臺灣人文及社會科學引文索引資料庫系統

:::

詳目顯示

回上一頁
第 1 筆 / 總合 1 筆   第一頁 上一頁 下一頁 最後一頁
/1頁
題名：醫療機構之人力資源管理實務、員工承諾與經營績效的關係~模糊理論與灰色理論的整合運用~
作者：郭幸萍 引用關係
作者(外文)：Hsing-Ping Kuo
校院名稱：國立成功大學
系所名稱：企業管理學系碩博士班
指導教授：張淑昭
吳萬益
學位類別：博士
出版日期：2004
主題關鍵詞：灰關聯分析；策略類型；模糊集合理論；醫院；人力資源管理實務；績效；員工承諾；Employee Commitment；HRM Practice；Performance；Hospital；Strategic type；Grey Relation Analysis；Fuzzy Set Theory
原始連結：連回原系統網址new window
相關次數：
  • 被引用次數被引用次數:期刊(1) 博士論文(0) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:1
  • 共同引用共同引用:0
  • 點閱點閱:32
　　台灣的全民健保制度從民國84年開始實施後，台灣的醫療機構經營環境面臨重大的改變，要如何改善營運的效率引起廣泛的討論與注意。在醫院中，要如何控制營運的成本變成最重要的課題，其中尤其是人力資源管理的成本佔總營運成本的比率最高。台灣的醫院經營環境複雜且競爭，根據文獻探討及研究的迫切性的結果，本研究欲探討以下四個問題：（1）不同策略類型的醫院，其人力資源管理實務的實行狀況是否不同？（2）每一種人力資源管理實務對醫院的績效是否有不同程度的影響？（3）每一種人力資源管理實務對醫院的績效基於不同策略類型的醫院是否有不同程度的影響？（4）員工承諾在人力資源管理實務與醫院的績效的關係之間是否扮演著中介的角色？本研究主要的目的在於使用灰色系統理論的灰關聯分析和模糊集合理論來探討台灣醫療機構之人力資源管理實務與醫院的績效的關係。
資料收集來自於台灣地區50家大型醫院，本研究的問卷填答者包括15位醫管界專家、50位決策者，92位人力資源部門之相關資深工作人員及主管以及370位醫院的員工，本研究一共分為三個階段，質性訪談的部份用來輔助後續研究的發展與量性分析：第一階段主要在於透過專家的訪談來了解人力資源管理實務本質及醫院績效指標的建構；第二階段則著重於經由專家的意見藉由模糊集合理論來建構醫院之人力資源管理實務之衡量內容；第三階段則藉由灰色系統理論的灰關聯分析，旨在探討人力資源管理實務、員工承諾及與醫院績效的關係。
　　本研究的研究結果如下：（1）不同策略類型的醫院，其人力資源管理實務的實行狀況確實不同；（2）每一種人力資源管理實務對醫院的績效有不同程度的影響，在11個人力資源管理實務中，員工參與、內部工作機會及人力資源規劃是前三個對醫院的檔案記錄績效影響較高的主要人力資源管理實務，另外，職業安全、團隊工作及激勵性報酬制度是前三個對醫院的認知績效影響較高的主要人力資源管理實務；（3）每一種人力資源管理系統對醫院的績效有不同程度的影響；（4）每一種人力資源管理實務對醫院的績效基於不同策略類型的醫院有不同程度的影響；（5）員工承諾的中介效果存在於人力資源管理實務與醫院績效的關係間，但不大於直接效果；（6）從灰關聯分析的結果來看，本研究發現員工承諾會受人力資源管理實務實行程度的影響。
　　因此，由於經營環境的不同，醫院管理者在配置人力資源管理實務及系統之前需要審慎的評估經營環境，從本研究的灰關聯分析結果來看，醫院可以評估其管理目標根據那些人力資源管理實務與不同類型績效之灰關聯度較高的人力資源管理實務來作為資源配置的優先順序考量，讓醫院管理者作更有效的資源配置。
　　In Taiwan, National Health Insurance (NHI) program is started to implement from 1995. Since then, the healthcare institutions in Taiwan have changed considerably and how to improve the operation efficiency has created very high attention. How to control the operational cost is the most important issue for hospitals. Furthermore, the cost of HRM is the highest percentage of total operational cost. Operating hospitals today in Taiwan is increasingly instantaneous, and competitive. According to the research background and literatures review, there are four questions of this study. （1）Does different strategic type have different implementation level of HRM practices in hospitals? (2) Does each HRM practice have a different degree of influence on hospitals’ performance? (3) Does each HRM practice have a different degree of influence on hospitals’ performance based on different strategic type? (4) Does the employee commitment served as a mediate role between the relationship of HRM practices and performance? The research purpose of this study is to explore the relationship between the HRM practices and performance in the Taiwanese healthcare institutions by using the grey relation analysis of the Grey System Theory and the Fuzzy Set Theory.
