經濟全球化加上中國的改革開放政策，使得中國市場受到國際的重視。相對的，激烈的競爭也同時地展開，本文自1949年中共建國以來的社經、勞動法制與人力資源變化加以探討，而從計劃經濟到市場經濟的過程，人力資源可能成為大陸企業唯一的競爭優勢來源，選擇與企業競爭策略一致性的人力資源管理系統，可以對組織績效有所貢獻。本研究以實證研究方式進行，以中國大陸的本土企業與非台商的外資企業為對象，共取得80個有效樣本，探討影響企業內人力資源管理系統的採行因素，以及人力資源管理系統對組織績效的影響，其中以競爭策略、組織特徵與人力資源價值觀為自變項，人力資源管理系統(人力資源流動、工作系統、員工影響、報償系統)為中介變項，組織績效為依變項。此外，並以差異化競爭策略為干擾變項，加以探討人力資源管理系統對組織績效的影響。而在資料的分析上，則有敘述性統計、單因子變異數分析、獨立樣本t檢定、相關分析與迴歸分析等。其研究結果如下：一、在競爭策略的選擇上，大陸多數的企業皆把差異化競爭策略視為主要競爭策略。二、在總體人力資源價值觀之表現方面，其結果顯示多數企業之高階主管對於人力資源之價值日益重視。三、多數企業在人力資源管理系統(包括人力資源流動、工作系統、員工影響、報償系統各方面)的運用上，皆偏向以「承諾最大化」之人力資源管理為主。四、製造業比服務業與其他產業、本土企業比外資企業提供員工更多的工作權保障，並且達到顯著水準。而外資企業對員工的訓練發展則高於大陸本土企業，並達到顯著水準。而企業的成立年數與工作權保障具有相當顯著的正相關。五、當組織對各人力資源管理實務方面(除員工所有權外)所採取「承諾最大化」的程度越高時，相對於公司總體的組織績效，則會有顯著的正相關。六、在情境觀點的驗證上，對於追求「承諾最大化」的整體人力資源管理系統上，僅在工作系統中的工作分配上達到顯著的干擾效果。依據研究結果，本研究提出對中國政府減少對市場干預的建議，對企業以提昇對人力資源的重視、採用「承諾最大化」的人力資源管理系統與以長遠的眼光，適切地調整企業的勞動政策的建議，並對後續研究的建議為縱斷面的研究、擴大研究對象並加入不同的變項。

Economic globalization and the Open-Door policy make China market more significant around the world. On the other hand, intensive competitions are making progress. This paper examines the economic and society change, labor laws altering, and human resources varying since 1949. As the dynamics of competition accelerate are perhaps the only truly sustainable sources of competitive advantage in China firms. Thus, successful management of human capital may be more ultimate determinant of organizational performance and survival than physical capital. Strategic human resource management (SHRM) emphasizes the through the improvement of within reliable bundles of human resources practices and human resources management system, which are appropriately matched or linked to existing organizational environment. Most particularly business strategies could result in higher organization performance achievable.

An empirical analysis is presented by gathering data from 80 China firms in 2003. That is on purpose to examine the determinants of the accomplishment of human resource management system and the coverage to human resource management system influences on organization performance.

目 錄
第一章 緒論
第一節 研究背景與動機 ……………………………………………… 1
第二節 研究目的與問題 ……………………………………………… 4
第二章 文獻探討
第一節 競爭策略相關理論與研究 …………………………………… 5
第二節 策略性人力資源管理相關理論與研究 ……………………… 14
第三節 人力資源管理、人力資源價值觀與組織績效相關理論與研究 ……………………………………………………………… 23
第四節 競爭策略、人力資源管理與組織績效之關係 ……………… 31
第五節 中國大陸的社經變化、勞動力市場發展、法制與人力資源
系統探討 ……………………………………………………… 40
第三章 研究方法
第一節 研究架構 ……………………………………………………… 55
第二節 研究假設 ……………………………………………………… 56
第三節 研究變項之定義與衡量 ……………………………………… 59
第四節 抽樣方法與樣本特性分析 …………………………………… 65
第五節 資料分析方法 ………………………………………………… 69
第六節 研究限制 ……………………………………………………… 71
第四章 結果分析
第一節 量表構面之信度分析與重整 ………………………………… 72
第二節 各研究變項之描述性統計分析 ……………………………… 78
第三節 組織特徵與人力資源管理系統之分析 ……………………… 84
第四節 競爭策略、人力資源價值觀與人力資源管理系統之分析 …100
第五節 競爭策略、人力資源管理系統與組織績效之分析 …………107
第五章 結論與建議
第一節 結論 ……………………………………………………………113
第二節 建議 ……………………………………………………………119
參考文獻 …………………………………………………………………122
附錄 I：研究問卷 ………………………………………………….….137

