臺灣博碩士論文加值系統

摘 要
兩位中外管理學大師司徒達賢與彼得•杜拉克分別對非營利組織註解如下：
司徒達賢：非營利組織與政府、企業三者間相輔相成，分別滿足社會需求，共同完成社會任務。社會期望也高，故提升其經營管理水準是必須被注意的。
彼得•杜拉克：以點化人類為目的的事業，更需要借重管理讓自己專心於使命。
上述得知，兩位大師認為非營利組織的經營管理很重要，管理是組織為使其成員能有效地建構一個協調與和諧的工作環境，並藉以達成組織任務或目標所從事各種活動的過程。重點在：使其成員能有效地建構一個協調與和諧的工作環境。非營利組織為何能讓成員有效的建構及貢獻？在不探討經營管理前提，可以從組織認定(Identity)也就是「我們是甚麼樣的一個組織」探討。
本研究以社團法人中華人力資源管理協會(以下稱CHRMA)40年以來，它的組織認定的演變，透過個案研究法探討以下問題：組織認定如何形成、組織認定改變的原因及組織認定對CHRMA的組織成員與會員造成什麼影響。
本研究以個案重要的三個時期：初創萌芽期、成長發展期及成熟穩定期所發生的關鍵事件分析，並從分析資料中得知各時期的組織認定如何被形塑、如何被改變及這樣的組織認定對組織成員與會員有甚麼影響。
這過程獲得了寶貴的結論：(一)非營利組織的組織認定形成，主要因素是來自於領導者的一言一行及組織成員的絕大部分共識及一部分的強勢而成。 (二)非營利組織的組織認定改變，外部利益關係人的「激發」是一個重要因素。 (三)非營利組織的組織認定對組織成員與會員會產生與其相關的連結改變，比如：個人在工作職涯的改變、個人在專業領域的影響力的改變。

關鍵字：非營利組織、組織認定、利益關係人

Abstract
Two gurus of management of Chinese and foreigner, Dah-Hsian Seetoo and Peter F. Drucker, annotated the non-profit organization as follows respectively:
“Non-profit organizations, governments and enterprises complement each other to meet social needs and jointly complete social tasks. Social expectations are also high, so it is necessary to pay attention to improving its management standards,” Dah-Hsian Seetoo said.
“The non-profit organization exists to bring about a change in individuals and in society... What matters is the leader’s mission. Therefore, the first job of the leader is to think through and define the mission of the institution,” said Peter F. Drucker.
As mentioned above, the two gurus believe that the management of non-profit organizations is very important. Management is the process by which an organization engages in various activities in order to enable its members to effectively construct a coordinated and harmonious working environment in order to achieve organizational tasks or goals. The focus is: to enable its members to effectively construct a coordinated and harmonious working environment. Why can a non-profit organization allow members to effectively build and contribute? Before management, it can be discussed from the perspective of the organizational identity, which is "what kind of organization we are".
This study focuses on the evolution of the organizational identity of the Chinese Human Resource Management Association (hereinafter referred to as CHRMA) for more than 40 years, explores the following questions through a case study method: How was CHRMA's early organizational identity formed? What was the reason for the change in the CHRMA’s organizational identity? And how does CHRMA's current organizational identity impact to organization’s staff and members?
This study analyzes the key events that occurred in the three important periods of the case: the budding stage of the start-up period, the growth and development period, and the mature and stable period, and learns from the analysis data how the organizational identity of each period was shaped and changed and what kind of impact this organizational identity has to organization’s staff and members.
During the process, the following valuable study conclusions are obtained: (1) the major factors for formation of the organizational identity of non-profit organizations mainly comes from the deeds and words of the leaders, most of the consensus of the members of the organization, and a few members’ bossy style; (2) the external stakeholders’ “stimulation” is one of the major factor to the change of organizational identity of non-profit organizations; (3) the organizational identity of non-profit organizations causes the change in linkage between the organization’s staff and members, such as change in personal carrier, change in personal influence in professional fields.

