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論文名稱 Title |
人力資源實務與組織創新績效關係之研究 The Relationship between Human Resource Practices and Innovation Performance. |
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系所名稱 Department |
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畢業學年期 Year, semester |
語文別 Language |
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學位類別 Degree |
頁數 Number of pages |
90 |
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研究生 Author |
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指導教授 Advisor |
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召集委員 Convenor |
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口試委員 Advisory Committee |
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口試日期 Date of Exam |
2008-05-31 |
繳交日期 Date of Submission |
2008-06-17 |
關鍵字 Keywords |
組織創新能力、創新型文化、組織創新績效、人力資源實務、組織創新 Innovation Capability, Innovative Culture, Innovation Performance, Human Resource Practices, Innovation |
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統計 Statistics |
本論文已被瀏覽 5659 次,被下載 44 次 The thesis/dissertation has been browsed 5659 times, has been downloaded 44 times. |
中文摘要 |
面對環境的劇烈變動,企業唯有創新才能取得競爭優勢,使組織持續獲利,企業所思考的不再是「是否要創新?」而是「如何成功地創新?」因此,本研究嘗試由人力資源管理的角度出發,探討組織創新能力、創新型文化、人力資源實務對組織創新績效的直接影響,另外,人力資源實務是否會透過組織創新能力、創新型文化間接地影響組織創新績效,亦為探求之課題。 為尋求解答,本研究採用問卷調查法,從天下雜誌2006年製造業營業收入排名前250大之中選取201家企業進行研究,並以人力資源主管為問卷發放對象,共回收有效問卷111份,經統計分析獲得以下研究結果: 一、組織創新能力能顯著正向影響組織創新績效。 二、創新型文化能顯著正向影響組織創新績效。 三、人力資源實務能顯著正向影響組織創新績效。 四、人力資源實務能顯著正向影響組織創新能力。 五、組織創新能力對人力資源實務與組織創新績效間具中介效果。 六、人力資源實務能顯著正向影響創新型文化。 七、創新型文化對人力資源實務與組織創新績效間具中介效果。 |
Abstract |
While facing a dynamic environment, a company needs innovation to enhance their competitiveness and to continue to grow in terms of profits. For the company, the question becomes not “whether” but “how” to innovate. This thesis, with a perspective of human resources, explores how organizational innovation capabilities, innovative culture, and human resource practices directly affect the effectiveness of innovation. In addition, the indirect impact of human resource practices intertwined with innovation capabilities and innovative culture as a mediator is also under scrutiny. This thesis is conducted through opinion survey, with 201 samples out of 250 manufacturers introduced by Tianxia Magazine. With the valid 111 questionnaires replied by the chairs or directors of human resources department in each company, the findings of this thesis can be summarized as follows: 1. Innovation capability impacts the innovation performance positively. 2. Innovative culture impacts the innovation performance positively. 3. Human resource practices impacts the innovation performance positively. 4. Human resource practices impacts the innovation capability positively. 5. Innovation capability has mediating effect between human resource practices and innovation performance. 6. Human resource practices impacts the innovative culture positively. 7. Innovative culture has mediating effect between human resource practices and innovation performance. |
目次 Table of Contents |
目錄 表目錄 圖目錄 第一章 緒論 第一節 研究背景與動機 第二節 研究目的 第三節 研究流程 第二章 文獻探討 第一節 組織創新 第二節 組織創新績效 第三節 組織創新能力 第四節 創新型文化 第五節 有助創新之人力資源實務 第三章 研究方法 第一節 研究架構與研究假設 第二節 研究變項之操作型定義與衡量 第三節 資料蒐集方法與樣本特性分析 第四節 資料分析方法 第四章 實證資料分析 第一節 研究變項間之相關性 第二節 有助創新之人力資源實務對組織創新績效之影響 第三節 有助創新之人力資源實務對組織創新能力之影響 第四節 有助創新之人力資源實務對創新型文化之影響 第五節 組織創新能力對組織創新績效之影響 第六節 創新型文化對組織創新績效之影響 第七節 組織創新能力中介效果之探討 第八節 創新型文化中介效果之探討 第五章 結論與建議 第一節 研究結果與管理意涵 第二節 研究限制與後續研究建議 參考文獻 研究問卷 |
參考文獻 References |
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