臺灣博碩士論文加值系統

本研究旨在探討，不同的人力資本特性、公司總人數與對人力資源功能的期望，這三個題項對於人力資源部門的策略涉入程度有何影響。本研究採用量化方式進行，共發放135份問卷，回收70份，計回收率為52%。扣除無效本樣後，有效樣本為55份。並使用迴歸分析、信度分析、相關分析等統計方法，來探討人力資源部門的策略涉入程度與核心部門員工的人力資本特性、公司總人數與直線主管對於人力資源功能的期望之間的關係。經實證分析，結論如下：

一、人力資本特性越具有價值性及獨特性會對HR部門認知「策略性參與」程度有顯著的正向影響。
二、「公司人數」越多對HR部門認知「策略性參與」有顯著正向影響。
三、核心部門主管「對人力資源部門期望」程度對HR部門認知「策略性參與」程度沒有顯著正向影響。

This research aims to find out the relations among human capital characteristics, total numbers of employees and expectation of line manager toward HR function on strategic involvement of HR department. 135 questionnaires are conducted and the effective samples are 55. The results indicate the relationship between the total numbers of employees in the company and involvement of HR department in strategic decisions is the strongest. Besides, expectation from line managers toward HR function is unrelated to strategic involvement of HR department.

目錄
中文摘要 I
目錄 III
圖目錄 V
表目錄 VI
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節 研究流程 5
第二章 文獻探討 6
第一節 人力資源管理功能及策略角色 6
第二節 人力資源部門的策略參與 14
第三節 人力資本特性 17
第四節 公司總人數與人力資本關係 26
第五節 對人力資源功能的期望 28
第三章 研究方法 30
第一節 研究架構及假設 30
第二節 問卷設計、發展及變項描述 32
第三節 研究變項之操作型定義 35
第四節 資料蒐集與樣本特性分析 36
第五節 資料分析方法 47
第四章 研究結果 49
第一節 樣本基本資料之描述性統計分析 49
第二節 各變項與HR部門策略性參與之相關性分析 52
第三節 人力資本特性、公司人數及對人力資源功能期望 對HR部門策略性參與之影響 54
第五章 結論與建議 56
第一節 實證結果與結論 56
第二節 研究限制與後續研究方向建議 58
參考文獻 60
一、中文部分 60
二、英文部分 61
附錄 67
「核心部門主管」問卷 67
「人力資源主管」問卷 70

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