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研究生:楊晴雅
研究生(外文):Ching-ya Yang
論文名稱:策略性人力資源管理、組織學習文化與服務創新對組織績效之影響
論文名稱(外文):The Influences of Strategic Human Resource Management, Organizational Learning Culture, and Service Innovation on Organizational Performance
指導教授:黃培文黃培文引用關係
指導教授(外文):Pei-Wen Huang
學位類別:碩士
校院名稱:南台科技大學
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:106
中文關鍵詞:策略性人力資源管理組織學習文化服務創新組織績效
外文關鍵詞:Strategic human resource managementOrganizational learning cultureService innovationOrganizational performance
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本研究旨在探討國內服務業企業實施服務創新的現況,進而探討策略性人力資源管理、組織學習文化與服務創新對組織績效的影響效果。
根據文獻調查,現今的全球環境,知識型員工與經理人為公司成功的重要關鍵,快速的改變在愈來愈多方面影響著企業生存,一個公司是否有能力經由不斷地學習新知,持續創新學習,緊緊跟上時間與環境的脈動有著空前的重要性。因此公司如何透過策略性人力資源管理,對個人、部門以及延伸至組織整體養成良好的組織學習文化,執行服務創新來提升組織績效,是值得重視的課題,並且是一家企業成敗存亡的關鍵因素。
本研究以天下雜誌2009年所公佈之500大服務業標竿企業為抽樣對象,有效問卷回收份數為106份,回收率為21.2%。統計分析方法採用信度、敘述性統計、相關以及迴歸分析來探討,研究結果發現:
1.策略性人力資源管理、組織學習文化、服務創新與組織績效之各構面間有顯著正相關。
2.服務創新在策略性人力資源管理與組織績效中扮演著中介角色。
3.服務創新在組織學習文化與組織績效中扮演著中介角色。
The main purpose of this study is to examine the results of implementing Service Innovation into Taiwanese companies, as well as the influences of Strategic Human Resource Management, Organizational Learning Culture and Organizational Performance.
According to literary studies, in today’s global environment, knowledgeable staff and managers are the key to successful businesses. But due to the fact that the current world is constantly changing, it is important to continue gaining more knowledge and innovative procedures in order to keep up with this constantly changing environment. Therefore, how companies implement strategic human resource management, in regards to employees, departments, and the eventually the whole organization, with the aim of developing a good organizational learning culture, and executing a good service innovation plan in order to improve organizational performance, will be a key factor in determining the success of a company.
This research utilized the survey method. The study obtained a list of ‘Taiwan’s top 500 companies in service industries, 2009,’ from Common Wealth Magazine. Based on data collected from the responses of a survey given to administrative staff there was a 21.2% response rate, giving 106 valid responses.
This study utilized reliability analysis, descriptive statistics analysis, correlation, and regression to figure out the implementation results. Research results are listed below:
1.All the research results form a significant positive correlation.
2.Service Innovation acts as a mediator between Strategic Human Resource Management and Organizational Performance.
3.Service Innovation also has mediating effects on the relationship between Organizational Learning Culture and Organizational Performance.
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 7
第一節 策略性人力資源管理 7
第二節 組織學習文化 12
第三節 服務創新 22
第四節 組織績效 30

第三章 研究方法 33
第一節 研究架構 33
第二節 研究假設 34
第三節 研究對象 40
第四節 變數之操作性定義與衡量 40
第五節 資料分析方法 46

第四章 研究結果分析與討論 47
第一節 樣本背景資料之分析 47
第二節 信度分析 48
第三節 資料描述性分析 49
第四節 相關分析 55
第五節 迴歸分析 59
第六節 假設驗證結果 65

第五章 結論與建議 67
第一節 結論 67
第二節 建議 70
第三節 研究限制 72

參考文獻 73
附錄一、專家問卷 86
附錄二、專家意見之整理 96
附錄三、正式問卷 103
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