圖目錄

圖2-1-1： Porter（1980）之一般性競爭策略 …………………………… 11
圖2-2-1 策略性人力資源管理的觀念性模式 …………………………….. 14
圖2-2-2：策略性人力資源管理基本架構圖 ……………………………… 18
圖2-2-3：人力資源管理哈佛分析架構圖 ………………………………… 20
圖2-2-4：策略性人力資源管理的5-P模式 ……………………………… 21
圖2-4-1：競爭策略與人力資源管理策略之關係圖 ……………………… 31
圖3-1-1：本研究之研究架構 ……………………………………………… 55

表目錄


表1-1-1：企業組織與從業人員情況表 …………………………….. 3
表2-1-1：經濟學家對競爭策略運用的看法 ………………………. 5
表2-1-2：學者對策略定義 …………………………….……………. 7
表2-1-3：企業各層級之策略 …………………………….…………. 9
表2-1-4：競爭策略類型及其特徵 …………………………….……. 12
表2-1-5：競爭策略與產品策略的配合 ……………………………... 13
表2-2-1：策略性人力資源管理與傳統人事管理的差異 …………. 17
表2-2-2：控制基礎與承諾基礎人力資源管理系統的政策特徵 …. 17
表2-3-1：人力資源管理系統彙整表 …………………………….…. 23
表2-3-2：人力資源管理系統與人力資源管理實務 ………………. 24
表2-3-3：組織績效準據彙整表 …………………………….……….. 27
表2-3-4：人力資源最佳管理實務彙整表 …………………………... 30
表2-4-1：企業策略與人力資源策略之配適 ………………………... 33
表2-4-2：Porter之競爭類型與人力資源管理策略的關係 ….……. 34
表2-4-3：人力資源策略類型 …………………………….………….. 34
表2-4-4：組織層級與人力資源管理活動關係表 …………………... 35
表2-5-1：中華人民共和國重要紀事 …………………………….….. 43
表2-5-2：中國大陸公有制事業職工人數表 ……………………….. 46
表2-5-3：中國大陸各地區最低工資標準表 ……………………….. 48
表2-5-4：歷年中國大陸工會組織數量統計表 …………………….. 49
表2-5-5：中國大陸基層工會數與會員人數表 …………………….. 50
表3-4-1：樣本基本資料彙整表 …………………………….……….. 68
表4-1-1：競爭策略之信度分析 …………………………….……….. 72
表4-1-2：產品策略之信度分析 …………………………….……….. 73
表4-1-3：人力資源價值觀之信度分析 ………………………….… 73
表4-1-4：人力資源流動之信度分析 …………………………….….. 74
表4-1-5：工作系統之信度分析 ……………………………….…….. 75
表4-1-6：員工影響之信度分析 …………………………….……….. 75
表4-1-7：報償系統之信度分析 ……………………………….…….. 76
表4-1-8：組織績效量表之信度分析 ………………………………... 76
表4-2-1：競爭策略、產品策略、差異化競爭策略之平均數與標
準差分析表 ……………………………….……………… 78
表4-2-2：人力資源流動之平均數與標準差分析表 ………………... 79
表4-2-3：工作系統之平均數與標準差分析表 ……………………... 79
表4-2-4：員工影響之平均數與標準差分析表 …………………….. 80
表4-2-5：報償系統之平均數與標準差分析表 …………………….. 80
表4-2-6：整體人力資源管理系統之平均數與標準差分析表 …….. 81
表4-2-7：人力資源價值觀之平均數與標準差分析表 …………….. 82
表4-2-8：組織績效之平均數與標準差分析表 …………………….. 83
表4-3-1：組織層級與人力資源管理系統變異數分析 …………….. 85
表4-3-2：組織層級與人力資源流動變異數分析 …………………... 85
表4-3-3：組織層級與工作系統變異數分析 ……………………….. 86
表4-3-4：組織層級與員工影響變異數分析 ……………………….. 86
表4-3-5：組織層級與報償系統變異數分析 ……………………….. 87
表4-3-6：人力資源管理部門之層級與人力資源管理系統變異數
分析……………………………….……………………….. 88
表4-3-7：人力資源管理部門之層級與人力資源流動變異數分析 ... 88
表4-3-8：人力資源管理部門之層級與工作系統變異數分析 ……... 89
表4-3-9：人力資源管理部門之層級與員工影響變異數分析 ……... 89
表4-3-10：人力資源管理部門之層級與報償系統變異數分析 ……. 90
表4-3-11：產業型態與人力資源管理系統t檢定 …………………... 90
表4-3-12：產業型態與人力資源流動t檢定 ………………………... 91
表4-3-13：產業型態與工作系統t檢定 …………………………….. 91
表4-3-14：產業型態與員工影響t檢定 …………………………….. 92
表4-3-15：產業型態與報償系統t檢定 ……………………………... 92
表4-3-16：所有權型態與人力資源管理系統t檢定 ……………….. 93
表4-3-17：所有權型態與人力資源流動t檢定 ……………………... 93
表4-3-18：所有權型態與工作系統t檢定 …………………………... 94
表4-3-19：所有權型態與員工影響t檢定 …………………………... 94
表4-3-20：所有權型態與報償系統t檢定 ………………………….. 94
表4-3-21：專職人力資源部門之有無與人力資源管理系統t檢定 ... 95
表4-3-22：專職人力資源部門之有無與人力資源流動t檢定 …….. 95
表4-3-23：專職人力資源部門之有無與工作系統t檢定 …………... 95
表4-3-24：專職人力資源部門之有無與員工影響t檢定 ………….. 96
表4-3-25：專職人力資源部門之有無與報償系統t檢定 ………….. 96
表4-3-26：工會組織之有無與人力資源管理系統t檢定 …………... 97
表4-3-27：工會組織之有無與人力資源流動t檢定 ………………... 97
表4-3-28：工會組織之有無與工作系統t檢定 ……………………... 97
表4-3-29：工會組織之有無與員工影響t檢定 ……………………... 98
表4-3-30：工會組織之有無與報償系統t檢定 ……………………... 98
表4-3-31：組織特徵與整體人力資源管理系統相關分析表 ………. 99
表4-4-1：競爭策略、人力資源價值觀與人力資源管理系統之
相關分析表 ……………………………….……………….101
表4-4-2：組織特徵、人力資源價值觀對人力資源流動迴歸分
析表 ……………………………….……………………….103
表4-4-3：組織特徵、人力資源價值觀對工作系統迴歸分析表 ……103
表4-4-4：組織特徵、人力資源價值觀對員工影響迴歸分析表 ….…104
表4-4-5：組織特徵、人力資源價值觀對報償系統迴歸分析表 ….…105
表4-4-6：組織特徵、人力資源價值觀對人力資源管理系統
迴歸分析表 …………………………………………….…106
表4-5-1：人力資源管理對組織績效之相關分析表 ………………..108
表4-5-2：競爭策略、組織特徵、人力資源流動對組織績效
之層級迴歸表 ……………………………………………110

