負責性組織精簡策略與企業績效中間機制之研究─動態策略能力與策略性人力資源管理觀點_

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題名：	負責性組織精簡策略與企業績效中間機制之研究─動態策略能力與策略性人力資源管理觀點
作者：	蔡正飛
作者(外文)：	Cheng-Fei Tsai
校院名稱：	國立中山大學
系所名稱：	人力資源管理研究所
指導教授：	黃英忠趙必孝
學位類別：	博士
出版日期：	2006
主題關鍵詞：	動態策略能力；策略性人力資源管理；負責性組織精簡策略；組織精簡；企業績效；firm performance；strategic human resource management；downsizing；responsible restructuring strategies；dynamic strategy capability
原始連結：	連回原系統網址
相關次數：	被引用次數:期刊(1) 博士論文(1) 專書(0) 專書論文(0) 排除自我引用:1 共同引用:0 點閱:51

組織精簡是長年以來國內外企業經常使用的管理策略，可是精簡後企業的績效卻莫衷一是，而且又傷害了千千萬萬的員工、他們的家庭與社會。為了對此重要社會議題之解決有所貢獻，本研究以跨領域的思維，除回顧組織變革領域的文獻之外，亦探索了策略與策略性人力資源管理等領域的相關文獻。發現在策略地圖的觀念架構中，將員工之價值轉換成股東價值的中間機制企業的「內部作業程序能力」，亦即策略與策略性人力資源管理領域學者所稱之「企業動態策略能力」，是此議題中組織變革領域學者們所忽略的關鍵中介變項。
同時，眾多文獻中亦主張，組織精簡後的人力資源管理系統是組織精簡成功的重要變項；也是建構與強化企業組織能力之機制。但需釐清與實證的是：這是何種特性的人力資源管理系統？它與組織精簡策略、企業動態策略能力、企業績效之間的關係又如何？本研究先探索台灣企業的組織精簡實況後，再以110家實施過組織精簡的企業為樣本，用量化的研究方法，來探討企業動態策略能力與人力資源管理系統這二個重要機制對負責性組織精簡策略與企業績效之間關係的影響。結果發現，不論是負責性組織精簡策略或是精簡後的策略性人力資源管理系統均需經由企業動態策略能力的增強，才能提昇企業績效。這發現與本研究所提出之新構念、所釐清的觀念，以及發展出的測量工具，對組織變革、人力資源管理與策略等領域的理論發展、管理實務運用及社會議題的解決上將有所貢獻。

以文找文

Organizational downsizing has been a popular business strategy widely used by enterprises all over the world since the 80’s. Unfortunately, according to the findings of many investigations and researches, the results of downsizing are both positive and negative. Not only the improvements of firms’ performance can’t be ensured, it also brings the devastated consequences to employees. They eventually create chaos to the employees’ families and to the entire society. In order to solve this important issue of the societies, this research reviewed the relative literatures across different research fields, such as organization change, strategy and strategic human resource management field.
It found that firm’s dynamic strategy capability and strategic human resource management practices, asserted by strategy and strategic human resource management field as the essential mechanisms for ensuring firm’s competitive advantage, are the two key interventional variables between downsizing strategies and post-downsizing firm performance. Therefore, 110 MNCs and local Taiwanese companies were chosen as the samples to empirically prove the relationships among these variables. The insights and findings in this research may contribute to the theory development in organization change, strategy and strategic human resource management field and to the managerial practice as well.

以文找文

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10.	提升工作團體認同：探討轉換型領導與部屬性格之角色
11.	人力精簡策略與組織認同關係之研究--以國營事業民營化為例
12.	智慧資本與組織學習方式對學習能力與組織績效影響之實證研究
13.	電子資訊業人力資本、管理者品質與經濟附加價值
14.	臺灣醫療機構員工工作態度與組織績效相關性之研究
15.	企業倫理氣候與組織結構對公司控制型態的影響：公司治理的觀點

1.	智慧資本與環境偵測對組織學習與組織控制效果之影響--以政府部門為例
2.	智慧資本訊息揭露、知識基礎型信任、共享價值觀與合作績效之關聯性研究
3.	組織學習能力、智慧資本對公司績效影響之研究－以台灣資訊電子業為例
4.	我國公立大學策略性人力資源管理模式之建構
5.	企業環境倫理價值觀、企業環境管理、綠色智慧資本與環境績效之關連性研究
6.	從國家創新系統的觀點探討大學智慧資本與成果擴散效益之關聯
7.	資訊科技資本與人力資本對生產力之影響：台灣會計師產業之實證研究
8.	影響台灣與中國大陸企業遴選主管之決定因素研究
9.	以無形資產分析價值創造策略-美國及台灣IC設計產業之實證分析
10.	中小型製造業的訓練投入產出關聯性之研究
11.	以制度化觀點與議程建立觀點探討影響知識管理專案議題在組織內討論因素
12.	創新行為與創新績效跨層次分析－資源基礎理論觀點
13.	台灣母公司與大陸子公司人力資源管理之適配--EPRG國際化發展觀點
14.	企業人力資源跨部門服務角色與服務績效關係之研究
15.	策略性核心職能辨認模式建構－價值活動與流程分析導向

1.	績效管理與發展 : 建構組織人力資本工具與應用
2.	策略性人力資源管理措施對員工服務補救續效影響之研究 : 組織承諾、工作滿意的中介效果

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