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題名：人力資本因果模糊性與組織績效關係之研究- 不動產仲介業之實證
作者：陳高貌
作者(外文)：CHEN, KAO-MAO
校院名稱：國立臺北大學
系所名稱：企業管理學系
指導教授：黃營杉
學位類別：博士
出版日期：2004
主題關鍵詞：人力資本；因果模糊性；內隱性；特殊性；複雜性；組織績效；human capital；causal ambiguity；tacitness；specificity；complexity；organizational performance
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隨著知識經濟時代的來臨，以及台灣產業所面臨的調整與轉型階段，人力資本已是目前國內企業重要的要素稟賦，更是企業生存與持續成長的關鍵投入要素。本文打破學派藩籬，發現過去對人力資本的探討，可明顯地從內涵面、投資面、功能面與屬性面，進行研究。其中，在屬性面的研究，主要是以資源基礎觀點為主。而在眾多資源屬性面中，本文以不可模仿性的重要因素之一，因果模糊性，作為研究的核心焦點。
在文獻回顧與個案訪談後，本文集中於探討因果模糊性來源（即內隱性、特殊性與複雜性等三項）、因果模糊性與組織績效間關係。在理論推導過程中，本文共建立了二十四項研究假設。並且，以台中市、台中縣與彰化縣等不動產仲介業，作為實證對象。
本文根據回收的96家有效樣本，進行實證。首先發現，人力資本因果模糊性，對組織績效（含市場績效與財務績效），有顯著正面影響。同時，本文也釐清資訊不對稱的因果模糊性，才是組織優越績效的來源。其次發現，內隱性與特殊性，對因果模糊性，具有顯著正面影響。而複雜性，對因果模糊性，則有局部的向上凹的曲線關係。第三，實證結果也發現，內隱性會顯著正面影響組織績效（含市場績效與財務績效）。至於，特殊性與複雜性，則會顯著正面影響組織績效與財務績效。然而，此兩者對市場績效，卻僅局部地正面影響。第四，在中介效果方面。本文實證發現，內隱性與特殊性，可透過因果模糊性的中介效果，對組織績效（含市場績效與財務績效），產生顯著正面影響。然而，複雜性，卻無法透過因果模糊性的中介效果，對組織績效（含市場績效與財務績效），產生正面影響。
最後，本文依據實證結果，進行討論。並且，對實務界與後續研究者，提出幾點建議。同時，也提醒讀者，在閱讀本文的實證結果時，需謹慎於幾項研究限制。
With the advent of knowledge economy, human capital has become a vital endowment of firms in Taiwan. It’s also a critical input for the survival and growth of firms. After reviewing schools of thought, we find that the issues of human capital can be investigated through the aspects of contents, investments, functions and attributes. The study of attributes is mainly focused on the resource-based view（RBV）. Causal ambiguity, one of the most important sources that can’t be imitated, was selected among numerous attributes of resources in this research as the main study issue.
After reviewing the literature and case study interviews, the relationship among sources of causal ambiguity（tacitness, specificity and complexity）, causal ambiguity and organizational performance was examined. A number of twenty-four hypotheses were established during the theoretical induction process in this study. Furthermore, the data were collected from real estate brokerage firms in Taichung City, Taichung County and Changhua County, Taiwan.
Using a effective sample of 96 real estate brokerage firms, the results show that the causal ambiguity of human capital can positively affect organizational performance（including market and financial performance）. The results also clarify that the causal ambiguity of information asymmetry is the source of superior organizational performance exactly. Second, the results also show that the tacitness and specificity of human capital can positively affect causal ambiguity; however, the influence of complexity on causal ambiguity results in a partial concave upward curvilinear. Third, this study also support that the tacitness of human capital can positively affect organizational performance（including market and financial performance）. The specificity and complexity of human capital can positively affect organizational and financial performance; however, their positive influence on market performance is only partial. Finally, this study also show that the tacitness and specificity of human capital can positively affect organizational performance（including market and financial performance） via the mediator of causal ambiguity. However, can positively affect organizational performance（including market and financial performance）by the complexity of human capital is impossible through the mediator of causal ambiguity.
Finally, we discuss implications of these empirical results. Furthermore, we suggest several avenues for practice and future research. It is a reminder for the readers about those limitations of the empirical findings.
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