　　The data was gathered from 50 large-scale hospitals in Taiwan. The respondents of this study included 15 experts, 50 decision-makers, 92 personnel of HR department, and 370 employees. This study was divided into three phases, the qualitative analysis is used to complement the quantitative analysis. Phase Ⅰ aimed to investigate what the nature of HRM practices is and what the indicators of hospitals’ performance are actually in the healthcare industry through experts’ interview. Phase Ⅱ focused on constructing the HRM practices by using the fuzzy logic based decision model. Phase Ⅲ explored the relationship between the HRM practices, employee commitment, and hospitals’ performance by using the grey relation analysis of Grey System Theory.
　　The results of this study summarized as follows: (1) Different strategic type has the different implementation level of HRM practices in hospitals. (2) Each HRM practice has a different degree of influence on hospitals’ performance. Among 11 HRM practices, employee participation, internal career opportunities, and HR planning are regarded as three of the main practices for impacting hospital archival performance. Furthermore, among 11 HRM practices, employment security, teamworking, and incentive compensation are regarded as three of the main practices for impacting hospital perceptual performance. (3) Each HRM system has a different degree of influence on hospitals’ performance. (4) Each HRM practice has a different degree of influence on hospitals’ performance based on different strategic type. (5) The mediating effect of employee commitment existed between the HRM practices and organization performance, but not larger than the direct effect. (6) From the results of the grey relation analysis, this study found that the employee commitment was affected by the HRM practices critically.
　　Thus, owing to differences in managerial environments, hospitals may need to carefully evaluate operating environment before allocating HRM systems to operating systems. From the above results, hospitals could initially allocate their resources and evaluate their managerial objective to those significant contribution systems and practices of HRM according to the priority of grey relation coefficient.
Ahmad, S., & Schroeder, R. G. (2003), “The impact of human resource management practices on operational performance: recognizing country and industry differences.”, Journal of Operations Management, 21 (1): pp. 19-43.
Anderson, J. C., Rungtusanatham, M., & Schrieder, R. G. (1994), “A theory of quality management underlying the Deming management method.”, Academy of Management Review, 19 (3): pp. 472-509.
Andrea, R. (1997), “Linking organizational effectiveness, key success factors and performance measures: an analytical framework.”, Management Accounting Research, 8: pp. 207-219.
Appelbaum, E., Bailey, T., berg, P., & KalleBerg, A. L. (2000), Manufacturing Advantage: Why High-Performance Work Systems Pay Off., Cornell University Press, New York.
Appleby, A., & Mavin, S. (2000), “Innovation not imitation: human resource strategy and the impact on world-class status.”, Total Quality Management, 11 (4-6): pp. 554-561.
Armstrong, M. (1997), Strategies for Human Resource Management: A Total Business Approach, Kogan Page: London.
Arthur, J. B.(1994), “Effects of human resource systems on manufacturing performance and turnover.”, Academy of Management Journal, 37 (3): pp. 670-687.
Bae, J., Chen, S. J., & Lawler, J. J. (1998), “Variations in human resource management in Asian countries: MNC home-country and host-country effects.”, The International Journal of Human Resource Management, 9 (4): pp. 653-670
Barnett, S., Buchanan, D., Patrickson, M., & Maddern, J. (1996), “Negotiating the evolution of the HR function: practical advice from the health care sector.”, Human Resource Management Journal, 6 (4): pp. 18-37.
