參考文獻
一、中文部分
王居卿、程德貞，2000，「訓練模式與其成效之關係探討—以高科技產業為例」，淡江人文社會期刋，(5)：41-78。
王光復，2000，「訓練成效評估之著眼點及實施方法」，就業與訓練，18(1)：60-66。
王國展，2002，製造業直接人員教育訓練之探討，元智大學企業管理研究所碩士論文。
方淑娟，1997，訓練需求分析與組織績效之關係—以人力培訓績優廠商為例，高雄工學院管理科學研究所碩士論文。
行政院勞委會，1990，職業訓練與就業服務，各級勞工行政人員訓練教材之五。
吳秉恩，1984，管理才能發展方案實施與成效關係之研究，政治大學企業管理研究所博士論文。吳秉恩，2002，分享式人力資源管理：理念、程序與實務，台北：翰蘆圖書出版。
吳美蓮、林俊毅，1997，人力資源管理：理論與實務，台北：智勝文化。
吳至慧，2001，企業特性、人力資本、產業環境與組織創新之相關性研究，中山大學人力資源管理研究所碩士論文。
吳瓊治，2003，知識獲取、知識整合與教育訓練關聯性之研究—摩托羅拉(Motorola)公司之個案分析，元智大學管理研究所碩士論文。
沈建華，1992，台灣汽車工業中心衛星工廠制度中心工廠員工訓練體系之研究，彰化師範大學工業教育研究所碩士論文。
呂碧茹，1999，高科技產業企業文化、經營策略與人力資源發展及組織績效之關連性研究，成功大學企業管理研究所碩士論文。
李聲吼，2000，人力資源發展，台北：五南出版。
李漢雄，2001，人力資源策略管理，台北：揚智文化出版。
李嵩賢，2001，人力資源的訓練與發展，台北：商鼎文化出版。
余政紘，2003，企業教育訓練系統分類與制度比較之研究，台灣科技大學企業管理系碩士論文。
何永福、楊國安，1993，人力資源策略管理，台北：三民書局。
林麗惠，1997，成人參與在職進修訓練的自評成效及相關因素之研究—以職訓局所屬職業訓練中心學員為例，中正大學成人及繼續教育研究所碩士論文。
林秀英，2001，「無形勝有形—智慧資本衡量課題之探討」，台灣經濟研究月刋，24(2)：90-100。林家瑜，2003，高科技產業教育訓練與非典型工作安排之關聯性探討—以新竹科學工業園區為例，中山大學人力資源管理研究所碩士論文。
邱皓政，2005，量化研究與統計分析，第七版，五南圖書出版股份有限公司。
洪榮昭，1991，人力資源發展，台北：師大書苑有限公司。
洪千惠，1993，企業教育訓練制度與經營績效之相關研究及評估，淡江大學管理科學研究所碩士論文。
胡雯雯，2002，臺、日、英、德企業教育訓練制度與組織績效關係之比較研究，中央大學人力資源管理研究所碩士論文。
陳姿妤，1997，員工教育訓練成效評估之研究—以本國銀行業為例，中興大學企業管理學系碩士論文。
陳水竹，1994，「企業訓練效益評估的規劃」，就業與訓練，7：3-9。
陳順宇，1997，迴歸分析，台北:華泰書局。
陳玉玲，1999，組織內人力資本的蓄積—智慧資本管理之觀點，中央大學人力資源管理研究所碩士論文。
陳世哲、許淑君，1999，「競爭策略、人力資源管理系統與組織績效之研究」，亞太管理評論，4(4)：413-429。陳鎮江，2000，國營事業中階主管訓練成效之研究，台北大學企業管理學系博士論文。陳美純，2001，資訊科技投資與智慧資本對企業績效影響之研究，中央大學人力資源管理研究所博士論文。陳高貌，2004，人力資本模糊性與組織績效關係之研究，台北大學企業管理研究所博士論文。
黃同圳，1993，國內企業實施參與管理模式之研究，行政院國家科學委員會專題研究計畫。
黃同圳，1996，「員工訓練與管理發展」，工業雜誌人力培訓專刋，(11)：60-64。
