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研究生:李思宏
研究生(外文):Sai-Hung, Li
論文名稱:策略導向與社會資本對人力資源角色影響之研究—以人力資源管理創新為中介變項
論文名稱(外文):An Empirical Study on the Relationships Among Strategic Orientations, Social Capital of Human Resource Roles --The Mediating Effects of Human Resource Management Innovations.
指導教授:余明助余明助引用關係
指導教授(外文):Ming-Chu, Yu
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系碩士班
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2006
畢業學年度:94
語文別:中文
論文頁數:193
中文關鍵詞:策略導向社會資本人力資源管理創新人力資源角色
外文關鍵詞:strategic orientationsocial capitalhuman resources management innovationhuman resources role
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人力資源角色的探討不斷演進,人力資源與企業策略的配適(fit)概念,已在許多的研究中確立其影響關係,並證實此關係是取得組織競爭優勢、達到最佳經營績效的良方之一。本研究試圖在此脈絡下,納入新的變數「人力資源管理創新」,以更實務且具有改變能量的變項,觀察其與策略導向和人力角色的影響關係。研究同時針對人力資源的本質,納入息息相關的社會資本變項,期待驗證出更豐富與多元的影響效果,以供後續研究及實務界參考。研究以實證分析探討策略導向、社會資本、人力資源管理創新與人力資源角色之關係。對象是臺灣前五百大製造業與五百大服務業,有效樣本121份,以典型相關、複迴歸、LISREL、ANOVA等分析方法進行實證分析,研究發現如下:

1.企業在內部或外部策略導向上的活動越投入,將呈現更多元的人力資源管理創新活動,並對人力資源角色產生正向顯著影響。

2.企業內部蘊含豐富的社會資本,有利於人力資源管理創新的推行,對人力資源角色也將受產生顯著正向影響。

3.策略導向與社會資本除了對人力資源角色有直接正向影響之外,其二者也會透過人力資源管理創新的中介效果影響人力資源角色。

4.認知面的社會資本,例如成員的價值觀與看法過於一致,對人力資源管理創新活動有負向的影響。

5.不同產業別、成立年數、員工數目與資本額,與在策略導向、社會資本、人力資源管理創新與人力資源角色上,部分具有顯著的差異。

關鍵字:策略導向、社會資本、人力資源管理創新、人力資源角色
With the constant gradual progress of discussion the human resources role, the effect relationship upon human resources and organizational strategies has been proved in thousands of research, and further, these researches verifying this relation is one of the best way to make organization getting the competition advantage, and reach the best good of managing performance. Our research attempts to follow this research context, bring into the new variable ''Human Resource Management Innovation, HRMI'', a much more practical variable, full of energy that can bring into change. We expect that can help us to find the relationships among strategic orientation, human resource management innovation and human resource role. In addition, Following the essence of human resources variable, our study also include in a effectiveness variable ''social capital'', expect to prove out more abundant and more divers influence result.
This Research explores the relationships among strategic orientation, social capital, human resource management innovation and human resource role by empirical research. Research has 121 effective samples from top 1000 manufacturing and service industries. This research use kinds of statistical analysis includes factor analysis, canonical analysis, regression analysis, ANOVA and LISREL. The main findings are:

1.The more strategic orientation activities engage in, the more deep and divers human resource management innovations will show. Besides, it also has positively effect on human resource role.

2.The richer social capital inside the organization, the more advantageous setting HRMI into action, and human resource role also received positively effect from it.

3.Strategic orientation and social capital has significantly positively influence on human resource role; both of them can influence human resource role indirectly though the human resource management innovation.

4.The social capital of cognition has negative influence with human resource management innovation. For example: organization member has too closely point of view and value.

5.In different kinds of business characteristics, there are parts of differences among strategic orientation, social capital, human resources management innovation and human resources role.

Key word: strategic orientation, social capital, human resources management innovation, human resources role.
第一章 緒論...........................................................1
第一節 研究動機.....................................................1
第二節 研究目的.....................................................4
第三節 研究範圍.....................................................5
第四節 研究流程.....................................................6
第二章 文獻探討.......................................................7
第一節 人力資源管理創新..............................................7
第二節 策略導向....................................................25
第三節 社會資本....................................................32
第四節 人力資源角色.................................................45
第五節 構面間關係推導...............................................56
第三章 研究方法......................................................70
第一節 研究架構....................................................70
第二節 研究假設....................................................73
第三節 研究變項之操作性定意與衡量....................................77
第四節 研究對象、工具與預期結果......................................84
第五節 資料分析方法.................................................87
第四章 研究結果分析與討論.............................................90
第一節 信度與效度分析...............................................90
第二節 各研究構面間之典型相關分析...................................105
第三節 各研究構面間之複迴歸分析.....................................119
第四節 整體理論架構模式關係分析.....................................129
第五節 不同企業特性在各構面間差異性分析..............................138
第六節 研究結果討論................................................147
第五章 結論與建議...................................................155
第一節 研究結論...................................................155
第二節 研究建議...................................................158
參考文獻...........................................................163
中文部分.........................................................163
英文文獻.........................................................168
附錄 研究問卷.......................................................183
中文部分
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65.鍾文良,(民85)。人力資源資訊系統在人力資源發展的應用效益之研究,中央大學人力資源管理研究所碩士論文,未出版,桃園。

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