表4-5-3：競爭策略、組織特徵、工作系統對組織績效
之層級迴歸表 …………………………………………... 110
表4-5-4：競爭策略、組織特徵、員工影響對組織績效
之層級迴歸表 …………………………………………... 111
表4-5-5：競爭策略、組織特徵、報償系統對組織績效
之層級迴歸表 …………………………………………... 111
表4-5-6：競爭策略、組織特徵、人力資源管理系統對
組織績效之層級迴歸表 ………………………………... 112
表5-1-1：研究假設驗證結果 ………………………………………. 118

參考文獻
中文參考文獻
大前研一(2003)。中華邦聯。台北：商周文化。
中華人民共和國國家統計局(2001)。2000年國家統計年鑑。北京：中華人民共和國國家統計局。
中華全國總工會。1998。中國工會統計年鑑1997。北京：中華全國總工會。
中華全國總工會。1999。中國工會統計年鑑1998。北京：中華全國總工會。
中華全國總工會。2000。中國工會統計年鑑1999。北京：中華全國總工會。
中華全國總工會。2001。中國工會統計年鑑2000。北京：中華全國總工會。
王瑞(2000)。人力資源在企業競爭優勢中所扮演的角色。人力發展月刊。行政院人事行政局89(6)期，頁59-67。
司徒達賢（1994）。台灣中小企業發展之經營策略。台北：中小企業發展學術研討會。
司徒達賢（1995）。策略管理，台北：遠流出版公司。
吳思華(1996)。策略九說－策略思考的本質。台北：臉譜文化出版公司。
吳思華(2000)。智慧資本衡量因素之研究─以我國軟體業為例。台北：國立政治大學科技管理研究所。
吳秉恩(1991)。策略性人力資源管理：理念、運作與實務。台北：中國經濟企業研究所。
李建華、方文寶(1996)。企業績效評估理論與實務。台北：超越企管公司。
洪墩謨(1999)。中國大陸改革開放有成。中山大學大陸研究所講義。高雄：國立中山大學。
郭保剛(1996)。挑戰與機遇-中國勞工權利問題探討。北京：中國工運學院。
黃宏義(譯)（1985）。大前研一著。策略家的智慧。台北：長河出版社。
張火燦(1992）。人力資源管理與企業經營策略的整合。就業與訓練，10(6)期，頁54-60。
張火燦（1996）。策略性人力資源管理，台北，揚智文化公司。
張蓮生（1996）。企業從傳統產業轉入高科技產業之考量因素。政治大學科技管理研究所未出版碩士論文。台北。
陳哲彥(1998)。人力資源管理與組織績效之關係—本土及外資企業的比較。國立中山大 學人力資源管理研究所碩士論文。高雄。
陳美純(2000)。從整合觀點探討智慧資本之研究─整合觀點。第六屆資管與實務研討會。國立臺灣大學資訊管理系。
許士軍（1994）。管理學。台北：東華書局。
許淑君（1997）。競爭策略、人力資源管理系統與組織績效之研究－以國內大型製造業為例。國立中山大學人力資源管理研究所碩士論文。高雄。
黃英忠(1997)。人力資源管理。台北：三民書局。
葉日武(1997)。行銷學:理論與實務。前程企業管理有限公司。
楊小凱(2000)。中國的經濟制度改革。澳洲：超邊際經濟學會。
楊志輝(1994)。策略相關因素、企業文化類型、人力資源管理型態與人力資源管理績效關係之研究。中山大學企業管理研究所未出版碩士論文。高雄。
費正清(1994)。費正清論中國。台北：正中書局。
廖純綺(2000)。競爭策略、人力資源管理系統與組織績效之研究--兼論本土企業與外資企業之比較。國立中山大學人力資源管理研究所碩士論文。高雄。
謝安田（1980）。企業經營策略。台北：成龍圖書有限公司。
謝洪明(2001)。企業戰略的抽象群及其演化引論。中國：華南理工大學工商管理學院。
鍾招龍，(1996)。我國輸出入銀行績效考核。政治大學會計研究所未出版碩士論文。台北。

英文參考文獻
Aaker (1985). Strategy Market Management, 2nd ed., New York：John Wiley & Sons, Inc.
Abell, D.F.（1993）. Managing with Dual Strategies： Mastering the Present, Preempting the Future. New York：Free Press.
Abowd, J.M.（1990）. Does performance-based managerial compensation affect corporate performance? Industrial and Labor Relations Review, 43, pp.52-73.
Albarran, A.B.（1996）. Media Economics: Understanding Markets, Industries and Concepts, Ames Iowa: Iowa State University Press.
Amit, R., & Shoemaker,J.H.（1993）. Strategic assets and organizational rents. Strategis Management Journal, 14, pp.33-46.
Anthony, W. P., Perrewe, P. L., & Kacmar, K. M.（1996）. Strategic Human Resource Management. The Dryden Press Harcourt Brace College Publishers.
Applebaum, E., & Batt, R. (1994). The New American Workplace： Transforming Work Systems in the United States. Ithaca, NY：ILR Press.
Arthur, J. B. (1992). The link between business strategy and industrial relations systems in American steel minimills. Industrial and Labor Relations Review, 45, pp.488-506.
Arthur, J. B. (1994) Effects of human resource systems on manufacturing performance and Turnover. Academy of Management Journal, 37, pp.670-687.
Bae. （1997a）. Competitive advantage, HRM strategy, and firm performance： the experiences of indigenous firms and MNC subsidiaries in Korea and Taiwan, unpublished PhD dissertation, University of Illinois at Urbana-Champaign.
Bae. （1997b）. Beyond seniority-based systems: A paradigm shift in Korean HRM? Asia Pacific Business Review.3(4), pp.82-110.