Bass, B. Huang, G., & Russo, J. (1997), “Incorporating climate change into risk assessment using grey mathematical programming.”, Journal of Environmental Management, 49: pp. 107-123.
Becker, B. E., & Huselid, M. A. (1998), “High performance work systems and firm performance: a synthesis of research and managerial implications.”, Research in Personnel and Human Resources, 16: pp. 53-101.
Beechler, S., Brid, A., & Raghuram, S. (1993), “Linking business strategy and transnational human resource management practices.”, Advances in International and Comparative Management, 8: pp.199-215.
Beer, M., Spector, B., Lawrence, P. R., Mills, D. Q., & Walton, R.E. (1985), Human Resource Management: A General Manager’s perspective., New York: The free Press.
Bennett, N., Ketchen, D. J. Jr., Schultz, E. B. (1998), “An examination of factors associated with the integration of human resource management and strategic decision making.”, Human Resource Management, 37 (1): pp. 3-16.
Beverly, L. L., Jerry, K. (1999), “Recruiting employees for the health care industry.”, American Business Review, 17 (2): pp. 107-111.
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.
Blau, G. T. (1985), “The measurement and prediction of career commitment.”, Journal of Occupational Psychology, 58: pp. 277-288.
Borman, W. C. (1991), “Job behavior, performance, and effectiveness.”, Handbook of Industrial and organizational psychology, 2: pp. 271-326.
Borrill, C., West, M. A., Shapiro, D., & Rees, A. (2000), “Team working and effectiveness in health care.”, British Journal of Health Care, 6: pp. 364-371.
Boselie, P., Paauwe, J., & Richardson, R. (2003), “Human resource management, institutionalization and organizational performance: a comparison of hospital, hotels and local government.”, International Journal of Human Resource Management, 14 (8): pp. 1407-1429.
Browne, J. H. (2000), “Benchmarking HRM practices in healthy work organizations.”, American Business Review, 18
(2): pp. 54-61.
Capowski, G. (1997), “It''s time to get back to the basics.”, HR Focus, 74 (3): pp. 16.
Carl, F. F., & Ingmar, B. (2001), “The effect of human resource management practices on MNC subsidiary performance in Russia.”, Journal of International Business Studies, 32 (1): pp. 59-75.
Caudron, S. (1996), “Keeping spirits up when times are down.”, Personnel Journal, 75 (8): pp. 26-31.
Cebeci, U., Beskese, A. (2002), “An approach to the evaluation of quality performance of the companies in Turkey.”, Managerial Auditing Journal, 17 (1/2): pp. 92-100.
Chang, C. L., Liu, P. H., Wei, C. C. (2001), “Failure mode and effects analysis using grey theory.”, Integrated Manufacturing Systems, 12 (3): pp.211-216.
Chang, Y. H., Yeh, C. H. (2002), “A survey analysis of service quality for domestic airlines.”, European Journal of Operational Research, 139 (1): pp.166-177.
Chang, P. L., Chen, W. L. (2002), “The effect of human resource management practices on firm performance: empirical evidence from high-tech firms in Taiwan.”, International Journal of Management, 19 (4): pp. 622-631.
Chen, C. B., Klein, C. M. (1997), “A simple approach to ranking a group of aggregated fuzzy utilities.”, IEEE Transactions on Systems, 27 (1): pp. 26-35.
Chen, C. N., Ting, S. C. (2002), “A study using the grey system theory to evaluate the importance of various service quality factors.”, The International Journal of Quality & Reliability Management, 19 (6/7): pp. 838-861.
Chen, L. H., Weng, M. C. (2002), “Using fuzzy approaches to evaluate quality improvement alternative based on quality costs.”, The International Journal of Quality & Reliability Management, 19 (2): pp. 122-136.
Chien , M. H. (2004), “A study to improve organizational performance: a view from SHRM.”, Journal of American Academy of Business, 4 (1/2): pp. 289-291.
Cross, N. (1994), Engineering Design Methods, New York, Wiley.
Currie, G., Procter, S. (2001), “Exploring the relationship between HR and middle managers.”, Human Resource Management Journal, 11 (3): pp. 53-69.
Dalkey, N. (1969), The Delphi Method: An Experimental Study of Group Opinion., Rand Corporation, Santa Monica.
