企業環境、人力資源管理者才能、人力資源管理效能與經營績效相關性之研究_

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題名：	企業環境、人力資源管理者才能、人力資源管理效能與經營績效相關性之研究
書刊名：	長榮學報
作者：	李元墩／趙必孝／許恒勝
作者(外文)：	Lee, Yuan-duen／Jaw, Bih-shiaw／Hsu, Heng-sheng
出版日期：	1998
卷期：	2:2
頁次：	頁23-45
主題關鍵詞：	企業環境；人力資源管理者才能；人力資源管理效能；經營績效；Business environment；Competence of human resouce staff；Effectiveness of human resource management；Firm performance
原始連結：	連回原系統網址
相關次數：	被引用次數:期刊(0) 博士論文(0) 專書(0) 專書論文(0) 排除自我引用:0 共同引用:0 點閱:70

　　　　　本研究以人力資源管理相關理論為出發點，探討我國製造業廠商的企業環境、人力資源管理者才能、人力資源管理效能與組織經營績效之間的關係。分析131份從企業回收的有效問卷結果顯示，人力資源管理效能對組織的經營績效有顯著正向影響，亦發現目前國內製造業對於人力資源管理仍偏重「事務性」的管理模式，對於「策略性」功能部份仍有待強化；環境不確定性對於人力資源管理效能有顯著負向影響，人力資源管理者才能對人力資源管理效能有顯著正向影響。針對實證結果，本研究建議實務界的人力資源管理者應該強化偵測環境變動的能力，預應環境變動而適時的調整人力資源政策與做法，提供人力資源管理的策略性效能，以創造更高的經營績效。另外，對於人力資源管理者本身才能的需求分析，結果顯示除了一般必備的專業知識外，對整體企業有深入暸解與具備跨部門工作之整合協調與領導能力，也是不可或缺的才能。有鑑於此，從事人力資源管理的工作者必須跨出部門的門檻，擔任其他部門的橋樑角色，以確切掌握公司的經營狀況與其他部門的人力需求，歸納整合設計出符合公司最大利益的人力資源管理制度。

以文找文

　　　　　The study surveys Taiwanese firms of manufacturing industry to explore the relationship among the business environment, competence of HR staffs, HRM effectiveness and firm performance. From the empirical study of 131 represenative enterprises of manufacturing industry in Taiwan, we found the HRM effectiveness correlated positively to firm performance. Most ot the Firms need to promote their HRM function to strategic level. Environment uncertainty correlated negatively to HRM effectiveness. The competence of HR staffs correlated positively to HRM effectiveness. As a result, we propose the HR staffs should intensify the ability of environment dynamics scanning and pioactively adjust the HR policy and practices in order to enhance the effectiveness of strategio HRM and achieve the objective value of firm performance. In addition, we found the HR staffs need to improve their leadership and coordination skills in order to integrate strategic HR activites with other departments. Further more, HR staffs should serve as bridge rold and design a properly strategic HRM systems in the company.