Bae, Johngseok, Shyh-jer Chen, and John Lawler (1998) Variations in Human Resource Management in Asian Countries:MNC Home-Country and Host-Country Effects, International Journal of Human Resource Management,9(4), pp.653-679.
Bae, Johngseok, Shyh-jer Chen, Tai Wei David Wan, John Lawler and Fred Walumbwa (2003) Human Resource Strategy and Firm Performance in Pacific Rim Countries, International Journal of Human Resource Management.
Bae & Lawler（2000）. Organizational and HRM Strategies in Korea: Impact on Firm Performance in an Emerging Economy. Academy of Management Journal, 43(3), pp.502-517.
Baird, L., and Meshoulam, I. (1988). “Managing two fits of strategic human resource management”. Academy of Management Review, 13, pp.116-128.
Barney, J. (1991). “Firm resources and sustained competitive advantage”. Journal of Management, 17, pp.99-120.
Baron, J.N., Dobbin, F., & Jennings, P.D. (1986). War and peace：The evolution of modern personnel administration in U.S. industry. American Journal of Sociology, 92, pp.350-383.
Beard, D.W., & Dess, G. G.（1981）.Corporate level strategy, business-level strategy, and firm performance. Academy of Management Journal, 24, pp.663-688.
Becker, B., and Gerhart, B. (1996). “The Impact of Human Resource Management on Organizational Performance: Progress and Prospects” Academy of Management Journal, 39, pp.779–801.
Beer, M., Spector, B., Lawrence, P.R., Mills, D. Q., & Walton, R.E.（1985）Human Resource Management: A General Manager’s Perspective. New York: Free Press.
Begin, J. (1991). Strategic Employment Policy： An Organizational Systems Perspective. Englewood Cliffs, NJ：Prentice-Hall.

Bird, A., & Beechler, S. (1995). Links between business strategy and human resource management strategy in U.S.-based Japanese subsidiaries： An empirical investigation. Journal of International Business Studies, 26(1), pp.23-46.
Boxall, P. F. (1991). Strategic HRM：Beginnings of a new theoretical sophistication? Human Resource Management Journal, 2(3), pp.60-79.
Burton, M. D.（1995）. The emergence and evolution of employment systems in high-technology firms. Unpublished doctoral dissertation, Standford University, CA.
Butler, J. E., Ferris, G. R, & Napier, N. K.（1991）. Strategy and Human Resource Management. Cincinnati：South-Western Publishing.
Cappelli, P., & Singh, H. (1992). Integrating strategic human resources and strategic management. In D. Lewin, O. S. Mitchell, & P. D. Sherer(Eds.), Research Frontiers in Industrial Relations and Human Resources(pp. 165-192). WI：Industrial Relations Research Association.
Chandler, A. (1962). Strategy and Structre. New York：Doubleday.
Chen, Shyh-jer (2001). "Human Resource Management Systems and Organizational Performance: An Empirical Study of Taiwanese Firms in China," 台灣管理學刊, 1(1),pp.1-18.
Chen, Shyh-jer (1998). Characteristics and Assimilation of Chinese Immigrants in the U.S. Labor Market, International Migration, 36(2), pp187-210.
Child, J.(1974). Managerial and organizational factors associated with company performance, part I. Journal of Management Studies, 11, pp175-189.
Child, J. (1994). Management in China During the Era of Reform. Cambridge: Cambridge University Press.
Cooke, R., & Armstrong, M. (1990). The Search for Strategic Human Resource Management. Personnel Management, December, pp.30-33.
Delaney, J. T., and Huselid, M. A. (1996). The impact of human resource management practices on perceptions of organizational performance. Academy of Management Journal, 39(4), pp.949-969.
Delaney, J. T., Lewin, D., & Ichniowski, C.（1989）.Human Resource Policies and Practices in American firms. Washington, DC：U.S. Government Printing Office.
Delery, J. E., & Doty, D. H. (1996). Modes of theorizing in strategic human resource management：Tests of universalistic, contingency, and configurationally performance predictions. Academy of Management Journal, 39(4), pp.802-835.
Dess, G.G., and Robinson, R.B. (1984). “Measuring organizational performance in the absence of objective measures: the case of the privately held firm and conglomerate business unit”. Strategic Management Journal, 5, pp.265 -273.
