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題名：人力資源實務、社會互動與組織情境對知識管理與創新績效影響之研究
作者：黃靖文 引用關係
作者(外文)：Jing-Wen Huang
校院名稱：國立成功大學
系所名稱：企業管理學系碩博士班
指導教授：陳忠仁
學位類別：博士
出版日期：2006
主題關鍵詞：策略性人力資源實務；創新績效；社會互動；知識管理；組織氣氛；組織結構；social interaction；Strategic human resource practices；climate；structure；knowledge management；innovation performance
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由於創新對於提升公司價值與持久性競爭優勢的角色日益重要，許多學者注重組織創新的研究。本研究經由大量的文獻回顧，界定出影響採用創新的因素，以及這些因素對於創新績效的影響。綜合先前研究的討論，本研究發展出一整合性的架構，企圖探討策略性人力資源實務、社會互動、知識管理、組織氣氛、組織結構與創新績效的關係。此外，我們亦將探討變數之間所可能產生的潛在中介效果。依據知識基礎觀點，本研究提出研究假設，並透過問卷調查的實證方式進行分析。
本研究的母體是以中華徵信所公布的5000大企業為主要調查對象，以分層隨機抽機的方式抽出750家公司。問卷之有效回收率為19.47%。本研究以回收之146份樣本進行因素分析、信度分析與迴歸分析來驗證所提出之假設。
本研究的主要發現如下：首先，迴歸分析結果顯示研究變數之間有顯著的關係；其次，實證結果支持策略性人力資源實務與創新績效的關係是經由知識管理的中介效果；第三，知識管理亦在社會互動與創新績效的關係中扮演中介角色；第四，經由社會互動之中介效果，組織氣氛能夠促進知識管理；第五，本研究發現社會互動對於組織結構與知識管理間關係存在中介效果；最後，本研究提出管理意涵與未來研究方向。
Owing to the increasing important role of innovation for firms to enhance potential value and sustainable competitive advantage, previous research has paid attentions to organizational innovation. This study develops an integrative framework through extensive literature review to identify the factors on the adoption of innovation and their influences on innovation performance. Synthesizing insights from prior studies, this study wants to examine the interrelationships between strategic human resource practices, social interaction, knowledge management, organizational climate, organizational structure, and innovation performance. In addition, I attempt to explore the potential mediating effects in their intrinsic connections. Based on the knowledge-based view, hypotheses are proposed and then examined through an empirical study.
The population for this study is the top 5000 Taiwanese firms listed in the China Credit Information Service Incorporation. A stratified random sampling method was used to select 150 firms in each of the five 1000 levels. The useable response rate was 19.47%. I use statistical analysis methods including factor analysis, reliability analysis, and regression analysis to test the hypotheses in a sample of 146 firms.
The major findings of this study include: firstly, the results of regression analyses show the significant relationships between research variables. Secondly, the empirical results support the mediating effect of knowledge management on strategic human resource practices and innovation performance. Thirdly, knowledge management also plays a mediating role between social interaction and innovation performance. Fourthly, organizational climate can facilitate knowledge management through the mediating effects of social interaction. Fifthly, the results show the mediating role of social interaction in the relationship between organizational structure and knowledge management. Finally, managerial implications and future research directions are discussed.
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