摘 要
在漸趨全球化的競爭下，隨著環境的詭譎多變，企業的經營策略對企業的經營成敗有極大的影響，而企業的資源中最重要的資源莫過於「人」。有鑑於此，本研究嘗試在「環境的不確定」、「企業的經營策略」與「人力資源彈性策略」之間的配適關係，探討人力資源策略如何落實人力彈性配合經營策略做調整，期能提供企業創造優勢，因應外在環境挑戰，維持企業持久的競爭力，達到雙贏的境界。
本研究採個案研究之深度訪談法，深入探討四個公司，個案的選擇以高科技公司為代表，個案公司均是上市公司，主要生產的產品都不同，且為跨國企業，產業類別有石英晶體產業、IC封裝與測試產業、電容產業、光電產業等高科技公司，總共有投資19家公司（含分公司與子公司）的投資個案。由於高科技產業屬知識密集之產業且技術與研發層次不斷的創新與改進，而「人」則是關鍵所在，因此希望藉其不同產業類別中，透過企業專家實際的訪談，實際了解到不同類型的高科技公司的管理實務。
藉由文獻的整理建立本研究之理論架構，探討個案公司在環境的不確定下、企業的經營策略及人力資源彈性策略三個構面在管理實務上的關聯性，作深入訪談，研究結果發現有下列四項：
（一） 當企業認知一般環境不確定性、產業環境及公司特有環境不確定偏低時，經營策略上應採取創新型經營策略；而人力資源彈性策略運用時宜採取時間及薪資的彈性策略。
（二） 當企業認知一般環境不確定性高且產業環境與公司特有環境不確定低時，經營策略應採取創新型經營策略；而人力資源彈性策略宜採取時間及薪資的彈性策略。
（三） 當企業認知一般環境不確定與公司特有環境不確定性低但產業環境不確定性高者，經營策略應採取防禦者經營策略；而人力資源彈性策略宜採取功能及數量的彈性策略。
（四） 當企業認知一般環境不確定與公司特有環境不確定性低但產業環境不確定性中等者，經營策略應採取分析者經營策略；而人力資源彈性策略採取功能與時間的彈性策略。
結論：為當面對的環境不確定因素不同時企業組織採取不同的經營策略，內部若能夠隨時保持人力資源彈性策略，建立有系統的人力資源管理實務，創造使員工具有彈性能力的管理，讓組織運作順利，則可提昇企業競爭力。

Abstract
By following changeful environment and global competition trends, business strategy has an enormous influence toward enterprises. The most significant resource in an enterprise is manpower. Therefore, this research attempts to fit the relationship through environment uncertainty, the enterprise business strategy and human resources flexibility strategy. Besides, the research will discuss the human resources strategy how to make human resources flexibility fit and adjust business strategy practically, then promote to create enterprise competitive superiority, to follow external environment to reach enduring competitive capabilities, and to have double win.
This research method adopts depth interviews and discussions with four individual cases. These four companies in this research are high-tech multinational stock companies. Their main products are different： crystal, IC（Integrated Circuit）seal and test, electric capacity, electric photography and scanner, etc. Totally there are 19 companies (including branches and subsidiaries) in investment cases.
To build this method construction in this research by literary studies has found out the management connection among these case studies which all get involved with environment uncertainty, business strategy and human resources flexibility strategy. Four key findings are:
(1) When the enterprise is aware of the low general environment uncertainty, characteristic business environment uncertainty and industrial environment uncertainty, business strategy should take it in terms of prospector and human resources flexibility strategy should select temporal working day and flexible wages.
(2) When the enterprise is aware of the high general environment uncertainty, and low characteristic business environment uncertainty and industrial environment uncertainty, business strategy should take it in terms of prospector and human resources flexibility strategy should select temporal working day and flexible wages.
(3) When the enterprise is aware of the low general environment uncertainty and characteristic business environment, and high industrial environment uncertainty, business strategy should take it in terms of defender and human resources flexibility strategy should select functional and numerical flexibility
(4) When the enterprise is aware of the low general environment uncertainty and characteristic business environment uncertainty, and middle industrial environment uncertainty, business strategy should take it in terms of analyzer and human resources flexibility strategy should select functional and temporal flexibility.
The conclusion is an enterprise must have different business strategies to fit environment uncertainty. If the enterprise can execute the human resources flexibility strategy at all times, they can build up effective management systems, and promote competitive conditions

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………………………………………………..….5
第三節 研究流程………………………………………………..….6
第二章 文獻探討
第一節 環境不確定性………………………………………..….…7
第二節 經營策略…………….……………………………………14
第三節 人力資源彈性策略…….…………………………….……21
第三章 研究方法
第一節 研究架構………………………………………………….32
第二節 研究對象………………………………………………….33
第三節 研究限制………………………………………………….41
第四章 資料整理歸納與分析
第一節 環境不確定性因素與經營策略之相關分………………….43
第二節 經營策略與人力資源彈性之相關分析…………………….58
第五章 結論與建議
第一節 研究結論………………………………………………….80
第二節 研究建議………………………………………………….84
參考文獻
一、中文部分……………………………………………………….86
二、英文部分……………………………………………………….87
附錄一： 訪談問題……………………………………………………99
附錄二： 訪談紀錄…………………………………………………...101
表目錄
表2-1 環境分類文獻彙整表…………………………………………8
表2-2 環境不確定性文獻彙整表……………………………………11
表2-3 環境與策略之相關研究表……………………………………12
表2-4 策略定義整理表………………………………………………15
表2-5 人力資源彈性型態整理表……………………………………26
表3-1 個案公司整理表………………………………………………34
表4-1 認知環境不確定性因素與經營策略型態相關之整理表……56
表4-2 個案公司人力資源彈性整理表………………………………78
表4-3 經營策略與人力資源彈性策略之相關分析表………………79
表5-1 本研究結論整理表……………………………………………83


圖目錄
圖1-1 研究流程…………………………………………………….6
圖2-1 企業內各層次與策略的關係……………………………….16
圖3-1 觀念性研究架構…………………………………………….33

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