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題名:知識特性與社會特性對於人力資源活動外製程度之影響
作者:金傳蓬
作者(外文):Chwan-Pong King
校院名稱:國立政治大學
系所名稱:企業管理學系
指導教授:司徒達賢
于卓民
學位類別:博士
出版日期:2003
主題關鍵詞:人力資源知識基礎理論/知識管理社會資本理論/社會特性信任組織文化外部化/外製委外/外包組織疆界/統治機制human resourceknowledge based theory/knowledge attributessocial capital theory/social attributestrustorganizational cultureexternalizationoutsource/outsourcingorganizational boundary/governance mechanism
原始連結:連回原系統網址new window
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論文摘要
近年來面對全球化與詭譎多變的競爭環境,組織逐步將非核心的業務進行外購或委外(外包),以降低成本及維持彈性的組織結構。組織疆界選擇之相關文獻大都以組織作分析單位,採取交易成本理論與資源基礎理論來解釋生產、行銷或資管功能外部化的決策,但文獻較疏於分析價值活動的特性對於外部化之影響。
本研究將外部化操作性定義為「外製」包含外購及委外,並假設人力資源活動外製程度不完全是由降低成本與提高彈性等經濟動機所決定。換言之,即使外界廠商提供較低廉或彈性的服務,企業未必會將特定的人資活動外購或委外,組織疆界的決策需將價值活動所蘊含之「非經濟因素」納入考量。因此,本研究乃基於知識基礎與社會資本兩項理論來探索人力資源活動的知識特性與社會特性,並提出三項假說:人力資源活動的「知識可分割性」、「社會資本需求程度」以及「決策動機」將分別影響活動的外製程度。此外,知識可分割性與外製程度間之正向關係會受到組織特性變數所調節。
本研究分為兩階段進行探索,第一階段採取個案研究。買方人資主管較深入瞭解一家企業,而賣方人資顧問則掌握外購與委外的市場動態。因此,本研究訪談七家買方人資主管以及九家賣方顧問公司,共計十八位資深主管。個案探索的結果大致和假說一致,並發現新假說:人資活動的知識可分割性與外製程度間正向關係會受到社會資本需求程度、人資定位與組織創新以及決策動機三項變數所調節。
本研究第二階段進行問卷調查,以本國與外商的資訊電子業、金融服務業、量販零售業等之人力資源部門主管為主要的抽樣對象,共計回收159份有效問卷與375項人資活動。經統計分析後,三項主效果之研究假設獲得實證支持,但是三項調節作用未達顯著效果。實證結果顯示,人資活動的知識可分割性愈高,則其外製程度愈高。人資活動的社會資本需求程度愈低,則其外製程度就愈高。人資活動的決策動機(降低成本/提高彈性/取得專業知識/守密或最高領導人要求等)亦將影響其外製程度。
在理論方面,本研究提出價值活動特性的分析架構,包含知識可分割性與社會資本需求程度,並進一步驗證價值活動特性將影響組織疆界之決策。同時,本研究剖析價值活動的特性,實證結果對於交易成本理論的「資產專屬性」及資源基礎理論的「核心能力」有所補充。此外,本研究以活動作為分析單位,嘗試銜接其他分析單位--組織(鉅觀)與工作/任務(微觀),以補充策略性人力資源管理文獻之缺口。
在實務方面,本研究之架構提供人力資源部門主管在外購及委外決策之考量,並對於人資管理顧問公司及人資管理教育的策略性定位提供參考建議。未來研究可探索人資活動的特性、組織特性、決策動機、外製程度、外製對於績效之影響及人資部門與廠商間合作關係等,以進行更深入的討論。
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