黃同圳、劉靜如，1998，「大陸台商人力資源管理優勢化策略探討」，中山管理評論，6(3)：827-854。黃同圳、房美玉，1999，製造業人才培訓與勞動生產力提升策略之研究，行政院勞工委員會職業訓練局委託研究報告。
黃英忠，1986，產業訓練論，高雄：理工學。
黃英忠，1993，產業訓練論，台北：三民書局。
黃英忠、溫金豐，1995，「外在經營環境與企業教育訓練實施及經營績效關係之研究」，人力資源管理學報，(5)：1-60。
黃英忠，2000，人力資源管理，台北：三民書局。
黃家齊，2000，「人力資源管理系統內部契合類型與組織績效之關聯性研究—全形理論觀點」，中山管理評論，8(3)：11-536。黃家齊，2002，「人力資源管理系統與組織績效—智慧資本觀點」，管理學報，19(3)：415-450。黃家齊，2002，「人力資源管理活動與組織績效—員工技能與動機的中介效果」，人力資源管理學報，3(4)：15-32。黃育智，1986，「以員工需求為基礎」，管理雜誌：113-119。
黃麗璇、王雅鈴，2001，員工在職訓練之成效分析—以新竹科學園區廠商為例，中央大學台灣經濟發展研究中心出版。
黃佑安，1992，訓練動機取向、自重感及個人變因與教育訓練自評成效之相關性研究—以企管顧問公司學員為例，淡江大學管理科學研究所碩士論文。
郭芳煜，1986，怎樣做好員工訓練，管拓文化事業及企管顧問公司。許宏明，1995，高科技產業的教育訓練制度與組織績效之相關性研究，中央大學企業管理研究所碩士論文。張波鋒，1988，職業訓練，台北：黎明文化事業公司。
張丕繼，1992，科技人力資源發展策略，行政院青輔會青年輔導年報。
張紹勳，2000，研究方法，台中市：滄海。
張文菁，2001，企業特性、人力資本、產業環境以及組織績效之相關性研究，中山大學人力資源管理研究所碩士論文。
莊世杰、楊仁壽、黃俊祥，2002，「受訓動機與訓練評量三個層次之關係研究」，管理評論，21(2)：81-102。莊鴻德，2001，台灣國際觀光旅館教育訓練實施、員工教育訓練成效與組織績效之相關性研究，中正大學企業管理學系碩士論文。
溫金豐，1993，企業教育訓練實施與績效之研究—由外在環境、組織特性及經營策略三方面探討，中山大學企業管理研究所碩士論文。
溫金豐，1999，「高科技廠商的人力資源系統構形及其對組織績效的意涵」，科技管理學刋，4(2)：1-16。曾真真、何雍慶，2004，「人力資本存量對生產力之影響—以壽險業務單位為例」，商管科技季刊，5(4)：377-390。楊松德，1998，企業訓練專業人員工作手冊，台北:行政院勞委會職業訓練局。
楊香容，2001，企業訓練與組織績效關係之探討—以製造業為例，中央大學人力資源管理研究所碩士論文。
廖麗佳，1998，人力資源策略、教育訓練政策與人力資源績效的關係，台灣師範大學工業科技教育研究所碩士論文。
蕭丞顯，2001，不同策略群組下教育訓練與組織績效之關聯性研究，靜宜大學企業管理研究所碩士論文。
戴幼農，1983，「訓練成效評核」，就業與訓練，1(4)：55-61。
戴幼農，1994，「訓練評核的原則與方法」，就業與訓練，12(4)。
簡建忠，1992，「企業訓練的省思」，管理雜誌，27：44-48。
二、英文部分
Amason, A. 1996. Distinguishing the effects of functional and dysfunctional conglict on strategic decision making: Resolving a paradox for top management teams. Academy of Management Journal, 39: 123-148.