D’Arcimoles, C. H. (1997), “Human resource policies and company performance: a quantitative approach using longitudinal data.”, Organization Studies, 18: pp. 857-874.
Delaney, J. T., & 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.
Delery, J. E., & Doty, D. H. (1996), “Modes of theorizing in strategic human resource management: tests of universalistic, contingency, and configurational performance predictions.”, Academy of Management Journal, 39 (4): pp. 802-835.
Deng, J. L. (1989), “Introduction to Grey System Theory.”, The Journal Of Grey System, 1(1): pp. 1-24.
Deng, J. L. (1987), Basic Methods of Grey Systems, Hua Chung Science and Engineering University Publisher, Wuhan.
Deng, J. L. (1985), Grey Systems, Hua Chung Science and Engineering University Publisher, Wuhan.
Deshpande, S. P. (2002), “The impact of union elctions on human resources management practices in hospitals.” The Health Care Manager, 20(4): pp. 27-35.
Doty, D. H., & Glick, W. H. (1994), “Typologies as a unique form of theory building: toward improved understanding and modeling.”, The Academy of Management Review, 19 (2): pp. 230-251.
Dyer, L., & Reeves, T. (1995), “Human resource strategies and firm performance.”, International Journal of Human Resource Management, 6: pp. 656-670.
Eledenburg, L., Krishnan, R. (2003), “Public versus private governance: a study of incentives and operational performance.”, Journal of Accounting & Economics, 35 (3): pp. 377-404.
Feng, C. M., & Wang, R. T. (2000), “Performance evaluation
for airlines including the consideration of financial ratios.”, Journal of Air Transport Management, 6: pp. 133-142.
Fiona, E. (2003), “Employee-centred human resource management practices.”, New Zealand Journal of Industrial Relations, 28 (3): pp. 230-240.
Fletcher, C., & Williams, R. (1985), Performance Appraisal and Career Development, London: Hutchinson.
Fornbrum, C., Tichy N., & Devanna, M. (1984), Strategic Human Resource Management, NY: Wiley, New York.
Gaertner, K. N., & Nollen, S. D. (1989), “Career experiences, perceptions of employment practices, and psychological commitment to the organization.”, Human Relations, 42 (1): pp. 975-991.
Gerhart, B., & Milkovich, G. T. (1990), “Organizational differences in managerial compensation and financial performance.”, Academy of Management Journal, 33: pp. 663-691.
Gordon, M. E., & Ladd, R. T. (1990), “Dual allegiance: renewal, reconsideration, and recantation.”, Personnel Psychology, 43: pp. 37-69.
Griffith, J. R., Alexander, J. A., & Warden, G. L. (2002), “Measuring comparative hospital performance / practitioner response.”, Journal of Healthcare Management, 47 (1): pp. 41-57.
Grover, S. L., & Crooker, K. J. (1995), “Who appreciates family-responsive human resource policies: the impact of family-friendly policies on the organizational attachment of parents and non-parents.”, Personnel Psychology, 48 (2): pp. 271-288.
Guest, D., & Hoque, K. (1994), “The good, the bad and the ugly: employee relations in new non-union workplaces.”, Human Resource Management Journal, 5: pp. 1-14.
Gupta, A. K., & Govindarajan, V. (1986), “Business unit
strategy, managerial characteristics, and business unit effectiveness at strategy implementation.”, Academy of Management Journal, 27: pp. 25-41.
Hair, J. F. Jr., Anderson, R. E., Tatham, R. L., & Black, W. C. (1998), Multivariate Data Analysis. 5th ed, Prentice-Hall, Englewood Cliffs, NJ.
Hofmarcher, M. M., Paterson, I., & Riedel, M. (2002), “Measuring hospital efficiency in Austria - a DEA approach.”, Health Care Management Science, 5 (1): pp. 7-14.
Hou, S. H. (2002), “Establishing a framework for customer relationship management in healthcare- with empirical study”, Master Thesis, Graduate School of National Chiao Tung University in Taiwan.
Hsiao, S. W. (2000),” The theory and the application of quantitative decision.”, Course handouts, National Cheng Kung University, Taiwan.
