:::

詳目顯示

回上一頁
題名:台灣製造業廠商人才培訓的制度分析
作者:彭莉惠 引用關係
作者(外文):PENG, Li Hui
校院名稱:國立政治大學
系所名稱:社會學研究所
指導教授:熊瑞梅
學位類別:博士
出版日期:2010
主題關鍵詞:組織研究全球商品鏈後進學習教育訓練(人才培育)制度分析人力資源organizational studyglobal commodity chainlatecomer learningtraininginstitutional analysishuman resource
原始連結:連回原系統網址new window
相關次數:
  • 被引用次數被引用次數:期刊(0) 博士論文(2) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:0
  • 共同引用共同引用:0
  • 點閱點閱:62
廠商人才培訓的探討,不論在國內外皆已成為組織研究、人力資源管理、商管等領域中極重要的研究議題之一。許多研究皆已指出台灣屬於後進學習型的國家,透過代工,不同產業在1980年代都進入全球商品鏈生產分工的半邊陲位置。然而,過去有關台灣或者經濟發展中國家如何技術學習的文獻中,很少深入討論技術接收國的廠商透過怎樣的人才培訓制度將技術深化到組織。本研究認為,員工技術學習的能力必須奠基在組織人才培訓制度的安排與制度環境的集體促進過程,一旦缺乏關照廠商人才培訓經驗的特性,將無法完整掌握臺灣企業組織技術學習的獨特性。本研究認為,要掌握台灣廠商人才培育經驗的特性,必須發展出台灣本土經驗的分析架構,而非不加反省地按照西方的觀點或者既有經濟學式的理性效率觀點進行解釋。奠基在深度訪問41家廠商,與其他相關人資協會、政府官員、教育訓練機構人員,總共72人的田野訪問資料,以及問卷調查122家廠商人才培育的經驗,試圖開展出屬於臺灣廠商人才培訓經驗的解釋框架,以掌握影響台灣後進學習廠商的人才培訓態度的制度機制以及理由邏輯。本研究發現,後進學習廠商的人才培訓經驗,必須更細緻地依照廠商在全球商品鏈的結構分工之生產技術立基(OEM/ODM)進行劃分,此相對應出的兩類「後進追趕學習」與「後進追趕創新」的組織人才培訓邏輯,可以適切地解釋台灣製造業廠商人才訓練的經驗。
As far as firms’ training is concerned, it’s become a rather significant topic in both at home and abroad academic fields, such as organizational sociology, human resources management, and general business administration. Many studies have pointed out that Taiwan could be categorized as a “latecomer’s learning type” of country; as Taiwan’s OEMs (Original Equipment Manufacturers),starting in the 1980s, were joined into the global commodity chains and supply chains, and have earned semi-peripheral positions in the global division of production. However, so far, little is known about how technique-receiving countries like Taiwan pass techniques and skills into the organizational groups of people through the company’s training system. Besides that, employee skill learning heavily depends on the organizational training arrangement and instituted operational process; hence, if there is no consideration for companies’ training practices, Taiwan’s enterprise characteristics won’t be understood completely and a full picture of Taiwan’s business environment will continue to be unclear.
Given a lack of related researches and references, this study emphasizes that to create a local analytical framework is more important than in light of theoretical points of view developed in Western societies or the existing efficiency viewpoint of economics-based rational interpretations. In order to explore further how manufacturing companies train their staff members and employees, this study will adopt both an in-depth interview method and questionnaires. Based on interviews with human resource managers at 41 companies, officers as well as leaders who are in charge of human resource associations and training institutes, the survey sample includes 72 interviewees. In addition, the study comprises accumulated training experiences from 122 companies as well.
This research intends to not only develop an interpretative framework for Taiwan enterprises’ training experiences, but also seek out the influential mechanisms that may affect companies’ attitudes toward training. The main finding of this study needs to be emphasized is that Taiwan has a dual track of institutional logic for training; training practices that follow a level of technical foundation (which include OEMs and ODMs, Original Design Manufacturers) deeply embedded in the global commodity chain. And these OEM/ODM enterprises have developed two different training types, namely “latecomer’s pursuit of learning” and “latecomer’s pursuit of innovation”. These dual institutional logics for training could help to explain Taiwan manufacturers’ experiences appropriately.
