西方企業面臨關鍵職位人口逐漸老化和嬰兒潮退休，台灣企業則面臨人才斷層的接
班問題，「人才競爭」是未來十年企業所面臨的一場最嚴苛的戰爭，其中亞太地區將更
加重視接班人的問題。系統化的接班人管理來自於西方企業和社會，和東方企業原本敏
感低調的接班計畫大不同。因此，本研究主要目的在探討組織文化、接班人計畫認知、
組織績效的關係。此外，本研究亦將探討發展性人力資源構型對其組織文化與接班人計
畫認知關係之調節作用。
根據181 位不同產業私部門的人資主管之調查資料，本研究採用驗證性因素分析和
層級迴歸進行分析後，具體之研究結果如下：
1. 不同企業屬性在組織文化、接班人計畫認知和組織績效之間皆有顯著差異。
2. 不同組織文化對接班人計畫認知有顯著影響，且組織文化與組織績效之間有顯著
影響，但組織的接班人計畫認知與組織績效之間並無顯著相關。
3. 接班人計畫認知對組織文化與組織績效之間不具中介效果。
4. 發展性人力資源構型對組織文化與接班人計畫認知之間具有調節效果。
本研究結果可以提供相關企業在溝通接班人計畫時之參考，藉以達到提昇其組織
績效之目的。

Western enterprises have problems that people in essential position get older and
population of baby boom will retire, and enterprises in Taiwan have the gap of talents in next
generation. “The War of Talent” is the most servious war that enterprises will face in next
decade, and Asian and Pacific companies particularly focus on successor issue. Systematic
succession management originates from the Western, which is different from the Eastern
enterprises. Therefore, the main purpose of this study is to explore the relationships among
organizational cultures, succession planning cognition, organizational performance. Besides,
the moderating effect of developmental human resource configuration on organization culture
and succession planning cognition.
This study adopted confirmatory factor analysis (CFA) and multiple regression analysis
to anylyze data based on 181 returned questionnaires of HR managers in various industries
The findings are as follows:
1. There were significant differences based on different organizational characteristics in
organizational culture, succession planning cognition, and organizational performance.
2. The different organizational culture significantly affected succession planning cognition,
and organizational performance, respectively. However, there is no siganificant
correlation between succession planning cognition and organizational performance.
3. There was not mediating effect of succession planning cognition on organizational
culture and organizational performance.
4. There was the moderating effect of developmental human resource configuration
between organizational culture and succession planning cognition.
The results could be the references to the relative enterprises to help them understand
how to communicate succession planning program with organizational members and improve
organizational performance.

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 -
第二章 文獻探討................................................................................................................. - 6 -
第一節 組織文化........................................................................................................... - 6 -
第二節 接班人計劃..................................................................................................... - 10 -
第三節 發展性人力資源構型……………………………………………………….- 10 -
第四節 組織績效......................................................................................................... - 23 -
第五節 各研究變項之關係......................................................................................... - 25 -
第三章 研究方法............................................................................................................. - 29 -
第一節 研究架構......................................................................................................... - 29 -
第二節 研究變項操作性定義與衡量工具................................................................. - 30 -
第三節 研究樣本特性與抽樣方法............................................................................. - 42 -
第四節 資料分析方法................................................................................................. - 45 -
第四章 實證研究分析與討論......................................................................................... - 47 -
第一節 接班人計畫實施與否在各變項之差異分析................................................. - 47 -
第二節 企業屬性在各研究變項之變異數分析......................................................... - 48 -
第三節 相關分析......................................................................................................... - 68 -
第四節 組織文化、接班人計畫認知及組織績效之迴歸分析................................. - 72 -
第五節 接班人計畫認知對組織文化與組織績效之中介效果分析......................... - 77 -
第六節 發展性人力資源構型之調節效果分析......................................................... - 80 -
第七節 研究假設驗證結果......................................................................................... - 87 -
第六章 結論與建議......................................................................................................... - 89 -
第一節 結論................................................................................................................. - 89 -
第二節 建議................................................................................................................. - 91 -
第三節 研究限制與未來研究方向............................................................................. - 92 -
參考文獻............................................................................................................................. - 94 -
附錄 問卷......................................................................................................................... - 94 -

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