醫院人力資源管理政策、人力資源特性、組織能力與經營績效關係之研究--資源基礎觀點_

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題名：	醫院人力資源管理政策、人力資源特性、組織能力與經營績效關係之研究--資源基礎觀點
書刊名：	管理與系統
作者：	鍾以勇
作者(外文)：	Chung, Yi-yung
出版日期：	2004
卷期：	11:1
頁次：	頁113-152
主題關鍵詞：	人力資源管理政策；人力資源特性；組織能力；資源基礎觀點；競爭優勢；HRM policy；HR characteristics；Organizational capabilities；RBV；Competitive advantage
原始連結：	連回原系統網址
相關次數：	被引用次數:期刊(2) 博士論文(2) 專書(0) 專書論文(0) 排除自我引用:2 共同引用:32 點閱:129

1990年代起，資源基礎觀點（RBV）成為企業競爭優勢研究的主流典範。RBV認為企業組織的競爭策略需建立在其「價值性」、「稀有性」、「不可模仿性」、以及「不可取代性」的獨特資源組合上才能獲得競爭優勢。事實上，企業將獨特資源組合轉換成最終產品與服務，其所憑藉的組織能力是源自專屬於組織的人員之長期複雜的互動，因此適當的人力資源政策能夠使人力資源與組織能力難以被競爭者模仿與取代，因而獲得卓越績效。本研究旨在探討：（1）國內醫院人力資源管理活動對經營績效的影響關係，（2）人力資源管理政策型態及其與經營績效關係，（3）人力資源管理活動對人力資源特性、組織能力與經營績效間的影響關係，以釐清這些研究變項間的關係。研究結果發現：（1）醫院人力資源管理活動對經營績效有正向影響，其中顯著影響的構面為內部人力發展、生涯規劃、內部升遷以及人力資源的策略重要性，（2）國內醫院的人力資源管理政策可區分為4種不同型態，愈重視人力資源管理政策且愈具有內部一致性者，其經營績效愈佳，（3）適當有效的人力資源管理活動有助於增進人力資源特性以及組織能力，且人力資源特性與組織能力對經營績效均具有正向顯著影響效果，（4）在醫院人力資源管理活動對經營績效的影響關係中，人力資源特性與組織能力的中介效果並未獲得實證結果的充份支持。最後，本研究根據實證結果提出管理涵意與後續研究建議。

以文找文

The RBV has become a mainstream paradigm regarding the research on competitive advantage for business organizations since 1990. The essential of RBV is that the competitive advantage of a business comes from the strategy that is based on the combinations of unique resources which are valuable, rare, inimitable and non-substitutable. Most importantly, both the HR characteristics and organizational capabilities, that transform the combinations of unique resources into final products and services, can be attributed to the long-range complicated interactions among the organization-specific personnel. Accordingly, through the formulation of adequate HRM policy, the HR characteristics and organizational capabilities become difficult to be imitated and substituted by competitors, thereby a business organization achieving excellent performance. For the reasons mentioned above, this study purports to (1) examine the relationship between HRM activities and organizational performance, (2) discriminate the HRM policy types of hospitals and their effects on organizational performance, (3) find the effects of the relationships amongHRM activities, HR characteristics, organizational capabilities and organizational performance. The results indicate that (1) the effect of hospital HRM on performance is positive, and the significant dimensions of HRM that affect hospitals' performance includes internal HR development, career planning, internal promotion, strategic importance of HR, (2) there exists 4 types of hospital HRM policy. The more emphasis the hospitals put on HRM policy and the more internal consistency the HRM policy has, the better performance these hospitals have, (3) adequate and effective HRM activities facilitate the hospitals' HR characteristics and organizational capabilities, thereby enhancing organizational performance, (4) the intervening effects of HR characteristics and organizational capabilities between hospital HRM activities and organizational performance were not empirically sufficiently supported. At the last section, the managerial implications, that were derived from the empirical tests, and the directions for ensuing researches were suggested.

以文找文

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14.	團隊導向人力資源管理活動及社會資本對團隊知識分享與創新之影響
15.	「訓練投入、訓練實施程序、訓練成效」評估模式之探討

1.	以資源基礎觀點探討影響醫療照護機構遠距照護系統的能力和績效
2.	輕資產評價模型衡量競爭優勢
3.	基於持續性與利潤性觀點之企業知識資產分類架構
4.	影響台灣與中國大陸企業遴選主管之決定因素研究
5.	企業薪酬策略與組織創新關係之研究-知識管理能力與組織學習能力的中介效果
6.	產業潛利、組織能力和能力落差對企業競爭優勢及其持續性之影響
7.	中小型製造業的訓練投入產出關聯性之研究
8.	創新行為與創新績效跨層次分析－資源基礎理論觀點
9.	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
10.	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
11.	策略性核心職能辨認模式建構－價值活動與流程分析導向
12.	策略構形與組織特性的適配對經營績效之影響--以台灣地區電子產業為例
13.	人力資源管理系統、組織能力與組織績效關係之研究─以區域醫院為例
14.	涉入型工作系統對個人工作績效與組織績效之影響

1.	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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1.	Strategic Issue Management Vis-à-vis Knowledge Management
2.	Learning for Increasing Value of Organization or Self: Employee's Perspective
3.	專業型組織之知識管理策略、組織能力與競爭優勢之實證研究--知識基礎觀點
4.	高雄市成功申辦世界運動會策略分析之研究－Porter五力分析法之驗證
5.	員工企業內知識學習與影響因素之研究：心理契約與人力資源管理活動關係之探討
6.	學校組織動態能耐評量指標建構與實證之研究
7.	從策略性能力運用與夥伴關係之觀點來探討創新程度之提升 - 以生物科技事業為例
8.	台灣上市公司人力資源部門專業程度影響緣由之探討
9.	台灣服務業優勢領導廠商關鍵成功因素之探索－以資源基礎理論與知識經濟為觀點
10.	組織資源成長類型與成長方式關係之研究

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