中文期刊書目
王振寰、高士欽,1999,〈全球化,在地化與學習型區域:理論反省與重建〉。《台灣社會研究季刊》34:69-112。new window
李 誠,2001,《高科技產業人力資源管理》。台北:天下文化。
李 誠,2004,《人力資源管理的十二堂課》。天下文化。
李漢雄,2000,《人力資源策略管理》。台北市:揚智。
李瑞華,2001,〈新世紀人力資源管理的角色調整與趨勢-以台積電為例〉李誠主編,《高科技產業人力資源管理》。台北市:天下遠見出版股份有限公司。new window
成之約,2003,〈教育訓練與企業和勞工發展〉,國改分析。財團法人國家政策研究基金會。
吳思華,1998,〈台灣積體電路產業的動態網絡〉。在張苙雲主編《網絡台灣:企業的人情關係與經濟理性》。台灣產業研究.遠流出版社。65-128頁。new window
徐進鈺,1998,〈邁向一個學習性的區域?台北─新竹高科技走廊的廠商聚集與技術學習〉。《師大地裡研究》29:143-159。new window
徐進鈺,1999,〈流動的鑲嵌:新竹科學工業園區的勞動力市場與高科技發展〉。《台灣社會研究季刊》35: 75-118。new window
許明德,2007,〈知識管理〉,《科學發展月刊》,419(11),62-67。
許慈倩,2007,〈分享,讓知識更豐富-成功導入知識管理10步驟〉,《人才資本》,9(11),48-52。
高旭,2000,《深入探討ISO9000/14001文件資料管理制度》。品管學會出版。
姚燕洪,2001,〈台灣人力資源的過去與未來〉,收錄在李誠編《高科技產業人力資源管理》。頁17-31。台北:天下文化。
黃家齊,2000,〈人力資源管理系統內部契合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):511-536。new window
黃玟娟,2001,《性別與技術--台灣晶圓廠的勞動體制》,東海大學社會系博士論文。new window
黃同玔,2000,《績效評估與管理》。台北:天下遠見出版股份有限公司。
黃同玔、李隆盛2000,《人力資源發展》。台北:施大書苑。
廖述賢,費吳深,周繼文,2008,〈知識取得、知識移轉與創新能力關聯性研究〉,《科技管理學刊》,13(3),101-134。new window
陳東升,1997,〈高科技產業組織間關係的權力分析:以臺灣積體電路產業的設計公司為例〉,《臺大社會學刊》,第25期: 47-104。new window
陳東升,2000,〈創新、創業與台灣積體電路產業組織網路的動態發展:創業投資公司網絡介面角色的探討〉。《台大社會學刊》28: 1-64。new window
陳東升,2003,《台灣高科技產業的社會學分析:積體電路》,台北:群學。new window
陳介玄,1994,《協力生產網絡與生活結構:台灣中小企業的社會經濟分析》。台北:聯經。new window
陳佳賢,2001,《我國線上學習市場現況與未來展望》,資策會產業報告。
陳怡婷、黃鋰、陳昭靜,2006,〈E-learning與企業營運策略的完美結合〉,《數位內容新世紀》,23期,7-11頁,數位內容產業推動辦公室。
陳美智,2001,《台灣加工出口區經濟統理結構的形成與轉型》。東海大學社會系博士論文。new window
陳美智、熊瑞梅,2002,〈國家制度結構與社會資本:台灣加工出口區經濟制度的形成與轉型〉。發表於台灣社會學會在東海舉辦「重訪東亞:全球、區域、國家、公民研討會」。
資訊工業策進會,2005,《國內外數位學習產業與研發之現況及趨勢產業報告》。
張家銘、徐偉傑,1999,〈全球化概念的發展:一個發展社會學脈絡的考察〉。《東吳社會學報》8:79-121。new window
張家銘、吳政財,1997,〈奇蹟與幻象:台灣汽車產業的發展經驗〉。《東吳社會學報》6:1-44。new window
劉宜君,2008,〈推動知識管理的「三劍客」-意願、焦點與能力〉,《T&D飛訊》,5(3),28-37。
