvard Business School Publishing.
Ulrich, D. (1998). A new mandate for human resources. Havard Business Review, 125-134.
Ulrich, D., Brockbank, W., Yeung, A. K., & Lake, D. G. (1995). Human resource competencies: An empirical assessment. Human Resource Management, 34(4), 1986-1998.
Welbourne, T. M., & Andrews, A. O. (1996). Predicting the performance of initial public offerings: Should human resource management be in the equation? Academy of Management Journal, 39(4), 891-919.
Welbourne, T. M., & Cieri, H. D. (2001). How new venture initial public offerings benefit from international operations: A study of human resource value. International Journal of Human Resource Management, 12(4), 652-668.
World Bank. (2007). World Development Indicators database, http://www.worldbank.org/.
Wright, P. M., Gardner, T. M., Moynihan, L. M., & Allen, M. R. (2005). The relationship between HR practices and firm performance: Examining casual order. Personnel Psychology, 58, 409-446.
Wright, P. M., McCormick, B., Sherman, W. S., & McMahan, G. C. (1999). The role of human resource practices in petro-chemical refinery performance. International Journal of Human Resource Management, 10(4), 551-571.
Wright, P. M., & McMahan, G. C. (1992). Theoretical perspectives for strategic human resource management. Journal of Management, 18(2), 295-320.
Wright, P. M., McMahan, G. C., & McWilliams, A. (1994). Human resources and sustained competitive advantage: A resource-based perspective. International Journal of Human Resource Management, 5(2), 301-326.
Wright, P. M., McMahan, G. C., Snell, S. A., & Gerhart, B. (2001). Comparing line and HR executives' perceptions of HR effectiveness: Service, roles, and contributions. Human Resource Management, 40(2), 111-123.
Youndt, M. A., Snell, S. A., Dean, J. W. J., & Lepak, D. P. (1996). Human resource management, manufacturing strategy, and firm performance. Academy of Management Journal, 39(4), 836-866.
Zhu, Y. (2005). The Asian crisis and the implications for human resource management in Vietnam. International Journal of Human Resource Management, 16(7), 1261-1276.
Zhu, C. J., & Dowling, P. J. (2002). Staffing practices in transition: Some empirical evidence from China, International Journal of Human Resource Management, 13(4), 569-597.
連結至畢業學校之論文網頁點我開啟連結
註: 此連結為研究生畢業學校所提供,不一定有電子全文可供下載,若連結有誤,請點選上方之〝勘誤回報〞功能,我們會盡快修正,謝謝!
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top
無相關期刊
 
1. TheRelationshipbetweentheHumanResourcePracticesoftheCivilServiceandTurnoverIntentionsamongtheMiddleRangeCivilServantsinMalawi
2. Impact of Human Resource Management Practices on FPT Corporation’s Performance
3. 國際觀光旅館企業特性、人力資源管理與經營績效之關係-兼論異文化管理之干擾影響
4. The Relationships between HRM practices, Leadership Behavior, HR Multiple-Role and Business Performance in Taiwanese Small and Medium-Sized Enterprises
5. AStudyontheRolesandCompetenciesofHumanResourceProfessionalsTheConsequenceofHumanResourceOutsourcing
6. RelationshipbetweenHRMPracticesandthePerceptionofOrganizationalPerformance,RolesofManagementStyle,SocialCapital,andCulture:ComparisonbetweenManufacturingFirmsinCambodiaandTaiwan
7. Solutions to Improve Human Resource Management at the Customs Department of Ho Chi Minh City
8. Applying Information Technology in Human Resource Management - A Case Study of Vietnam Petroleum Institute (VPI)
9. An Empirical Study on Improving Human Resource effectiveness in Vietnam Telecom National Company
10. 國民小學人力資源管理、工作投入與教學環境對組織績效影響之實證研究
11. 越南中小企業人力資源管理實務變遷之研究
12. 經營策略、策略導向之人力資源管理措施、員工職能與組織績效關係之研究
13. 人力資源實務對組織績效的影響-以台灣與大陸高科技公司為例
14. 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
15. 企業員工對組織人力資源實務、心理契約、勞資關係氣氛與組織承諾之關係研究-以高科技資訊產業為例