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博碩士論文 etd-0724106-032443 詳細資訊
Title page for etd-0724106-032443
論文名稱
Title
人力資源彈性與組織績效之關係:檢驗環境不確定性之干擾效果
The Relationship between Human Resource Flexibility and Firm Performance: Examining the Moderating Effects of Environmental Uncertainty
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
138
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2006-07-12
繳交日期
Date of Submission
2006-07-24
關鍵字
Keywords
組織績效、人力資源彈性、環境不確定性
firm performance, environmental uncertainty, HR flexibility
統計
Statistics
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中文摘要
本論文提出一個有關環境不確定性對人力資源彈性與組織績效關係之干擾效果影響的模型,並針對此權變模型加以驗證,故論文主要有兩個研究目的:首先,探討人力資源彈性各構面與組織績效之間的關係。其次,以環境不確定性為干擾變數,進一步檢測其對人力資源彈性與組織績效間關係的干擾效果。
研究主要採用問卷調查研究法,樣本選自台灣經濟新報資料庫中的公開上市及上櫃公司。研究變項的資料主要蒐集自不同的來源,包括:每間樣本公司裡的CEO與人力資源主管的看法以及各公司的公開揭露資訊。資料分析方法主要採用層級迴歸來驗證各項假設。根據回收的實證資料,在進行因素分析後,人力資源彈性可歸納為以下五個構面:行為彈性、技能彈性、財務彈性、職能彈性與市場導向的彈性;環境不確定性可歸納為三個構面:回應的不確定性、影響的不確定性與狀態的不確定性。
經由層級迴歸分析結果,本研究發現技能彈性、職能彈性以及市場導向的彈性會對客觀的組織績效指標有正向的影響,但行為彈性與財務彈性對組織績效則無顯著的影響效果,故假設1僅獲部分支持。其次,針對環境不確定的干擾效果進行檢測,研究發現環境不確定性底下的三個構面,僅影響的不確定性對人力資源彈性各構面與許多客觀的組織績效指標最具有正向的干擾效果,但回應的不確定性與狀態的不確定則不具正向干擾效果,故假設2也僅獲部分支持。針對此研究結果,本論文亦於文後提出一些相關研究意涵與未來研究建議。
Abstract
A contingency model describing the moderating effects of perceived environmental uncertainty on the relationship between human resource flexibility (HR flexibility) and firm performance was proposed and tested. This study aimed to examine the relationship between different dimensions of HR flexibility and firm performance and further investigated the moderating effect of environmental uncertainty on this relationship.
A survey research was conducted using a sample of publicly traded firms listed in Taiwan Economic Journal data bank. Data was collected from different sources, including the opinions of CEO and HR managers in each company and the public disclosure of corporate information. Hierarchical regression analysis was used to test the hypotheses.
After collecting empirical data and performing the factor analysis, five dimensions of HR flexibility, including behavior flexibility, skill flexibility, financial flexibility, functional flexibility, and market-oriented flexibility, were identified in this study. By testing Hypothesis1, results showed that skill flexibility, functional flexibility and market-oriented could predict some of the performance measures. However, behavior flexibility and financial flexibility had no significant influence on any firm performance measures. By testing Hypothesis2, three dimensions of environmental uncertainty were identified first. They were response uncertainty, effect uncertainty, and state uncertainty. Then, the results of the hierarchical regression models supported the argument that effect uncertainty positively moderated the influence of behavior, skill and functional flexibility on firm performance. But, the moderating effects of response and state uncertainty were not supported. Implications and future research directions were suggested in the final part of this study.
目次 Table of Contents
Chapter 1 Introduction 1
1.1 Research Background 1
1.2 Research Objectives 6
Chapter 2 Literature Review 8
2.1 Human Resource Flexibility 8
2.2 Relationship between HR Flexibility and Firm Performance 21
2.3 The Moderating Effect of Environmental Uncertainty 27
Chapter 3 Methodology 33
3.1 Research Framework 33
3.2 Sample Selection and Procedure 34
3.3 Data Collection 34
3.4 Measuring Instruments 38
3.5 Statistical Analysis Procedures 45
Chapter 4 Results and Discussion 47
4.1 Validity and Reliability 47
4.2 Descriptive Statistics and Correlations 54
4.3 Tests for Hypothesis 1 57
4.4 Tests for Hypothesis 2 62
4.5 Summary and Discussion of the Empirical Findings 103
Chapter 5 Conclusions 111
5.1 Conclusions and Contributions 111
5.2 Implications for Future Research 113
5.3 Limitations 114
References 115
AppendixⅠ Questionnaires for CEO 125
Appendix II Questionnaires for HR managers 126
Appendix III Questionnaire for Chinese and English Contrast 127
Appendix IV English Chinese Contrast for Firm Performance 130
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