Hsiao, S. W. (1998), “Fuzzy logic based decision model for product design.”, International Journal of Industrial Ergonomics, 21: pp. 103-116.
Hsiao, S. W. (1994a), “Fuzzy set theory on car-color design.”, Color Research and Application, 19 (3): pp. 202-213.
Hsiao, S. W. (1994b), “Fuzzy set theory applied to car style design.”, International Journal of Vehicle Design,
15 (3/4/5): pp. 255-278.
Hsu, C. I., Wen, Y. H. (2000), “Application of grey theory and multiobjective programming towards airline network design.”, European Journal of Operational Research, 127 (1): pp. 44-68.
Hsu, H. M., Chen, Y. (2000), “Grey relation pattern recognizer for X control charts.”, International Journal of Manufacturing Technology and Management, 1 (2, 3): pp. 271-287.
Huang, Y. C. (1998), Modern Human Resource Management, Haw-Tai Culture Company, Tapia.
Huselid, M. A. (1995), “The impact of human resource management practices on turnover, productivity, and corporate financial performance.”, Academy of Management Journal, 38 (3). 635-672.
Ichniowski, C., Shaw, K. (1999), “The effects of human resource management systems on economic performance: An international comparison of U.S. and Japanese plants.”, Management Science, 45 (5): pp. 704-721.
Jackson, P. R., Stafford, E. M., Banks, M. H., & Warr, P. B. (1983), “Unemployment and psychological distress in young people: the moderating role of employment commitment.”, Journal of Applied Psychology, 68: pp. 525-535.
Jackson, S. E., Schuler, R. S., Rivero, J. C. (2003), “Organizational characteristics as predictors of personnel practices.”, Personnel Psychology, 42 (4): pp. 727-786.
Jeffrey, S. H., Donald, F. K. (2003), “Human resource management in U.S. small businesses: a replication and extension.”, Journal of Developmental Entrepreneurship, 8 (1): pp. 73-92.
Kinicki, A. J., Carson, K. P., & Bohlander, G. W. (1992), “Relationship between an organization''s actual human resource efforts and employee attitudes.”, Group & Organization Management, 17 (2): pp. 135-152.
Klir, G. J., Yuan, B. (1995), Fuzzy Sets and Fuzzy Logic, Englewood Cliffs, N.J., Prentice Hall-PTR.
Kumar, K., Strandholm, K. (2002), “Perceived uncertainty: how different environmental sectors moderate strategy-performance relationships.”, Journal of American Academy of Business, 1 (2): pp. 289-295
Laursen, K., & Foss, N. J. (2003), “New human resource management practices, complementarities and the impact on innovation performance.”, Cambridge Journal of Economics, 27 (2): pp. 243-263.
Lee S. H. (2000), “A managerial perspective of the objectives of HRM practices in Singapore: an exploratory study.”, Singapore Management Review, 22 (1): pp. 65-82.
Li, L. X., Benton, W. C., & Leong, G. K. (2002), “The impact of strategic operations management decisions on community hospital performance.”, Journal of Operations Management, 20 (4): pp. 389-408.
Lin, C. T., & Hsu, P. F. (2002), “Forecast of non-alcoholic beverage sales in Taiwan using the grey theory.”, Asia Pacific Journal of Marketing and Logistics, 14 (4): pp. 3-12.
Lucas R. (2002), “Fragments of HRM in hospitality? Evidence from the 1998 workplace employee relations survey.”, International Journal of Contemporary
Hospitality Management, 14 (5): pp. 207-212.
Lucille S. (2002), “A new approach to assessing staffing effectiveness.”, Nursing Management, 33 (7): pp. 12-13.
Mabuchi, G. (1998), “An approach to the comparison of fuzzy subsets with an α-cut dependent index.”, IEEE Transactions on Systems, 2: pp. 264-272.
MacDuffie, J. P. (1995), “Human resource bundles and manufacturing performance: organi.”, Industrial & Labor Relations Review, 48 (2): pp. 197-221.