Dessler, G.（1994）. Human Resource Management. Englewood Cliffs, NJ：Prentice-Hall.
DeVanna, M. A., Fombrun, C, J., Tichy, N. M. （1984a）. A framework for strategic human resource management. In M. A. DeVanna, C. J. Fombrun, & N. M. Tichy（Eds.）, Strategic Human Resource Management. New York; Wiley.
DeVanna, M. A., Fombrun, C, J., Tichy, N. M. （1984b）. The organizational context of strategic human resource management. In C. J. Fombrun, N. M. Tichy & M. A. DeVanna （Eds.）, Strategic Human Resource Management. New York; Wiley.
Ding, D.Z., Goodall, K., and Warner, M. (2000). The end of the “iron rice-bowl”: whither Chinese human resource management? International Journal of Human Resource Management, 11(2), pp.217-236.
Dollinger, M. J., and Golden, P. A. (1992). Interorganizational and collective strategies in small firms: Environmental effects and performance. Journal of Management, 18, pp.695-715.
Drucker, P. (1955). The Practice of Management. New York：Harper & Row.
Drucker, P. (1968). The Practice of Management. London：Pan.
Dyer, D.（1984）. Linking human resources and business strategies. Human Resource Planning, 4, pp.79-84.
Dyer, L., and Reeves, T. (1995). Human Resource Strategies and Firm Performance: What Do We Know and Where Do We Need to Go? International Journal of Human Resource Management, 6, pp.656–670.
Edvinsson L and Malone M (1997) Intellectual Capital: realising your company's true value by finding it's hidden brainpower. Harper Business, New York, United States.
Eisenhardt, K. M.(1988). Agency and institutional theory explanations： The case of retail sales compensation. Academy of Management Journal, 31, pp.488-511.
Fama, Eugene F. (1980). “Agency Problems and the Theory of the Firm”. Journal of Political Economy, 88(2), pp.288-307.
Fama, Eugene F. & Jensen, M. C.(1983). Separation of ownership and control. Journal of Law and Economics,26, pp.301-325.
French, W. L. (1986). Human Resources Management. Boston：Houghton Mifflin company.
Galbraith, J. R., & Nathanson, D. A.（1978）. Strategy Implementation： The Role of Structure and Process. St. Paul, Minn：West.
Gerhart, B., & Milkovich, G. T.（1990）. Organizational differences in managerial compensation and firm performance. Academy of Management Journal, 33, pp.663-691.
Gomez-Mejia, L. R., Balkin, D. B., & Cardy, R. L.(1995). Managing Human Resources. New York：Prentice Hall International Inc.
Goodall, K., and Warner, M. (1999). Enterprise Reform, Labor--Management Relations, and Human Resource Management in a Multinational Context. International Studies of Management & Organization, 29(3), pp.21-36.
Hambrick, D. C. (1980) Operationalizing the concept of business level strategy in research. Academy of Management Research, 5, pp.567-576.
Hart, B. H. (1967) Strategy, New York. : Praeger.
Hassard, J. (1999). Enterprise Reform in Post-Deng China. International Studies of Management & Organization, 29(3), pp.54-83.
Hill, C. W. L. & Jones, G. R.（1992）.Strategic Management Theory. Boston, M. A.：Houghton Mifflin Company.
Hiltrop, Jean-Marie.（1996）. The impact of human resource management on organizational performance： Theory and research. European Management Journal, 14(6), pp.628-637.
Hitt, M. A., Ireland, R. D., & Hoskisson, R. E.（1995）. Strategic Management：Competitiveness and Globalization. St. Paul, Minn：West Publishing Company.
Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38(3), pp.635-670.
Ichniowski, C, Shaw, K., and Prennushi, G. (1994). “The effects of human resource management practices on productivity”. Working paper, Columbia University, New York
Itami, H. (1987). Mobilizing Invisible Assets. Boston：Harvard University Press.
Jackson, S. and Littler, C.R.(1991). Wage Trends and Policies in China: Dynamics and Contradictions, Industrial Relations Journal, 22(1), pp.5-19.
Jackson, S. E., and Schuler, R. S. (1995). Understanding human resource management in the context of organizations and their environments. In M. R. Rosenzweig and L. W. Porter (Eds.), Annual review of psychology, 46, pp.237-264.
Kaufman, D. J.（1984）. Planning strategy, human resources and employment： An integrated approach. Management Planning, 32(6), pp.24-29.

