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題名：知識管理、資訊科技及人力資源管理之策略配適對企業績效的影響
作者：陳岳陽
作者(外文)：Yue-Yang Chen
校院名稱：國立高雄第一科技大學
系所名稱：管理研究所
指導教授：孫思源
學位類別：博士
出版日期：2007
主題關鍵詞：資訊科技策略；人力資源管理策略；策略配適；知識管理策略；human resource management strategy；information technology strategy；knowledge management strategy；Strategic alignment
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知識已被視為組織內的重要策略性資源。如何有效管理及整合組織內不同的資源以增進組織的知識能量，已為產、官、學、研各界所關注的議題。近來，資訊科技已被視為組織內各項活動的助長因子 (facilitator) ，對於知識管理實務的推動，資訊科技更是扮演著舉足輕重的角色。因此，如何將知識管理有效地與資訊科技應用相互配適 (alignment) 以達組織績效，乃是管理者在當今知識經濟時代中重要的工作。然而，亦有很多證據顯示，知識管理及資訊科技的相互配適並非為組織持續競爭優勢的來源，其重要乃在於：人的因素。此外，在實務層面上，配適的機制即強調“策略”的應用。因此，本研究認為，在知識管理實務的推動中，知識管理策略、資訊科技策略，以及人力資源管理策略的配適乃為組織績效的重要貢獻因素。
本研究利用問卷調查法蒐集161份有效樣本，以策略配適觀點為主軸，試圖提出一個知識管理策略配適模式 (Knowledge Management Strategic Alignment Model, KMSAM)，並利用三種策略配適方法來進行模式的驗證。此三種方法分別為：共變分析（covariation）、特徵偏離分析（profile deviation）以及配對分析（matching）。希望藉由三個不同的策略配適驗證方法，將本研究所提的知識管理策略配模式加以定調。
從整體面觀點的共變分析及特徵偏離分析之驗證結果可知，知識管理策略、資訊科技策略以及人力資源管理策略之策略配適會對組織績效產生顯著性地影響。若從整體面的關係降階到以配對分析方法進行個別變數的配適分析，顯示下列的配適組合會對組織績效產生影響：「個人化的知識管理策略－資訊科技環境之審視的資訊科技策略」、「系統化的知識管理策略－策略使用資訊科技的資訊科技策略」、「個人化的知識管理策略－報酬系統的人力資源管理策略」、「系統化的知識管理策略－人力資源流動的人力資源管理策略」、「系統化的知識管理策略－工作系統的人力資源管理策略」、「系統化的知識管理策略－報酬系統的人力資源管理策略」。
由於此不同的策略配適觀點有其不同的理論及實務意涵。因此，本研究建議組織在推動知識管理的實務上，能以宏觀的策略面觀點為之，並使組織績效能在考量策略配適的綜效影響下，獲取全面性的進展。
Because knowledge now is regarded to be a critical strategic resource for organizations, it is important to know how to effectively manage and integrate various kinds of knowledge resources. Recently, the importance of information technology (IT) as a tool to facilitate effective knowledge management (KM) activities has become apparent. The match of IT and KM is an important concern for executives. However, their high-high fit does not always yield positive organizational outcomes, because enough exceptions exist to indicate that knowledge management strategy and human resource management (HRM) strategy are interdependent and must be integrated with IT as a whole. Consequently, a linkage of effective IT and KM strategy with HRM strategy is the key to reducing costs, which in turn, achieves higher performance. Drawing on the concept of strategic alignment, the present research proposes a KM strategic alignment model (KMSAM) in the management information system area within which KM strategy, IT strategy, and HRM strategy coexist.
Empirical data for hypotheses testing are collected from top-ranked companies in Taiwan; yielding 161 valid samples. Performance implications of strategic alignment are examined using multiple perspectives with covariation, profile deviation, and matching approaches.
The generated findings show that the holistic perspective of fit as covariation and fit as profile deviation supported the strategic alignment relationships among KM strategy, IT strategy, and HRM strategy to business performance. When the reductionistic perspective of fit as matching comes into play, the bivariate relationships dealing with the individual dimensions of the relevant constructs that have been found to have a significant impact on business performance were been identified. The bivariate strategic alignment patterns are: human-IT environment scanning fit (KM-IT fit), system-strategic use of IT fit (KM-IT fit), human-reward systems fit (KM-HRM fit), system-HR flow fit (KM-HRM fit), system-work systems fit (KM-HRM fit), and system-reward systems fit (KM-HRM fit). From the empirical data, meaningful findings and conclusions are derived, and suggestions for future research are proposed and discussed.
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