Martell, K., Gupta, A., & Carroll, S. J. (1996), “Human
resource management practices, business strategies, and firm performance: a test of strategy implementation theory.”, Journal of Management, 17 (1): pp. 18-35.new window
McDaniel, S. W., & Kolari, J. W. (1987), “Marketing
strategy implications of the Miles and Snow strategic typology.”, Journal of Marketing, 51 (4): pp. 19-30.
Melody, J. M. C., Thomas, F. M. I., & Myron D. F. (2001), “Measuring organizational performance in the hospital industry: an exploratory comparison of objective and subjective methods.”, Health Services Management Research, 14 (4): pp. 211-219.
Meyer, A. D., Tsui, A. S., & Hinings, C. R. (1993), “Configurational approaches to organizational analysis.”, Academy of Management Journal, 36 (6): pp. 1175-1195.
Meyer, J. P., & Smith, C. A. (2000), “HRM practices and organizational commitment: test of a mediation model.”, Canadian Journal of Administrative Sciences, 17 (4): pp. 319-331.new window
Miles, R. E. (1978), Organizational Strategy, Structure and process., New York: McGraw Hill.
Miles, R. E., Snow, C. C. (1984), “Designing strategic human resource systems.”, Organization Dynamics, 13: pp.36-52.
Mintzberg, H. (1990), “The design school: reconsidering the basic premises of strategic management.”, Strategic Management Journal, 11: pp. 171-196.
Mondy, R. W., Neo, R. M., & Premeaux, S. R. (2002), Human Resource Management, 8th, Prentice- Hall, New Jersey.
Morrow, C. C., Jarrett, M. Q., & Rupinski, M. T. (1997),
“An investigation of the effect and economic utility of corporate-wide training.”, Personnel Psychology, 50 (1): pp. 91-119.
Neal, A., & Griffin, M. A. (1999), “Developing a theory of performance for human resource management.”, Asia Pacific Journal of Human Resources, 37: pp. 44-59.
Neo, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2000), Human Resource Management, 3rd, McGraw-Hall, North America.
Ning, D., Wang, L. (1996), “ Optimization of harmonious development on regional energy-economy-atmospheric environment system.”, Journal of Environmental Sciences, 8 (4): pp. 390-396.
Olian, J. D., & Rynes, S. L. (1984), “Organizational staffing: integrating practice with strategy.”, Industrial Relations, 23 (2): pp. 170-183.
Orlando, C. R. (1999), “Human resources diversity in ideal organizational types and firm performance employing the concept of equifinality.”, The Mid - Atlantic Journal of Business, 35 (1): pp. 11-24.
Orlando, C. R., & Nancy, B. J. (2001), “Understanding the impact of human resource diversity practices on firm performance.”, Journal of Managerial Issuese, 13 (2): pp. 177-195.
Pahl, G., Beitz, W. (1988), Engineering Design, London, The design council.
Pamela, L. P., Suzanne, K. S. (1996), “Human resource departments and hospital labor strategies.”, Hospital & Health Services Administration, 41 (1): pp. 77-90.
Patterson, M., West, M. A., Lawthorne, R., & Niskell, S. (1998), “Impact of people management practices on business performance.”, Issues in People Management, 22. London: Institute of Personnel and Development.
Pawan, S. B. (2000), “Evaluating levels of strategic integration and devolvement of human resource management in the UK.”, Personnel Review, 29 (2): pp. 141-158.
Pommerenke, P. L., Stout, S. K. (1996), “Human resource departments and hospital labor strategies.”, Hospital & Health Services Administration, 41 (1): pp. 77-91.
Porter, M. (1985), Competitive Advantage, NY: Free Press, New York.
Prascevic, Z., Petrovic-Lazarevic, S. (1998), “Fuzzy multiple objective decision making in the construction industry.”, (Monash University, Department of Management, working paper), pp.90-98.
Prascevic, Z., Petrovic-Lazarevic, S. (1997), ”Determination of optimal bidding profit rate by fuzzy set theory.”, Cybernetics and Systems, 28 (4): pp. 337-343.
Prascevic, Z., Petrovic-Lazarevic, S. (1996), “Probabilistic- possibilistic approach to the optimal selection of a contractor.”, Yugoslav Journal of Operational Research, 6 (1): pp. 137-141.