Arthur, J. B. 1992. The link between business strategy and industrial relations systems in American Steel Minimills. Industrial and Labor Relations Review, 45: 488-506.
Arthur, J. B. 1994. Effects of human resource systems on manufacturing performance and turnover. Academy of Management Journal, 37: 670-687.
Baron, R. M., & Kenny, D. A. 1986. The moderator-mediator variable distinction in social psychological research: Conceptual, Strategic and statistical consderation. Journal of Personality and Social Psychology, 51(6): 1173-1182.
Bassi, L. J., & Van Buren, M. E. 1999. Valuing investment in intellectual capital. International Journal of Technology Management, 18(5/6/7/8): 414-432.
Becker, G. S. 1976. The economic approach to human behavior. Chicaco: University of Chicaco Press.
Belsley, D. A., Kuh, E., & Welsh, R. E. 1980. Regression diagnostics: Identifying influential data and sources of collinearity. New York, NY: John Wiley.
Bontis, N. 1999. Managing organizational knowledge by diagnosing intellectusl capital: Framing and advancing the state of the field. International Journal of Technology Management, 18(5/6/7/8): 433-462.
Bossidy, L., Charan, R., & Burck, C. 2002. Execution: The discipline of getting things done( 1st ed.). New York: Crown Business.
Brooking, A. 1996. Intellectual capital: Core assets for the Third Millennium Enterprise. London:International Thomson Business Press.
Buckley, J. P., & Garter, J. M. 2000. Knowledge management in global technology markets. Long Rang Planning, 33(1): 27-29.
Bushnell, D. S. 1990. Input, process, output: A model for evaluating training.Training and Development Journal, March: 41-43.
Campbell, D. T., & Fiske, D. W. 1959. Convergent and discriminant validation by the Multitrait-Multimethod Matrix. Psychological Bulletion, 56(2): 81-105.
Cascio, W. F. 1991. Costing human resources: The financial impact of behavior in organizations. Boston: PWS-Kent.
Cascio, W. F. 1998. Managing human resource: Productivity, quality of work life, profits. Boston: Irwin McGraw-Hill.
Carlson, D. S., Bozeman, D. P., Kacmar, K. M., Wright, P. M., & McMahan, G. C. 2000. Training motivation in organizations: An analysis of individual-level antecedents. Journal of Managerial Issues, 12: 271-287.
Clement, R. W., & Aranda, E. K. 1982. Evaluating management training: A contingency approach. T & D Journal, August: 39-43.
Cooper, D. R., & Schindler, P. S. 2003. Business Research Methods(8th ed.). New York: McGraw Hill.
Davenport, T. O. 1999. Human capital: What is it and why people invest it. San Francisco: Jossey-Bass.
Deckop, J. R., Mangel, R., & Cirka, C. C. 1999. Getting more than you pay for: Organizational citizenship behavior and pay-for-performance plans. Academy of Management Journal, 42: 420-428.
DeCenzo, R. L., & Robbins, S. P. 2001. Human resource management ( 7th ed.). New York: John Wiley & Sons.
Delery, J. E., & Doty, D. H. 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.
Dess, G. G., & Picken, J. G. 1999. Beyond productivity: How leading companies achieve superior performance by leveraging their human capital. NY: American Management Association.
Dessler, G. 2000. Human resource management (8thed.). New Jersey: Prentice Hall.
DeSimone, R. L., & Harris, D. M. 1998. Human resource development (2nd ed.). Fort Worth: Dryden Press.
Dixon, N. D. 2000. Common knowledge: How companies thrive by sharing what they know. Harvard Business School Press, Boston.
Dollar, D. 1993. Technological differences as a resource of comparative advantage. The American Economic Review, 83(2): 431-435.