Kimberly, J. (1976). Organizational size and the structuralist perspective：A review, critique and proposal. Administrative Science Quarterly, 21, pp.571-597.
Kochan, T. A., Katz, H. C., and McKersie, R. B. (1986). The transformation of American industrial relations. New York: Basic Books.
Kochan, T. A., & Osterman, P.(1994). The Mutual Gains Enterprise：Forging a Winning Partnership Among Labor, Management, and Government. Boston：Harvard Business School Press.
Kotler,Philip and Gary Armstrong: (1997). Principles of Marketing, 7th ed.”, Prentice Hall..
Lawler, John, Shyh-jer Chen, and Johngseok Bae (2000). Scale of Operations, Human Resource Systems and Firm Performance in East and Southeast Asia, Research and Practice in Human Resource Management, 8(1), pp. 3-20.
Lawrence, P. R.（1985）. The HRM futures colloquium：The managerial perspective. In R. E. Walton, & P. R. Lawrence (Eds.), HRM Trends and Challenges(pp.349-367). Boston：Harvard
Business School Press.
Lengnick-Hall, C.A., & Lengnick-Hall, M. L. （1988）. Strategic human resources management：A review of the literature and a proposed typology. Academy of Management Review, 13,(3), pp.454-470.
Leonard, J. S. （1990）. Executive pay and firm performance. Industrial And Labor Relations Review, 43, pp.13-29.
Lepak, D. P., & Snell, S.A. (1999). The human resource architecture: Toward a theory of human capital allocation and development. Academy of Management Review, 24, pp.31-48.
Lewin, D., & Yang, J. Z.（1992）. HRM policies and practices of U.S. and Japanese firms operating in the U.S. In J. F. Burton, Jr. (Eds.), Proceedings of the forty-fourth annual meeting of Industrial Relations Research Association （pp.344-351）. New Orleans.
Likert, R.（1961）. New Patterns of Management, New York：McGraw-Hill.
Lundy, O.(1994). From personnel management to strategic human resource management. The International Journal of Human Resource Management, 5(3), pp.687-720.
MacDuffie, J. P. (1995). Human resource bundles and manufacturing performance: Flexible production systems in the world auto industry Industrial and Labor Relations Review, 48, pp.197-221.
Mahoney, J. T., & Deckop, J. R.（1986）. Evolution of concept and practice in personnel administration/human resource management（PA/HRM）. Journal of Management,12, pp.223-241.
Mahoney, J. T., & Pandian, J. R.（1992）. The resource-based view within the conversation of strategic management. Strategic Management Journal,13, pp.363-380.
McEvoy, G. M., & Cascio, W. F.（1985）. Strategies for reducing employee turnover： A meta-analysis. Journal of Applied Psychology, 70, pp.342-353.
McGregor, D.（1960）. The Human Side of Enterprise. New York：McGraw-Hill.
Miles, R. E., & Snow, C. C.（1978）. Organization Strategy, Structure, and Process. New York：McGraw-Hill.
Miles, R. E., & Snow, C. C.（1984）. Designing Strategic Human Resource Systems. Organizational Dynamics, 13(1), pp.36-52.
Miller, E. L., (1999), Experiments with Economic Principles: Microeconomics, (2nd Edition), Boston: Irwin McGraw Hill.
Miller, E. L., & Burack, E. W.（1981）. A status report on human resource planning from the perspective of human resource planner. Human Resource Planning, 4(2), pp.33-40.
Milliman, J., VonGlinow, M. A., & Nathan, M.(1991). Organizational life cycles and strategic international human resource management in multinational companies： Implications for congruence theory. Academy of Management Review, 16(2), pp.318-319.

