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博碩士論文 etd-0209101-154859 詳細資訊
Title page for etd-0209101-154859
論文名稱
Title
策略性人力資源雇用構築之探索性研究:以某海運公司為例
Exploring Study for Strategic Human Resource employment architecture:the Example of A Marine Company
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
96
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
2001-01-27
繳交日期
Date of Submission
2001-02-09
關鍵字
Keywords
資源基礎理論、交易成本理論、人力資本理論、策略性人力資源管理
Resource-based Theory, Transaction Cost Economics, Human Capital, Strategic Human Resource Management
統計
Statistics
本論文已被瀏覽 5695 次,被下載 6587
The thesis/dissertation has been browsed 5695 times, has been downloaded 6587 times.
中文摘要
摘 要
隨著資訊科技的進步、市場的全球化以及市場競爭的瞬息萬變,人力資源可能是組織維持競爭優勢的唯一來源,但是並非所有員工都具有企業核心知識與技能,所以如何作好人力資源的雇用管理,是企業運用人力資源的首要工作。在效率和彈性的雙重壓力下,除了長期雇用的內部全職員工外,企業正逐漸使用外部的員工,如臨時員工、契約工及顧問等,這種現象意謂著人力資源的管理通常可分為自製或外購的決策。在考量人力資源的特質下,以最低交易成本取得企業發展所需的人才,更將有助於企業能有效地管理與運用所取得之員工。
國內有關如何管理雇用模式的相關文獻很少,在理論模式的建構上也不足。本研究參考Lepak & Snell (1999)的研究與方法,以交易成本理論、人力資本理論、資源基礎理論為基礎,探討不同特質的人力資源與雇用方式以及人力資源構形的搭配關係,以發展出一個可以驗証的策略性人力資源雇用構築。並以甲公司進行個案訪談,配合文獻探討,進行驗證,得到以下幾點主要結論:
1.對於高價值且高獨特性的人力資源,應採用發展式雇用,其人力資源構形為組織承諾式的人力資源構形。
2.對於高價值但低獨特性的人力資源,應採用確保式雇用,其人力資源構形為市場基礎式的人力資源構形。
3.對於低價值且低獨特性的人力資源,應採用契約式雇用,其人力資源構形為信守約定式的人力資源構形。
4.對於低價值但高獨特性的人力資源,應採用聯盟式雇用,其人力資源構形為信任合作式的人力資源構形。

Abstract
ABSTRACT
As the progress of information technology, the trend of globalization market and dramatic market competition, human resource can be the only source of sustaining a competitive advantage for organizations. It is not all employees who possess knowledge and skills of core resources for firms. It is the fundamental work for human resource management for firms to improve employment management of human resource. Given pressures for both efficiency and flexibility, in addition to the use of internal full-time employees, firms are use external workers, such as temporary employees, contract laborers, consultant etc. The fact highlights that human resource management can be divided to make or buy decisions. It would be more efficient employment to hire at employee's characteristic.
The related academic is less and lack of a systematic framework for carrying for employment management. This study, develop a human resource architecture based transaction cost economics, human capital, resource-based view and the academic of Lepak & Snell (1999). The conclusions are: 1.When human resource are both valuable and unique, firms should internally develop human resource and would rely on a commitment-based human resource configuration. 2. When human resource is valuable but not unique, firms should acquire human resource from labor market and would rely on a market-based human resource configuration.3. When human resource is not valuable and unique, firms should use contractual human resource and would rely on a compliance-based human resource configuration.4. When human resource is unique but not valuable, firms should use alliance and would rely on a collaborative-based human resource configuration.

目次 Table of Contents
第一章 緒 論--1
第一節 研究背景--1
第二節 研究動機--3
第三節 研究目的--5
第四節 名詞釋義--6
第二章 文 獻 探 討--8
第一節 策略性人力資源的基本概念8
第二節 交易成本理論-13
第三節 人力資本理論-17
第四節 資源基礎理論-20
第五節 Lepak & Snell的理論模型-26
第六節 人力資源雇用構築-34
第三章 研 究 方 法--40
第一節 研究架構-40
第二節 資料蒐集方法-42
第三節 資料整理與分析-44
第四節 研究限制-46
第四章 資 料 分 析-47
第一節 基本資料分析-47
第二節 人力資源特質-57
第三節 雇用形式-61
第四節 人力資源特質與雇用形式-70
第五節 人力資源構形的影響-74
第五章 結 論 與 建 議-81
第一節 結論--81
第二節 建議--85
參 考 文 獻-87
附 錄-95

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