Roger, F. B., Ian, N. L., & Martina, A. B. (1999), “Internal marketing and customer driven wavefronts.”, The Service Industries Journal, 19 (4), pp. 49-67.
Sagie, A., Krausz, M. (2003), “What aspects of the job have most effect on nurses?”, Human Resource Management Journal, 13 (1): pp. 46-62.
Saks, A. (1995), “Longitudinal field investigation of the moderating and mediating effects of self-efficacy on the relationship between training and newcomer adjustment.”, Journal of Applied Psychology, 80 (2): pp. 211-225.
Sarkis, J., & Talluri, S. (2002), “Efficiency measurement of hospitals: issues and extensions.”, International Journal of Operations & Production Management, 22 (3): pp. 306-313.
Saaty, T. L. (1980), The Analytic Hierarchy Process, New York, McGraw-Hill.
Schuler, R. S., Dowling, P. J., & DeCieri, H. (1993), “An integrative framework of strategic international human resource management.”, International Journal of Human Resource Management, 4: pp. 717-764.
Schwarzwald, J., Koslowsky, M., & Shalit, B. (1992), “A field study of employees’ attitudes and behaviors after promotion decisions.”, Journal of Applied Psychology, 77: pp. 511-514.
Shen, J. C., Shi, T. H., & Wang, S. C. (1998), “An evaluation study using grey relational analysis in travel risks.”, Proceedings of the 1998 conference on the grey system theory and its applications, Taiwan, pp. 185-193.
Shimizu, Y. & Jindo, T. (1995), “ A fuzzy logic analysis method for evaluating human sensitivities.”, International Journal of Industrial Ergonomics, 15: pp. 39-47.
Simon, K. M. M., Syed, A. (2003), “Human resource management practices, strategic orientations, and company performance: a correlation study of publicly listed companies.”, Journal of American Academy of Business, 2 (2): pp. 510-515.
Simons, R. (2000), Performance Measurement & Control Systems for Implementing Strategy., Upper Saddle River, Prentice- Hall, New Jersey.
Sisson, K. (1994), Personnel management: A Comprehensive Guide to Theory and Practice in Britain, 2nd , Oxford: Blackwell.
Sonnenfeld, J. A., & Peiperl, M. A. (1988), “Staffing policy as a strategic response: a typology of career systems.”, Academy of Management Review, 13: pp. 588-600.
Steffy, B. D., & Jones, J. W. (1988), “The impact of family and career planning variables on the organizational, career, and community commitment of professional women.”, Journal of Vocational Behavior, 32: pp. 196-212.
Stiles, P., Gratton, L., Truss, C., Hope-Hailey, V., & McGovern, P. (1997), “Performance management and the psychological contract.”, Human Resource Management Journal, 7 (1): pp. 57-66.
Storey, J. (1995), Human Resource Management: A Critical Text, Routledge, London.
Strandholm, K., & Kumar, K. (2003), “Differences in environmental scanning activities between large and small organizations: the advantage of size.”, Journal of American Academy of Business, 3 (1/2): pp. 416-421
Sturman, M. C. (2003), “Utility analysis: a tool for quantifying the value of hospitality human resource interventions.”, Cornell Hotel and Restaurant Administration Quarterly, 44 (2): pp. 106-116.
Terpstra, D. E., & Rozell, E. J. (1993), “The relationship of staffing practices to organizational level measures of performance.”, Personnel Psychology, 46 (1): pp. 27-48.
Towers, T. (1994), The Handbook of Human Resource Management, Blackwell: Oxford.
Ufek, C., Ahmet, B. (2002), “An approach to the evaluation of quality performance of the companies in Turkey.”, Managerial Auditing Journal, pp. 92-100.
Venkatraman, N. (1989), “The concept of fit in strategy
research: toward verbal and statistical correspondence.”, The Academy of Management Review, 14 (3): pp. 423-444.
Venkatraman, N., Prescott, J. E. (1990), “Environment strategy coalignment: an empirical test of its performance implications.”, Strategic Management Journal, 11 (1): pp. 1-23.new window
Wagner, R., Hlavacka, S., & Bacharova, L. (2000), “Special section - Slovakia''s Health System: Hospital human resource planning in Slovakia.”, Journal of Management in Medicine, 14 (5/6): pp. 383-406.