Mintzberg, H.（1990）. The design school：Reconsidering the basic premises of strategic management. Strategic Management Journal, 11, pp.171-196.
Murphy, K. J.(1985). Corporate performance and managerial remuneration. Journal of Accounting and Economics, 7, pp.11-42.
Oman, C.(1994). Globalisation and Gegionalisation. The Chellange for Developing Countries. Paris: OECD Press.
Pfeffer, J. (1994). Competitive advantage through people. Boston: Harvard Business School Press.
Pfeffer, J. & Cohen, Y.(1984). Determinants of internal labor markets in organizations. Administrative Science Quarterly, 29, pp.550-572.
Porter, M. E.(1980), Competitive Strategy：Techniques for Analyzing Industries and Competitors. New York：The Free Press.
Poter, M. E.（1985）, Competitive Advantage, New York：The Free Press.
Powell, T. C. (1992). Organizational alignment as competitive advantage. Strategic- Management Journal, 13, pp.119-134.
Raghuram G. R.,(1994). What do we know about capital structure? Some evidence from international data. The Journal of Finance, l(5), pp.1421-1460
Rowland, K. M., & Ferris, G. R.(1982). Perspectives on personnel management. In K. M. Rowland, & G. R. Ferris(Eds.), Personnel Management(pp.2-33). Boston：Allyn and Bacon.
Rowland, K. M., & Summers, S. L.(1981). Human resource planning： A second look. Personnel Administrator, 26(12), pp.73-80.
Ruekert, R. W., Walker, O. C., & Roering, K. J.(1985) The organization of marketing activities： A contingency theory of structure and performance. Journal of Marketing, 49, pp.13-25.

