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研究生:趙芝瑩
研究生(外文):Chih-ying Chao
論文名稱:組織學習導向的人力資源實務與組織績效關係之研究
論文名稱(外文):The Study of the Relationship between Learning-oriented Human Resource Practices and Organizational Performances
指導教授:溫金豐溫金豐引用關係
指導教授(外文):Uen-Jin Feng
學位類別:碩士
校院名稱:國立中山大學
系所名稱:人力資源管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2010
畢業學年度:98
語文別:中文
論文頁數:107
中文關鍵詞:組織績效競爭策略人力資源實務組織學習
外文關鍵詞:organizational performancescompetitive strategyorganizational learninghuman resource practices
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  面對環境的劇烈變動,企業唯有透過不斷地學習才能永續生存,組織學習日益重要,而知識經濟時代的來臨,人力資源成為企業關鍵的競爭優勢。組織學習導向下的人力資源實務是否能為組織績效帶來正面的影響?本研究嘗試由組織學習導向的人力資源實務角度出發,探討組織學習導向的人力資源實務與組織績效之關係、組織學習管理系統對組織績效的影響並進一步加入競爭策略,探討競爭策略對組織學習導向下人力資源實務與組織績效的干擾效用是否存在。

 為尋求解答,本研究採用問卷調查法,以人力資源主管及核心部門主管為問卷發放對象,一共發放100份問卷,有效問卷45份,經過統計分析獲得以下的研究結果。

一、「控制」及「注重績效管理」的組織學習導向人力資源實務顯著正向影響組織績效
二、組織學習管理系統與組織績效之間無顯著之正向或負向關係
三、競爭策略對「合作」、「部門間合作」及「注重教育訓練」等三項組織學習導向的人力資源實務與組織績效關係產生干擾效果

  While an organization facing a dynamic environment, the only way to survive is to learn as soon as possible. Therefore, organizational learning becomes more and more important. Age of knowledge economy is coming, human resource becomes the key of the competitive advantages. Does learning-oriented human resource have positive influences in organizational performances? In this thesis, the study will discuss this topic from the aspect of learning-oriented human resource and try to find the relationship between learning-oriented human resource and organizational performances and as well as the relationship between the system of learning-oriented human resource and organizational performances. Moreover, the indirect impact of human resource practices intertwined with human resource and competitive strategy as a moderator is also under scrutiny.

  This thesis is conduct through opinion survey, relied by the directors of human resource and core department in each company, the findings of the thesis can be summarized as follows:

1. “ Control ” and “ performance appraisal ” of the learning-oriented human resource practices impact the organizational performances positively.
2. There is no evidence to show that the system of learning-oriented human resource impacts organizational performances either positively or negatively.
3. The relationship between “cooperation” “cooperation within departments” and “training” of learning-oriented human resource practices and organizational performance will be contingent on an organization’s competitive strategy.

第一章 緒論 .................................................................................................................................1
  第一節 研究背景與動機 .............................................................................................. 1
  第二節 研究目的 ............................................................................................................ 3
  第三節 研究流程 ............................................................................................................ 4
第二章 文獻探討 ...................................................................................................................... 5
  第一節 組織學習.............................................................................................................. 5
  第二節 組織學習導向的人力資源實務 ............................................................... 10
  第三節 組織學習管理系統 ....................................................................................... 19     
  第四節 組織學習導向的人力資源實務與組織績效之關係 ................................ 23
  第五節 組織績效的衡量 ............................................................................................ 28
第三章 研究方法 .................................................................................................................... 32
  第一節 研究架構與研究假設 .................................................................................. 32
  第二節 資料收集方法與樣本特性分析 ............................................................... 34
  第三節 研究變項之操作性定義與衡量 ............................................................... 37
  第四節 資料分析方法 ................................................................................................. 44
第四章 實證資料分析 .......................................................................................................... 47
  第一節 集群結果 .......................................................................................................... 47
  第二節 研究變項間之相關分析............................................................................... 53
第三節 組織學習導向的人力資源實務與組織績效之關係 ......................... 55
  第四節 組織學習管理系統與組織績效之關係 ................................................. 61
  第五節 競爭策略的干擾效果 ................................................................................... 62
  第六節 假設驗證結果整理 ........................................................................................ 79
第五章 結論與建議 ............................................................................................................... 80
  第一節 研究結果與管理意涵 .................................................................................. 80
  第二節 研究限制 .......................................................................................................... 85
  第三節 後續研究建議 .................................................................................................. 86
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1. 市場導向、組織學習、組織創新與組織績效間關係之研究--以科學園區資訊電子產業為例
2. 人力資源管理系統、競爭策略與組織績效之研究-兼論本土企業與外資企業之比較-
3. 農業產銷班組織學習、組織創新與組織績效關係之研究
4. 組織學習'組織創新與組織績效關聯性之研究-以台灣土地銀行為例
5. 傳銷業創業導向、競爭策略、組織文化與產業環境對組織績效的影響之研究-以台灣多層次傳銷業為例
6. 創新與組織學習的協同作用對組織績效之影響:以臺灣電子產業為例
7. 競爭策略、人力資源管理系統與組織績效之研究--以大陸地區企業為例
8. 運用線性關係模式探討領導型態、組織文化、組織學習、全面品質管理以及組織績效之關係--以高科技產業為例
9. 大陸臺商人力資源管理系統與組織績效關係之研究
10. 運用結構方程模式探討領導型態、組織文化、組織學習、工作滿足、組織承諾以及組織績效之關係--以台灣地區人壽保險業為例
11. 影響供應鏈策略及其效益之相關因素研究---以台灣製造業為例
12. 非營利組織的組織承諾、組織學習與組織績效之相關研究—以台灣地區扶輪社為例
13. 策略性人力資源、組織文化與組織績效之關係---以金融業為例
14. 運用結構方程模式探討領導型態、組織文化、組織學習、工作滿足及組織績效之關係研究--以高科技產業為例
15. 連鎖事業體系之統治機制、組織學習與績效之關係研究
 
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