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題名：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
書刊名：中山管理評論
作者：黃家齊 引用關係
作者(外文)：Huang, Jia-chi
出版日期：2000
卷期：8:3
頁次：頁511-536
主題關鍵詞：人力資源管理系統；人力資本投資；內部契合；全形理論；資源基礎理論；Human resource management system；Human capital investment；Internal fit；Configurational theory；Resource-based theory
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相關次數：
  • 被引用次數被引用次數:期刊(19) 博士論文(13) 專書(0) 專書論文(1)
  • 排除自我引用排除自我引用:14
  • 共同引用共同引用:67
  • 點閱點閱:186
　　　　　本研究探討人力資源管理系統內部契合與市場績效、生產力以及財務績效等組織績效指標間的關聯性。研究中首先藉由相關研究之探討，建立人力資本提昇系統以及成本縮減系統兩種人力資源管理系統之理想型。並由全形理論之觀點推導出最佳系統契合、理想型契合以及混合型契合等三種內部契合類型。研究結果發現人力資本提昇活動與組織績效間的確存在正向關係。而且整體而言，人力資源管理系統的內部契合對於組織績效有顯著的影響效果。若就各契合類型而言，最佳系統契合與組織績效間的關聯性最高，而混合型契合尋理想型契合與組織績效的關聯性雖較弱，但仍存在正向關係。此結果符合全現理論中殊途同歸的概念。而就組織績效指標而言，則以市場績效以及生產力與人力資源管理系統內部契合度之關聯性較高。
　　　　　This study explores the impact of types of internal fit of human resource management system on organizational performance index, including market performance, productivity, and financial performance. Through literature review, we build two ideal types of human resource management system, human-capital-enhancing system and cost-reducing systems respectively. In the perspectives of configuration theory, three types of internal fit, best types fit, ideal types fit and hybrid types fit, are distinguished. We found there are positive relationships between human-capital-enhancing practices and organizational performance. Generally, internal fit of human resource management system has significant effect on organizational performance or so. Among types of internal fit, the best types fit’s effect is most significant, hybrid types fit and ideal types fit have minor but still positive effect. Our finding support the equifinality concept. Besides, among the organizational performance index, market performance and productivity have the most significant relationships with degree of internal fit.
期刊論文
1.Pil, F. K.、MacDuffie, J. P.(1996)。The Adoption of High-involvement Work Practices。Industrial Relations，35(3)，423-455。  new window
2.Arthur, J. B.(199406)。Effects of Human Resource System on Manufacturing Performance and Turnover。Academy od Management Journal，37(3)，670-687。  new window
3.Baird, L.、Meshoulam, I.(1988)。Managing Two Fits of Strategic Human Resource Management。Academy of Management Review，13，116-128。  new window
4.Terpstra, D. E.、Rozell, E. J.(1993)。The relationship of staffing practices to organizational level measures of performance。Personnel psychology，46(1)，27-48。  new window
5.Ichniowski, Casey、Kochan, Thomas A.、Levine, David、Olson, Craig、Strauss, George(1996)。What works at work: Overview and assessment。Industrial Relations: A Journal of Economy and Society，35(3)，299-333。  new window
6.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(3)，291-313。  new window
7.Miller, Danny(1987)。The Genesis of Configuration。Academy of Management Review，12(4)，686-701。  new window
8.Govindarajan, V.(1988)。A Contingency Approach to Strategy Implementation at the Business-unit Level: Integrating Administrative Mechanisms with Strategy。Academy of Management Journal，31(4)，828-853。  new window
9.Fey, Carl F.、Björkman, Ingmar、Pavlovskaya, Antonina(2000)。The effect of human resource management practices on firm performance in Russia。The International Journal of Human Resource Management，11(1)，1-18。  new window
10.Drazin, R.、Van de Ven, A. H.(1985)。Alternative forms of fit in contingency theory。Administrative Science Quarterly，30(4)，514-539。  new window
11.Russell, J. S.、Terborg, J. R.、Powers, M. L.(1985)。Organizational performance and organizational level training and support。Personnel Psychology，38(4)，849-863。  new window
12.黃同圳、劉靜如(19980900)。大陸臺商人力資源管理優勢化策略探討。中山管理評論，6(3)，827-854+758-759。new window  延伸查詢new window
13.Meyer, Alan D.、Tsui, Anne S.、Hinings, C. R.(1993)。Configurational Approaches to Organizational Analysis。Academy of Management Journal，36(6)，1175-1195。  new window
14.陳世哲、許淑君(19991200)。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。new window  延伸查詢new window
15.Doty, D. H.、Glick, W. H.、Huber, G. P.(1993)。Fit, Equifinality, and Organizational Effectiveness: A Test of Two Configurational Theories。Academy of Management Journal，36(6)，1196-1250。  new window
16.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。  new window
17.Huang, Ing-chung、Huang, Junying、Uen, Jin Feng(19980800)。The Relationships between Human Resource Systems and Organizational Performance in High-tech Companies in Taiwan。中山管理評論，6(特刊)，643-656。new window  new window