Dopyera, J., & Pitene, L.1983. Decision points in planning the evaluation of training. Training & Development Journal, May: 28-31.
Dzinkowski, R. 2000. The measurement and management of intellectual capital: An introduction. Management Accounting, 78(2): 32-36.
Edvinsson, L., & Malone, M. S. 1999. Intellectual capital: Realizing your companys true value by finding its hidden roots. New York: Harper Business.
Farh, J. L. 1995. Human resource management in Taiwan, The Republic of China. In L. F. Moore and P. D. ennings (eds). Human resource management on the Pacific Rim: Institutions, practices and attitudes. Berlin: Walter de Gruyter.
Fitzgerald, W. 1992. Training versus development. Training & Development Journal, 46(5): 81-84.
Flamholtz, E. G., & Lacey, J. M. 1981. Personnel management, human capital theory and human resource accounting. Los Angeles:Institute of Industrial Relations, University of California.
French, W. L. 1994. Human resource management (3rd ed.). Houghton Mifflin.
Gent, M. J., & Dell’Omo, G. G. 1989. The needs assessment solution. Personnel Administrator, July: 82-84.
Georgenson, D. L. 1982. The problem of transfer calls for partnership. Training and Development Journal, 36: 75-78.
Goldstein, I. L. 1974. Training program development and evaluation. Wadsworth .
Goldstein, I. L. 1986. Training in organization: Needs assessment development and evaluation (2nd ed.). Monterey, CA: Brooks/Cole.
Goldstein, I. L. 1993. Training in organization: Needs assessment development and evaluation (3rd ed.). Monterey, CA: Brooks/Cole.
Greer, C. R., Youngblood, S. A., & Gray, D. A. 1999. Human resource management outsourcing: The make or buy decision. The Academy of management Executive, 13: 85-96.
Grossman, R. J. 2000. Measuring up: Appropriate metrics help HR prove its worth. HR Magazin, 45(1): 28-35.
Hand, H. H., Richard, M. D., & Slocum, J. W. 1973. Organizational climate and effectiveness of a human relations training program. Academy of Management Journal, 16: 185-195.
Hendriks, P. 1999. Why share knowledge? The influence of ICT on the motivation for knowledge sharing. Knowledge and Process Management, 6(2): 91-100.
Holton, E. F. 1996. The flawed four-level evaluation model. Human Resource Development Quarterly, 7(1): 5-21.
Humphrey, V. 1990. Training the total organization. Training and Developing, Oct: 57-64.
Hurwitz, J., Stephen, L., Bill, M., & Jeffrey, S. 2002. The linkage between management practices, intangibles performance and stock returns. Journal of Intellectual Capital, 3(1): 51-61.
Ichniowski, C., Shaw, K., & Prennushi, G. 1997. The effects of human resource management practices on productivity: A study of steel finishing lines. American Economic Review, 87: 291-313.
Kale, P., Singh, J., & Perlmutter, H. 2000. Learning and protection of proprietary assets in strategic alliances: Building relational capital. Strategic Management Journal, 21: 217-237.
Kaufman, B. E. 1994. The economics of labor markets and labor relations. Chicago: The Dryden Press.
Kirkpatrick, D. L. 1959. Technique for evaluating training programs. Training and Development Journal, 3: 3-9.
Kirkpatrick, D. L. 1977. Determining training needs: Four simple and effective approaches. Training and Development, 31(2): 4-22.
Kirkpatrick, D. L. 1987. Evaluation, in Craig, R. L ed., Training and development handbook( 3rd ed.). New York: McGraw-Hill: 301-319.
Kleiman, L. S. 2000. Training and development employees, human resourec management: A tool for competitive advantage (2nd ed.). Cincinnati: South-Western College Pub.
Klein, K. J., Dansereau, F., & Hall, R. J. 1994. Level issues in theory development, data collection, and analysis. Academy of Management Review, 19: 195-229.