經濟部工業局,2004,《企業導入數位學習現況分析報告》,數位學習產業推動與發展計畫。
經濟部工業局,2005,《數位學習產業推動與發展計畫成果與國內數位學習企業市場現況報告》。
經濟部,2001,《新世紀人力發展方案-民國90年至93年》。行政院經濟建設委員會人力規劃處出版。
潘美玲,2001,〈技術、社會網絡與全球商品鏈:台灣製造業部門間生產組織的變異〉。頁187-221。收錄於張維安主編,《台灣的企業:組織結構與國家競爭力》。台北:聯經。
鄭陸霖,1999,〈一個半邊陲的浮現與隱藏:國際鞋類市場網絡重組下的生產外移〉。《台灣社會研究季刊〉35:1-46。new window
鄭陸霖,2006,〈幻象之後: 台灣汽車業發展經驗「跨界產業場域」理論〉。《台灣社會學》11:111-174。new window
謝國雄,1993,〈事頭、頭家與立業基之活化:台灣小型製造單位創立及存活過程之研究〉。《台灣社會研究季刊》15:93-129。new window
熊瑞梅、陳美智,2001,〈協會、社會資本與穩定勞動力市場的功效:以加工出口區為例〉,東海大學社會學系主辦之《教育與勞力市場的連結》研討會,2001年7月11日。
熊瑞梅、翁裕峰、林亦之、陳美智,2003,〈全球化、標竿學習、和組織創新:加工出口區和科學園區的比較〉。發表於清華大學舉辦「2003網路與社會研討會」。
熊瑞梅、林亦之、陳美智、呂靜瑜,2002,〈知識經濟、社會資本、與人力資源制度的轉型:加工出口區和科學園區的比較〉。清華大學舉辦「2002網路與社會研討會」。
熊瑞梅,2008,〈台灣企業社會學的發展與反思〉。《群學爭鳴》。台北:群學。new window
中文報紙雜誌
余倩若,2008,「威爾許答客問:團體創新 絕非美麗的意外」,經濟日報,4月14日。
林芬慧,2008,「管理教室:善用社群力量 累積知識庫」,經濟日報,1月20日。
周文卿,2003,「企業數位學習 商機滾滾」,經濟日報,4月13日。
高明揮,2008,「經營理念:學習地圖 人力訓練法寶」,經濟日報,2月.24日。
吳韻儀、張漢宜,2007,「P&G的「開放式經營」 蒐集創意來自全球金頭腦(上)」, 天下雜誌380期。
黃靖萱,2008,「獲利王宏達電周永明:創新教父只選最難的做(上)」,天下雜誌388期。
陳泰明,2008,「管理話題:產品創新 從前端做起」,經濟日報,4月6日。
陳泰明,2008,「管理實務:彈性流程 隨環境改變」,經濟日報,4月6日。
陳美珍,2008,「員工進修企業補助費免稅」,經濟日報,3月27日。
陳家齊,2008,「培養接班人 從五步驟著手」,經濟日報,1月20日。
陳錫鈞,2008,「拒絕半調子的創新 營造組織共識 打破創新瓶頸」,能力雜誌,1月號。
張嘉耀,2008,「績效管理 扼殺創意激情」,經濟日報,3月9日。
張寶成,2008,「當責組織 效率學習」,經濟日報,3月9日。
張寶成,2008,「張寶誠張寶誠專欄:精實管理 流程創新(上)」,經濟日報,4月13日。
張忠謀,2008,「張忠謀:9個條件打造世界級企業」,遠見雜誌1月號。
蔡翼擎,2008,「人才培育:智慧資本 企業的終極實力」,經濟日報,2月11日。
藍色觀點編輯部,2008,「專訪 IBM 全球企業諮詢服務事業群 副總經理曾江華 全球化時代,企業未來的人力資源管理與策略」,藍色觀點,5月號 Vol.30。
戴瑞芬,2008,「產學合作系列報導之二--「拼知識經濟」」,今日晚報,3月5日。
英文期刊書目
Amoako-Gyampah, K., and Salam, A. F. 2004, “An extension of the technology acceptance model in an ERP implementation environment,” Information and Management (41:6), pp. 731-745.