Rumberger, R. W. (1987). The impact of surplus schooling on productivity and earnings. Journal of Human Resources, 22, pp.24-50.
Russell, J. S., Terborg, J. R., & Powers, M. L.(1985). Organizational performances and organizational level training and support. Personnel Psychology,38, pp.849-863.
Schuler, R. S.（1994）. Strategic human resource management：Linking the people with the strategic needs of the business. In R. A. Noe, J. R. Hollenbeck, B. Gerhart, P. M. Wright(Eds.), Readings in Human Resource Management（pp.58-76）. IL：Richard D. Irwin, Inc.
Schuler, R. S. & Jackson, S.E.(1987). Linking competitive strategies with human resource management practices. Academy of Management Executive,1(3), pp.207-219.
Schuster, J.(1984). Management Compensation in High Technology Companies. Lexington, MA：Lexington Books.
Sherman, A. W. Jr., Bohlander, G. W., & Snell, S.（1996）. Managing Human Resources. 10th ed., South-Western College Publishing, Cincinnati, Ohio.
Snell, S. A.(1992). Control theory in strategic human resource management： The mediating effect of administrative information. Academy of Management Journal, 35, pp.292-327.
Steiner, G. (1969). Top Management Planning. Englewood Cliffs, NJ：Prentice-Hall.
Terpstra, D. E., and Rozell, E. J. (1993). The relationship of staffing practices to organizational level measures of performance. Personnel Psychology, 46, pp.27-48.
Tichy, N. M., Fombrun, C. J., & DeVanna, M. A.(1982). Strategic Human Resource Management. Sloan Management Review, 23(2), pp.47-61.
Truss, C., & Grattan, L.(1994). Strategic human resource management： A conceptual approach. The International Journal of Human Resource Management, 5(3), pp.663-684.
Tsang, Eric W.K. (1994). Human Resource Management Problems in Sino-foreign Joint Ventures. International Journal of Manpower, 15(9), pp.4-21.
Ulrich, D.,（1991）. Using human resources for competitive advantage, Making Organizations Competitive. San Francisco：Jossey-Bass Inc.
Venkatraman, N., & Vasudevan Ramanujam(1986). Measurement of business performance on strategy research： A comparison of approach. Academy of Management Review, 11,(4), pp.801-814.
Venkatraman, N., and Ramanujam, V. (1987). “Measurement of business economic performance: an examination of method congruence”. J Manage, 13(1), pp. 109 -122.
Walder, A.G. (1989). Factory and Manager in an Era of Reform. China Quarterly, 118, pp. 242-264.
Walton, R. E.（1985）. From control to commitment in the workplace. Harvard Business Review,62(2), pp.77-84.
Warner, M. (1995). The Management of Human Resources in Chinese Industry. London: Macmillan; New York: St Martin’s Press.
Warner, M. (ed.) (1999). China’s Managerial Revolution. London: Frank Cass.
Warner, M. (ed.) (2000). Changing Workplace Relations in the Chinese Economy. London: Macmillan; New York: St Martins Press.
Wright, P. M., and McMahan, G. C. (1992). Theoretical perspectives for strategic human resource Management. Journal of Management, 18, pp.295-320.
Wright, P. M., Smart, D., & McMahan, G. C.(1995). Matches between human resources and strategy among NCCA basketball teams. Academy of Management Journal, 38, pp.1052- 1074.
Wright, P. M., & Snell, S. A.(1991). Toward an integrative view of strategic human resource management. Human Resource Management Review,1, pp.203-225.
Wright P. M., & Snell, S. A.（1998）. Toward an unifying framework for exploring fit and flexibility in strategic human resource management. Academy of Management Review,23(4), pp.756-772.
Wright, P. M., McMahan, G. C., & McWilliams, A.(1994). Human resources and sustained competitive advantage： A resource-based perspective. International Journal of Human Resources Management, 5, pp.301-326.
Youndt, M. A., Snell, S. A., Dean, J. W. Jr., & Lepak, D. P.（1996）. Human resource management, manufacturing strategy, and firm performance. Academy of Management Journal,39(4), pp.836-866.
Zanko, M., and Couchman, P., (1998) Factors and Ergonomics in Manufacturing, Edition Spring, New York, USA, John Wiley & Sons. pp 125-139.
Zhu, CJ, Dowling, PJ, (2000) Managing Human Resources in State-Owned Enterprises in Transitional Economies: A case study in the People's Republic of China. Research and practice in Human Resource Management, 8 (1), pp.63 - 92
Zhu, Ying. (1995). Major changes under way in China's industrial relations. International Labour Review, 134, pp.37-49.

網路
中國共產黨(2001)。中國共產黨建黨80週年紀念。北京：http://www.96963.com/。
中華人民共和國國家統計局。(2002)。中華人民共和國國家統計局網頁。http://www. stats.gov.cn/ tjlj/index.htm/
中華人民共和國國務院新聞辦公室(2002)。中華人民共和國國務院新聞辦公室網頁。http://www.china.org.cn/english/index.htm/