Knight, D. J. 1999. Performance measured for increasing intellectual capital. Strategy & Leadership, 27(2): 22-27.
Knoke, D., & Kalleberg, A. L. 1994. Job training in U. S. organizations. American Sociological Review, 59: 537-546.
Lado, A. A., & Wilson, M. C. 1992. A compentency-based model of sustainable competitive advantage: Toward a conceptual integration. Journal of Management, 18: 77-91.
Lazear, E. P. 1998. Personnel economics for managers. New York: John Wiley & Sons, Inc.
Lee, K., & Witteloostuijn, A. 1998. Human capital, social capital and firm dissolution. Academy of Management Journal, 41(4): 425-440.
Leonard-Barton, D. 1995. Wellspring of knowledge: Building and sustaining the source of innovation. Boston: Harvard Business School Press.
Lepak, D. P., & Snell, S. A. 1999. The human resource architecture: Toward a theory of human capital allocation and development. Academy of Management Review, 24(1): 31-49.
Lotito, M. J. 1993. A call to action for U.S. business and education. Employment Relations Today, Winter(1992/1993), 19(4): 379-387.
Lynn, B. E. 1998. Performance evaluation in the new economy: Bringing the measurement and evaluation of intellectual capital into the management planning and control system. International Journal of Technology Management, 16(1/2/3): 162-176.
MacDuffie, J. P. 1995. Human resource bundles and manufacturing performance. Industrial & Labor Relations Review, 48: 197-221.
Mathieu, J. E., Tannenbaum, S. I., & Salas, E. 1992. Influences of individual and situational characteristics on measures of training effectiveness. Academy of Management Journal, 35 :828-847.
Martin, M., & Jackson, T. 2000. Personnel practice (2nd ed.). UK: Beekman.
Marquardt, D. W. 1980. You should standardize the predictor variables in your regression models, Discussion of a critique of some ridge regression methods. Journal of American Statistical Association, Vol. 75: 87-91.
Maurer, R., & Mobley, N. 1998. Outsourcing: Is it the HR department of the future? New York: HR Focus, 75: 9-10.
McGehee, W., & Thayer, P. W. 1961. Training in business and industry. N.Y: Wiley.
Mitchell, G. 1998. The trainer’s handbook ( 3rd ed.). New York: AMACOM.
Mondy, R. W., Noe, R. M., Premeaux, S. R., & Mondy, J. B. 2001. Human resource management( 8th ed.). New Jersey: Prentice Hall.
Moore, M. L., & Dutton, P. 1978. Training needs analysis: Review and critique. Academy of Management Review, July: 532-545.
Newstrom, J. W. 1978. The problems of incomplete evaluation of training. Training and Development Journal, Nov: 22-24.
Nadler, L. 1982. Designing training programs: The critical events model. MA: Addison-Wesley.
Nadler, L. 1984. The handbook of human resource development. New York: John Wiley & Sons.
Noe, R. A. 1986. Trainee attributes and attitudes: Neglected influences of training effectiveness. Academy of Management Review, 11: 736-749.
Noe, R. A., & Schmitt, N. 1986. The influence of trainee attitudes on training effectiveness: Test a model. People Psychology, 39: 497-523.
Noe, R. A. 1998. Employee training and development. Irwin, Mcgraw-Hill.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. A. 2000. Human resource management: Gaining a competitive advantage (3rd ed.). Boston: Irwin/McGraw-Hill.
Noe, R. A. 2002. Employee training and development. New York: McGraw-Hill.
Nonaka, I., Toyama, R., & Konno, N. 2000. SECI, ba and leadership: A unified model of dynamic knowledge creation. Long Range Planning, 33: 5-34.
Olian, J. D., Durham, C. C., Kristof, A. L., Brown, K. G., Pierce, R. M., & Kunder, L. 1998. Designing management training and development for competitive advantage: Lessons from the best. Humana Resource Planning, 21(1): 20-31.