18.Kimberly, John R.(1976)。Organizational Size and The Structuralist Perspective: A Review, Critique, and Proposal。Administrative Science Quarterly，21(4)，571-597。  new window
19.Schuler, Randall S.(1989)。Strategic human resource management and industrial relations。Human Relations，42(2)，157-184。  new window
20.Snell, Scott A.、Dean, James W. Jr.(1992)。Integrated manufacturing and human resource management: A human capital perspective。Academy of Management Journal，35(3)，467-504。  new window
21.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。  new window
22.Osterman, P.(1994)。How Common is Workplace Transformation and Who Adopts It?。Industrial and Labor Relations Review，47(2)，173-188。  new window
23.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。  new window
24.Abowd, John M.(1990)。Does Performance-Based Managerial Compensation Affect Corporate Performance?。Industrial and Labor Relations Review，43(3)，52-73。  new window
25.Gerhart, Barry、Milkovich, George T.(1990)。Organizational Differences in Managerial Compensation and Financial Performance。The Academy of Management Journal，33(4)，663-691。  new window
26.Lepak, David P.、Snell, Scott A.(1999)。The human resource architecture: toward a theory of human capital allocation and development。Academy of Management Review，24(1)，31-48。  new window
27.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。  new window
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。  new window
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。  new window
30.Barney, Jay B.(1991)。Firm Resources and Sustained Competitive Advantage。Journal of Management，17(1)，99-120。  new window
31.Milgrom, P.、Roberts, J.(1995)。Complementarities and fit: Strategy, structure, and organizational change in manufacturing。Journal of Accounting and Economics，19(2/3)，179-208。  new window
32.Lengnick-Hall, Cynthia A.、Lengnick-Hall, Mark L.(1988)。Strategic Human Resources Management: A Review of the Literature and a Proposed Typology。The Academy of Management Review，13(3)，454-470。  new window
33.徐聯恩、謝瑞史(1999)。創新性人力資源管理制度概況及其對企業績效之影響。勞資關係，17(11)，40-52。  延伸查詢new window
34.Bay, J.(1997)。Beyond seniority-based systems: A paradigm shift in Korea HRM。Asia Pacific Business Review，3(4)，82-110。  new window
35.Miller, D.(1981)。Toward a new contingency theory: The search for organizational gestalts。Journal of Management Studies，18(1)，1-26。  new window
36.Turban, D.、Ngo, H. Y.、Lui, S. U.、Lau, C. M.(1998)。Human resource practices and firm performance of multinational corporations: Influences of country origin。The International Journal of Human Resource Management，9(4)，632-652。  new window
會議論文
1.顧萱萱、黃家齊(1999)。人力資本投資與組織績效。沒有紀錄。385-400。  延伸查詢new window
學位論文
1.溫金豐(1998)。人力資源系統構形與組織績效關係之研究：以高科技廠商為例，0。new window  延伸查詢new window
2.王柏年(1999)。高科技產業革新性人力資源管理制度與組織創新之關係研究(碩士論文)。國立中山大學，高雄市。  延伸查詢new window
3.黃家齊(1997)。技術特性與薪資給付基礎之關係研究：績效控制觀點(博士論文)。國立臺灣大學。new window  延伸查詢new window
4.陳哲彥(1997)。人力資源管理與組織績效之關係－本土及外資企業的比較，0。  延伸查詢new window
5.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，0。  延伸查詢new window
圖書
1.Cascio, W. F.(1991)。Costing human resources: The financial impact of behavior in organizations。Boston：Chicago：PWS-Kent：Nelson-Hall Publishers。  new window
2.Parnes, H. S.(1984)。People power。Beverly Hills, CA：Sage。  new window
3.Miller, D.、Friesen, P. H.、Mintzberg, H.(1984)。Organizations: A quantum view。Englewood Cliffs, NJ：McGill University：Prentice-Hall。  new window
4.Becker, Gary Stanley(1976)。The Economic Approach to Human Behavior。University of Chicago Press。  new window
5.Pfeffer, Jeffrey(1994)。Competitive advantage through people: Unleashing the power of the work force。Boston, Massachusetts：Harvard Business School Press。  new window
6.Flamholtz, E. G.、Lacey, J. M.(1981)。Personnel Management, Human Capital Theory, and Human Resource Accounting。Los Angeles, CA：Institute of Industrial Relations, University of California。  new window
7.Becker, Gary Stanley(1993)。Human Capital: A Theoretical and Empirical Analysis, with Special Reference to Education。The University of Chicago Press。  new window
8.Nunnally, Jum C.、Bernstein, Ira H.(1978)。Psychometric Theory。McGraw-Hill。  new window
圖書論文
1.Snell, S.、Youndt, M.、Wright, P.(1996)。Establishing a framework for research in strategic human resource management: merging resource theory and organizational learning。Research in Personnel and Human Resource Management。Greenwich, CT：JAI Press。  new window
 
 
 
 
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