Walton, R.E. (1985), “From control to commitment in the workplace”, Harvard Business Review, 63: pp. 77-84.
Wang, E. J. (2002), “Outage costs and strategy for hi-tech industries: a fuzzy multiple goal approach.”, The International Journal of Quality & Reliability Management, 19 (8/9): pp. 1068-1087.
Werner, H. B., & Malcolm, W. (2002), “Strategic human resource management in western multinationals in China: the differentiation of practices across different ownership forms.”, Personnel Review, 31 (5/6): pp. 553-581.
West, M. A., Borrill, C., Dawson, J., Scully, J., Carter, M., Anelay, S., Patterson, M., & Waring, J. (2002), “The ling between the management of employees and patient mortality in acute hospitals.”, International Journal of Human Resource Management, 13 (8): pp. 1299-1310.
White, A. (1993), Management for Clinicians, Kent: Edward Arnold.
Willis, A. K. (2001), “Aligning performance measurements with organizational strategies.”, Hospital Materiel Management Quarterly, 22 (3): pp: 54-63.
Wong, A. & Petrovic, L. (2000), “Fuzzy control model in the hospitality industry.”, International Journal of Agile Management Systems, 2, pp.156-162.
Wood, S. (1999), “Human resource management and performance.”, International Journal of Management Reviews, 1: pp. 367-413.
Wright, P. M., & McMahan, G. C. (1992), “Theoretical perspectives for strategic human resource management.”, Journal of Management, 18: pp. 295-320.
Wright, P. M., & Snell, S. A. (1991), “Toward an integrative view of strategic human resource management.”, Human Resource Management Review, 1: pp. 203-225.
Wu, C. C., & Chang, N. B. (2003), “Grey input-output analysis and its application for environmental cost allocation.”, European Journal of Operational Research, 145 (1): pp. 175-201.
http://www.tjcha.org.tw/ (Taiwan Joint Commission on Hospital Accreditation).
Yeung, A. K., Berman, B. (1997), “Adding value through human resources: reorienting human resource measurement to drive business performance.”, Human Resource Management, 36 (3): pp. 321-335.
Yeung, A., Brockbank, W. (1994), “Lower cost, higher value: human resource function in transformation.”, Human Resource Planning, 17 (3): pp.1-16.
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.
Yuen P. P., Gould, D., & Cheng, M. Y. (2002), “Rationing hospital services in Hong Kong: priority setting by clinicians using the delphi method.”, Health Services Management Research, 15 (1): pp. 1-13.
Yuan, Y. (1991), “Criteria for evaluation fuzzy ranking methods.”, Fuzzy Set System, 44: pp. 139-157.
Zadeh, L. A. (1965), “Fuzzy sets.”, Information and Control, 8: pp. 338- 353.
Zang, S., Wang, J., & Wu, J. (1999), “ Grey modeling hospital infection.”, The Journal of Grey System, 11 (2): pp. 153-158.
Zeffane, R., & Mayo, G. (1994), “Planning for human resources in the 1990s: development of an operational model.”, International Journal of Manpower, 15 (6): pp. 36-5.
Zhou, D., Ma, J., & Efraim, T. (2001), “Journal quality assessment: an integrated subjective and objective approach.”, IEEE Transactions on Engineering Management, 48 (4): pp. 479-490.
Zimmerman, H. J. (1991), Fuzzy Sets Theory and Its Applications, 2nd edition (Boston: Klower Academic Publishers).
Zornitsky, J. J. (1995), “Making effective human resource management a hard business issue.”, Compensation & Benefits Management, 11 (1): pp. 16-25.
 
 
 
 
第一頁 上一頁 下一頁 最後一頁 top
QR Code
QRCODE

臺灣人文及社會科學引文索引資料庫

目前上線人數：428（臺灣：393，外國：35） ／ 本年度總使用人次：1951065 ／ 訪客人次（自102年09月）：67752059
國家圖書館著作權聲明 Copyright © 2013 All rights reserved.
本館地址: 100201臺北市中山南路20號． 本館地圖及交通資訊．
總機：(02)23619132．最佳瀏覽解析度為1024x768以上