Ardichvili, A., Page, V., and Wentling, T.2003 “Motivation and barriers to participation in virtual knowledge-sharing communities of practice,” Journal of Knowledge Management (7:1), pp. 64-77.
Becker, G., 1964, Human Capital: A Theoretical Analysis with Special Reference to Education, Columbia University Press, New York, NY.
Baron, James N. & David M. Kreps, 1999, Strategic Human Resources,John Wiley & Sons. Inc.
Blau, F. D. & Ferber, M.A, 1992, The Economics of Women, Men, and Work. Englewood Cliffs, N.J.: Prentice-Hall.
Barley, S. R, 1992, The new crafts: The rise of the technical labor force and its implication for the organization of work. Philadelphia: University of Pennsylvania, National Center on the Educational Quality of the Workforce.
Boston, T. D, 1990, “Segmented labor markets: New evidence from a study of four race-gender groups.” Industrial and Labor Relations Review 44:99-115.
Brown, C, 1990,“Empirical evidence on private training.” Research in Labor Economics 11:97-113.
Coleman,James S.1990. “Social Capital”.pp.330-321 in Foundations of Social Theory.Cambridge,MA:Harvard University Press.
Colquitt, J. A., LePine, J. A., and Noe, R. A.2000, “Toward an integrative theory of training motivation: A meta-analytic path analysis of 20 years of research,” The Journal of Applied Psychology (85:5),pp. 678-707.
DiMaggio, Paul J. and Walter W. Powell, 1983, “The Iron Cage Revisited: Institutional Isomophism and Collective Rationality in Organizational Fields,” American Sociological Review 48:147-60.
DiMaggio, Paul J., 1991, “Constructing an Organizational Field as a Professional Project: U.S. Art Museums, 1920-1940.” Pp. 267-293 in The New Institutionalism in Organizational Analysis, edited by Walter W. Powell and Paul J. DiMaggio. The University of Chicago Press.
Delery, J., & Doty, D. H,1996, “Modes of theorizing in strategic human resource management: tests of universalistic, contingency, and configurational performance predictions,” Academy of Management Journal, Vol.39, No.4, pp.802-835.
Dobbin, Frank R. and John R. Sutton., 1998, “The Strength of a Weak State: The Employment Rights Revolution and the Rise of Human Resources Management Divisions.” American Journal of Sociology 104: 441-476.
Edelman, Lauren B., 1990, “Legal Environments and Organizational Governance: The Expansion of Due Process in the American Workplace.” American Journal of Sociology 78:1360-80. 95: 1401-1440.
Edelman, Lauren B., 1992, “Legal Ambiguity and Symbolic Structures: Organizational Mediation of Civil Rights Law.” American Journal of Sociology 197:1531-1576.
Erickson,C.L and Jacoby,S.M., 2003, “The Effect of Employer Networks on Workplace Innovation and Training.” Industrial and Labor Relations Review 56(2):203-223.
Fligstein, Neil, 1996, “Markets as Politics: A Political-Cultural Approach to the Problem of Economic Institutions”. American Sociological Review.
Guthrie, Douglas, and Louise Marie Roth., 1999, “The State, Courts, and Maternity Leave Policies in U.S. Organizations: Specifying Institutional ,Mechanisms.” American Sociological Review 64: 41-63.
George, E., 2003, “External solution and internal problems: The effects of employment externalization on internal workers’ attitudes.” Organization Sciences,14:386-402.
Kalleberg,Ame.L.,David Knoke,Peter Marsden,Joe L.Spaeth., 1996, Organization in American :Analyzing their structure and Human Resource Practices. Thousand Oaks, CA. Sage Publication.
Kalleberg A. L. ,Marsden P.V., Reynolds J.& Knoke.,2006, Beyond
Profit? Sectoral Differences in High-performance work practice. Work
and Occupation, 33(2), 271-302
Knoke, D., Kalleberg, A.L, 1994, “Job training in US organizations,” American Sociological Review 59(1):537–46.