Pangarkar, M. A., & Kirkwood, T. 2002. Building a corporate learning culture with limited resources. CMA Management, 76(2): 30-33.
Parnes, J. S. 1984. People power. Beverly Hills, CA: Sage Publications.
Popper, M., & Lipshitz, R. 2000. Organizational learning: Mechanisms, culture and feasibility. Management Learning, 31(2): 181-196.
Robbins, S. P. 1982. Organizational behavior. New Jersey: Prentice-Hall Inc.
Roos, J., Roos, G., Dragonetti, N. C., &. Edvinsson, L. 1998. Intellectual capital: Navigation in the new business landscape. New York: New York University Press.
Rousseau, D. M. 1985. Issues of level in organizational research. In L. L. Cummings & B. M. Staw(Eds.), Research in Organizational Behavior, 7: 1-37. Greenwich, CT: JAI Press.
Sachman, E. A. 1967. Evaluation research: Principle and practice in public service of social action program. New York: Russell sage Foundation.
Schein, E. H. 1997. Organizational culture and leadership( 2nd ed.). San Francisco: Jossey-Bass.
Senge, P. 1998. Sharing knowledge. Executive Excellence, 15(6): 11-12.
Snee, R. D. 1973. Some aspects of nonorthogonal data analysis, Part Ι. Developing prediction equations. Journal of Quality Technology, 5(2): 67-69.
Snell, S. A., & Dean, J. W. 1992. Integrated manufacturing and human resource management: A human capital perspective. Academy of Management Journal, 35: 467-504.
Snell, S. A. 1992. Control theory in strategic human resource management: The mediation effect of administrative information. Academy of Management Journal, 35: 292-327.
Sterm, S., & Muta, H. 1990. The Japanese difference. Training & Development Journal, March: 12-15.
Stewart, T. A. 1997. Intellectual capital: The new wealth of organizations. New York: Bantam Doubleday Dell Publishing Group, Inc.
Swanson, R. A. 1987. Training technology system: Problems in industry and business. Journal of Industrial Teacher Education, 2(4): 7-17.
Sveiby, K. 1997. The new organizational wealth. San Francisco: Berrett Koehler.
Tannenbaum, S. I., & Yukl, G. 1992. Training and development in work organizations. Annual Review of Psychology, 43: 399-441.
Teece, D. J. 2000. Strategies for managing knowledge assets: The role of firm structure and industrial context. Long Range Planning, 33(1): 34-54.
Truskie, S. D. 1982. Getting the most from management development programs. Personnel Journal, Jan: 66-68.
Ulrich, D., Brockbank, W., & Yeung, A. 1989. Beyond belief: A benchmark for human resource. Human Resource Management, 28(3): 311-335.
Van Buren, M. E. 1999. A yardstick for knowledge management. Training and Development, 53(5): 71-78.
Vandenberg, R. J., Richardson, H. A., & Eastman, L. J. 1999. The impact of high involvement work processes on organizational effectiveness. Group & Organization Management, 27: 515-535.
Youndt, M. A., Snell, S. A., Dean, J. W., & Lepak, D. P. 1996. Human resource management, manufacturing strategy and firm performance. Academy of Management Journal, 39: 836-866.
Zwell, M., & Ressler, R. 2000. Powering the human drivers of financial performance. Strategic Finance, 81(11): 40-45.
Wah, L. 1999. Making knowledge stick. Management Review, 88(5): 24.
Wallace, M. J., Crandall, N. F., & Fay, C. H. 1982. Administrating human resource: An introduction to the profession. NY: Random House.
Walton, J. 1999. Strategic human resource development. UK: Prentic Hall.
Warr, P. A. C., & Birdi, K. 1999. Predicting three levels of training outcome. Journal of Occupational and Organization Psychology, 72: 351-375.
Wright, P. M., & Snell, S. A.1991. Toward an integrative view of strategic human resource management. Human Resource Management Review, 1: 203-225.