Keywords：Non-profit organizations, Organization identification, Stakeholder

目次
摘 要 I
Abstract II
致 謝 IV
目次 V
圖目次 VIII
表目次 IX
第壹章 緒論 1
第一節 研究背景與動機 1
第二節 研究缺口與問題 2
第三節 研究流程及章節架構 2
第貳章 文獻回顧 4
第一節 非營利組織概述 4
一、 非營利組織的定義 5
二、 台灣非營利組織的類型 7
三、 專業型非營利組織的特色 11
第二節 組織認定與非營利組織的關係 12
一、 組織認定的定義 12
二、 組織認定的形塑與改變 14
三、 組織認定對非營利組織的重要性 16
第三節 非營利組織的利益關係人對組織認定的影響 18
一、 非營利組織的利益關係人定義 19
二、 非營利組織的利益關係人範圍 21
三、 非營利組織的利益關係人對組織認定的影響 22
第參章 研究方法 23
第一節 研究方法的選擇 23
第二節 個案介紹及挑選受訪者 26
一、 個案介紹 26
二、 挑選受訪者 28
第三節 資料蒐集與分析 30
一、 資料蒐集 30
二、 資料分析 31
第肆章 個案分析與結果 33
第一節 初創萌芽期形塑組織認定的關鍵事件 33
一、 「從聚會到管科會」事件 33
二、 「從管科會到CHRMA」事件 39
三、 「倒閉危機」事件 44
四、 「創始成員的價值觀」事件 46
第二節 成長發展期形塑組織認定的關鍵事件 51
一、 「組建考察團赴大陸參訪」事件 51
二、 「領導風格」事件 54
第三節 成熟穩定期形塑組織認定的關鍵事件 59
一、 「申請國家級獎項評鑑」事件 59
二、 「有專業、沒專業」事件 64
三、 「工作委員會次文化」事件 66
第四節 組織認定對CHRMA的組織成員與會員之影響 70
一、 會員身分 70
二、 組織成員身分 73
第五節 研究發現 75
第伍章 結論與建議 77
第一節 研究結論 77
一、 呼應研究目的 77
二、 得到研究結論 77
第二節 研究限制與建議 78
一、 研究限制 79
二、 研究建議 79
參考資料 80
一、 中文文獻 80
二、 英文文獻 81
三、 網路資料 86
附 錄 一 訪問大綱 標準版 87
附 錄 二 訪問大綱 工作委員會主委版 88
附 錄 三 訪問大綱 志工版 89
附 錄 四 TTQS的評核標準表 90


 
圖目次
圖 1 1研究流程圖 3
圖 2 1我國民法中非營利組織分類 9
圖 3 1 CHRMA組織 27
圖 3 2 CHRMA重要里程碑 28
圖 4 1 Kirkpatrick的四階層評估模型 60
圖 4 2共識會產出結果 62
圖 4 3國際事務委員會價值觀 67

 
表目次
表 2 1非營利組織定義彙整表 6
表 2 2非營利組織的國際性分類 8
表 2 3人民團體法之分類 10
表 3 1質性研究及量化研究的差異 24
表 3 2三項指標對應之質性研究方法 25
表 3 3受訪者基本資料 29
表 3 4受訪者資料來源 30
表 3 5訪談問題及其意涵 31
表 4 1 CHRMA章程 71
表 4 2 CHRMA會員福利 71
表 4 3領導者、主要利益關係人及對組織認定的影響分析彙總表 75

80
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1. Kirkpatrick的四階層評估模型的四階層評估模型(2019年年5月月)。。Research Portal104人資學院專刊人資學院專刊
https://ehr.104.com.tw/edm/Events201905/newsletter/NL19May.html
2. TTQS介紹介紹(2023年年7月月13日日)。。Research Portal勞動部勞動力發展署勞動部勞動力發展署。。
https://www.wda.gov.tw/cp.aspx?n=82870DB96AE8D476
3. 質化研究與量化研究的差異質化研究與量化研究的差異(2019年年11月月8日日)。。Published in Marketingdatascience。。
https://medium.com/marketingdatascience/%E8%B3%AA%E5%8C%96%E7%A0%94%E7%A9%B6%E8%88%87%E9%87%8F%E5%8C%96%E7%A0%94%E7%A9%B6%E7%9A%84%E5%B7%AE%E7%95%B0-84fd5b0ba4a8