Knoke, David and Song Yang, 2003,“Fattenin’ Frogs for Snakes?Company Investments in Job Skills Training.” Pp3-30 in The Sociology of Job Training,edited by David Bills. Lodon:Elsvier.
Knoke, David, 2005, Playing Well Together:Creating Coporate Social Capital in Strategic Alliance Networks.Presented at Social Capital and Social Networks-Bridging Boundaries,Ohio State Uni.
Kim, S., and Lee, H., 2006, “The impact of organizational context and information technology on employee knowledge-sharing capabilities.” Public Administration Review (66:3), pp. 370.
Kirkpatrick,D.L, 1987, Evaluating Training Programs:The Four Levles. San Francisco:Berrett-koehler.
Lillard, L. A., & Tan, H. W., 1992, “Private sector training: Who gets it and what are its effects?” Labor Economics, 13, 1-62.
Lin Nan(2008),Social Capital: An International Research Program,Oxford University Press.
Leenders,Roger TH.A.J and Shaul. M.Gabbay(eds),1999,Corporate Social Capital and Liability.Boston: Kluwer Academic Publishers.
Meyer, John W. and Brian Rowan., 1977, “Institutional Organizations: Structure as Myth and Ceremony,” American Journal of Sociology 83: 340-63.
Meyer, John W., Richard Scott and Terrence E. Deal.,1992 “Institutional and Technical Sources of Organizational Structure: Explaining the Structure of Educational Organizations” pp. 45-67 in John Meyer and W. Richard Scott(eds.) Organizational Environments: Ritual and Rationality (updated edition). Sage Publication.
Powell, Walter W., and Paul J. DiMaggio., 1991, “Introduction,” in The New Institutionalism in Organizational Analysis, Pp.1-38, edited by Walter W. Powell and Paul J. Dimaggio.The University of Chicago Press.
Palmer, Donald A., P. Devereaux Jennings, and Xueguang Zhou., 1993, “Late Adoption of the Multidivisional Form by Large U.S. Corporations: Institutional, Political, and Economic Accounts,” Administrative Science Quarterly 38:100-131.
Podolny, Joel M. and Toby E. Stuart., 1995, “A Role-Based Ecology of Technological Change.” American Journal of Sociology 100(5): 1224-1260.
Sutton, John R., Frank Dobbin, John W. Meyer, and W. Richard Scott., 1994, “The Legalization of the Workplace.” American Journal of Sociology 99: 944-971.
Scott, W. Richard,1995, Institutions and Organizations. Thousand Oaks, CA: Sage.
Scott, W. Richard., 2002, Organizations: Rational, Natural, and Open Systems, 5th Ed. Upper Saddle River, NJ: Prentice-Hal.
Scott, W. Richard, 2004, “Reflections on a Half-Century of Organizational Sociology.” Annual Review of Sociology 30:1-21.
Snell, S. A., & Dean, J. W. Jr., 1992, “ Integrated, Manufacturing and
Human Resource Management: A Human Capital Perspective,” Academy of Management Journal, 35(3), 467-505.
Snell, S. A., Lepak, D. P., Dean, J. W., & Youndt, M. A.,2000, “Selection and Training for Integrated Manufacturing: The Moderating
Effects of Job Characteristics,” The Journal of Management Studies,
37(3), 445-466.
Tolbert, P. S., and Zucker , L. G. , 1983, “ Institutional Sources of Change in the Formal Structure of Organizations: The Diffusion of Civil Service Reform, 1880-1935.” Administrative Science Quarterly, 28, 22-39.
Wasserman, S. and Faust, K., 1994, Social Network Analysis: Methods and Applications, New York: Cambridge. University Press.
Yang, Song,2006, “Organizational Sectors and the Institutionalization of Job Training Programs: Evidence from a Longitudinal National Organizations Survey” Sociological Perspectives 49/3: 325-342
Zaltman, Gerald, Robert Duncan & Jonny Holbek ,1973,Innovations and Organization.New York: Wiley.

 
 
 
 
第一頁 上一頁 下一頁 最後一頁 top
:::
無相關著作
 
無相關點閱
 
QR Code
QRCODE