以文找文

期刊論文
1.	Livingstone, L. P.、Nelson, D. L.、Barr, S. H.(1997)。Person-environment fit and creativity: An examination of supply-value and demand-ability versions of fit。Journal of Management，23(2)，119-146。
2.	Baird, L.、Meshoulam, I.(1988)。Managing Two Fits of Strategic Human Resource Management。Academy of Management Review，13，116-128。
3.	Snell, Scott A.、Youndt, Mark A.(1995)。Human resource management and firm performance: Testing a contingency model of executive controls。Journal of Management，21(4)，711-737。
4.	Dyer, L.、Reeves, T.(1995)。Human resource strategies and firm performance: What do we know and where do we need to go?。International Journal of Human Resource Management，6(3)，656-670。
5.	Ulrich, D. O.(1992)。Strategic and human resource planning: Linking customers and employees。Human Resource Planning，15(2)，47-62。
6.	Borosky, J. W.(1990)。Putting it together HR planning in 3d at Eastman Kodak。Human Resource Planning，13(1)，45-47。
7.	Hiltrop, J. M.(1996)。The impact of human resource management of organizational performance: theory and research。European Management Journal，14(6)，628-637。
8.	Fombrun, C.(1982)。Environmental trends create new pressures on human resource。Journal of Business Strategy，3(1)，61-69。
9.	Fisher, A.(1997)。The world's most admired companies。Fortune，136(8)，48-64。
10.	Lengnich-Hall, C. A.、Lengnich-Hall, M. L.(1988)。Strategic Human resource management: review of the literature and a proposed typology。Academy of Management Review，13(3)，454-470。
11.	Kesler, Gregory C.(1995)。A model and process for redesigning the HRM role, competencies, and work in a major multi-national corporation。Human Resource Management，34(2)，229-252。
12.	Mintzberg, H.(1977)。Policy as a field of management theory。Academy of Management Review，2(1)，83-103。
13.	Schuler, R. S.(1992)。Strategic human resource management: linking people with the needs of the business。Organizational Dynamics，21(1)，18-32。
14.	Yeung, A.、Brockbank, W.(1994)。higher value: human resource function in transformation。Human Resource Planning，17(3)，1-16。
15.	Walker, J. W.(1994)。Integrating the human resource function with the business。Human Resource Planning，34(4)，59-77。
16.	Milliman, John、von Glinow, Mary Ann、Nathan, Maria(1991)。Organizational Life Cycles and Strategic International Human Resource Management in Multinational Companies: Implications for Congruence Theory。Academy of Management Review，16(2)，318-339。
17.	Huselid, M. A.、Jackson, S. E.、Schuler, R. S.(1997)。Technical and Strategic Human Resource Management Effectiveness as Determinants of Firm Performance。Academy of Management Journal，40(1)，171-188。
18.	MacDuffie, J. P.(1995)。Human resource bundles and manufacturing performance: Organizational logic and flexible production systems in the world auto industry。Industrial and Labor Relations Review，48(2)，197-221。
19.	Arthur, J. B.(1992)。The Link between Business Strategy and Industrial Relations Systems in American Steel Minimills。Industrial and Labor Relations Review，45(3)，488-506。
20.	Arthur, Jeffrey B.(1994)。Effects of human resource systems on manufacturing performance and turnover。Academy of Management Journal，37(3)，670-687。
21.	Becker, Brian、Gerhart, Barry(1996)。The impact of human resource management on organizational performance: Progress and prospects。Academy of Management Journal，39(4)，779-801。
22.	Youndt, Mark A.、Snell, Scott A.、Dean, James W. Jr.、Lepak, David P.(1996)。Human resource management, manufacturing strategy, and firm performance。Academy of Management Journal，39(4)，836-866。
23.	Miles, Raymond E.、Snow, Charles C.(1984)。Designing strategic human resources systems。Organizational Dynamics，13(1)，36-52。
24.	Snell, S. A.(1992)。Control theory in strategic human resource management: The mediating effect of administrative information。Academy of Management Journal，35(2)，292-327。
25.	吳秉恩(1994)。策略性人力資源管理。世界經理文摘，91，53-64。延伸查詢
26.	Delaney, John T.、Huselid, Mark A.(1996)。The impact of human resource management practices on perceptions of organizational performance。Academy of Management Journal，39(4)，949-969。
27.	Ouchi, William G.(1979)。A Conceptual Framework for the Design of Organizational Control Mechanisms。Management Science，25(9)，833-848。
28.	Delery, John E.、Doty, D. Harold(1996)。Modes of Theorizing in Strategic Human Resource Management: Tests of Universalistic, Contingency, and Configurational Performance Predictions。Academy of Management Journal，39(4)，802-835。
29.	Huselid, Mark A.(1995)。The Impact of Human Resource Management Practices on Turnover, Productivity and Corporate Performance。Academy of Management Journal，38(3)，635-672。
30.	Paauwe, J.、Richardson, R.(1997)。Introduction special issue on HRM and Performance。International Journal of Human Resource Management，8(3)，257-262。

會議論文
1.	胡國強、林建安、賴劉炎(1993)。由企業國際化談派外人員之管理。因應企業國際化之人力資源管理學術研討會。教育部。1-39。延伸查詢
2.	趙必孝(1996)。我國中小企業的策略性人力資源發展。第二屆中小企業發展學術學術研討會。經濟部中小企業處。延伸查詢

圖書
1.	Dyer, L.(1993)。Human resource as a source of competitive advantage。Kinston, Ontario：Industrial relations center press, Queen’s university。
2.	Delaney, J. T.、Lewin, D.、Ichniowski, C.(1989)。Human resource policies and practices in American firms。Washington, DC：U. S. Government Printing Office。
3.	Gomez-Mejia, Luis R.、Balkin, David B.、Cardy, Robert L.(1995)。Managing human resource。Prentice Hall。
4.	Preffer, J.(1994)。Competitive advantage through people。Boston：Harvard Business School Press。
5.	Ulrich, D.、Lake, D. G.(1990)。Organizational capability: competing from inside out。New York：John Wiley and Sons。
6.	Tosi, H. L.(1992)。The environments, organization, person contingency model: a meso approach to the study of organizations。Greenwich, Connecticut：JAI Press。
7.	Spencer, Lyle M.、Spencer, Signe M.(1993)。Competence at Work: Models for Superior Performance。John Wiley & Sons, Inc.。

圖書論文
1.	Carroll, S. J.、Lee, C.、Taylor, M. S.、Gillen, D.(1985)。Task uncertainty as a moderator of the feedback-performance relationship。Proceedings of Southern Management Association。Atlanta, GA。
2.	Dowling, P. J.(1988)。International and domestic personnel / human resource management: similarities and differences。Readings in personnel and human resource management。West Publishing。

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