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題名：人力資本蓄積 : 如何強化訓練投資效用
書刊名：人力資源管理學報
作者：廖婉鈞
作者(外文)：Liao, Wan-chun
出版日期：2016
卷期：16:2
頁次：頁25-53
主題關鍵詞：人力資本；企業訓練；訓練需求分析；組織學習能力；訓練評估；Human capital；Employee training；Training needs assessment；Organizational learning capability；Training evaluation
原始連結：連回原系統網址new window
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  • 被引用次數被引用次數:期刊(1) 博士論文(0) 專書(0) 專書論文(0)
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  • 共同引用共同引用:597
  • 點閱點閱:77
人力資本是價值創造的關鍵，每年企業投入大筆金額提供訓練方案培養人力資本，可惜訓練投資並非總是獲得相對應的報酬，如何強化訓練投資與人力資本蓄積之間的關係是當前重要的議題，故本研究欲探討訓練投資與人力資本的關係中，(1) 訓練前的訓練需求分析、(2) 訓練中的組織學習能力以及 (3) 訓練後的訓練評估三者之干擾效果，以瞭解如何強化訓練投資效用。透過問卷調查與客觀資料配對蒐集，最終有效樣本為127家台灣上市上櫃公司，研究結果意外發現訓練投資與人力資本無顯著關係，但當訓練需求分析越高，訓練投資與人力資本之間呈正向關係，而訓練需求分析越低時，訓練投資與人力資本則呈現負向關係。此外，若反應層次的訓練評估越高，訓練投資與人力資本之間呈現負向關係，而當反應層次的訓練評估越低時，訓練投資與人力資本之間則呈現正向關係，最終根據研究結果給予提升訓練投資效用之相關建議。
Human capital is the key resource to creating value. It costs an enterprise greatly to provide training program every year, but the investment is not always proportioned to the reward. How to increase the effect of training investment on the accumulation of human capital becomes a rather important issue. Consequently, this research would probe into whether there is a moderating effect of (1) training needs assessment before training, (2) organizational learning capability during training, and (3) training evaluation after training, on the relationship between training investment and human capital. This study conducted a questionnaire survey and objective data collection, and the final valid samples based on 127 firms in Taiwan. The results show that the relationship between training investment and human capital is surprisingly non-significant. However, when training needs assessment is high, the relationship between training investment and human capital is significantly positive significantly. When training needs assessment is low, the aforementioned relationship becomes negative. In addition, when training evaluation is high, the relationship between training investment and human capital is negative significantly which is an unexpected and interesting result. Based on the results, this study provides a conclusion and management implications for the contribution to the academic and the practical ultimately.
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116.Barney, Jay B.(1991)。Firm Resources and Sustained Competitive Advantage。Journal of Management，17(1)，99-120。  new window
117.Lin, Z.、Yang, Haibin、Demirkan, I.(2007)。The Performance Consequences of Ambidexterity in Strategic Alliance Formations: Empirical Investigation and Computational Theorizing。Management Science，53(10)，1645-1658。  new window
118.Podsakoff, Philip M.、MacKenzie, Scott B.、Lee, Jeong-Yeon、Podsakoff, Nathan P.(2003)。Common method biases in behavioral research: A critical review of the literature and recommended remedies。Journal of Applied Psychology，88(5)，879-903。  new window
119.Hinkin, Timophy R.(1998)。A Brief Tutorial on the Development of Measures for Use in Survey Questionnaire。Organizational Research Methods，1(1)，104-121。  new window
120.紀乃文(20140200)。情緒勞動對組織是利是弊？探討知覺主管支持、同事支持對情緒勞動與服務績效、離職傾向關係的差異化干擾效果。組織與管理，7(1)，115-160。  延伸查詢new window
研究報告
1.Tannenbaum, S. I.、Cannon-Bowers, J. A.、Salas, E.、Mathieu, J. E.(1993)。Factors that influence training effectiveness: A conceptual model and longitudinal analysis。Orlando, FL：Naval Air Warfare Center。  new window
圖書
1.Hofstede, Geert、Hofstede, G. J.、Minkov, M.(2010)。Cultures and organizations: Software of the mind: Intercultural cooperation and its importance for survival。New York, NY：McGraw-Hill。  new window
2.Kirkpatrick, D. L.、Kirkpatrick, J. D.(1994)。Evaluating training programs: The four levels。San Francisco, CA：Berrett-Koehler。  new window
3.Jöreskog, K. G.、Sörbom, D.(1989)。LISREL 7: A guide to the program and application。Chicago, IL：SPSS Inc.。  new window
4.Goldstein, I. L.(1993)。Training in organizations: Needs assessment, development, and evaluation。Brooks/Cole Publishing Company。  new window
5.Cohen, Jacob、Cohen, Patricia(1983)。Applied multiple regression/correlation analysis for the behavioral sciences。Lawrence Erlbaum Associates。  new window
6.Gatewood, Robert D.、Feild, Hubert S.(1998)。Human Resource Selection。The Dryden Press。  new window
7.Hair, Joseph F. Jr.、Anderson, Rolph E.、Tatham, Ronald L.、Black, William C.(1995)。Multivariate Data Analysis with Reading。New York：Macmillan。  new window
8.陳寬裕、王正華(2011)。論文統計分析實務：SPSS與AMOS的運用。臺北：五南圖書出版有限公司。  延伸查詢new window
9.Senge, P. M.、Kleiner, A.、Roberts, C.、Ross, R.、Roth, G.、Smith, B.(1999)。The dance of change: The challenges of sustaining momentum in learning organizations。New York：Currency Doubleday。  new window
10.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。台北：行政院國家科學委員會。  延伸查詢new window
11.Michaels, E.、Handfield, H.、Axelrod, B.(1997)。The war for talent。Boston, MA：Harvard Business School。  new window
12.Noe, R. A.(2004)。Employee training and development。New York：McGraw-Hill/Irwin。  new window
13.Pfeffer, J.(1995)。Competitive advantage through people: Unleashing the power of the work force。Boston, MA：Harvard Business School Press。  new window
14.Rummler, G. A.、Brache, A. P.(1995)。Improving performance: How to manage the white space on the organization chart。San Francisco, CA：Jossey-Bass。  new window
15.Sisson, K.、Storey, J.(2000)。The realities of human resource management: Managing the employment relationship。Buckingham：Open University Press。  new window
16.Hair, Joseph F. Jr.、Anderson, Rolph E.、Tatham, Ronald L.、Black, William C.、Babin, Barry J.(1998)。Multivariate data analysis。Prentice-Hall, Inc.。  new window
17.吳萬益(2005)。企業研究方法。臺北：華泰文化。  延伸查詢new window
18.Aiken, Leona S.、West, Stephen G.、Reno, Raymond R.(1991)。Multiple regression: Testing and interpreting interactions。Sage。  new window
圖書論文
1.Bates, R.(2003)。Managers as transfer agent。Improving learning transfer in organization。San Francisco, CA：Jossey Bass。  new window
2.Brown, K. G.、Sitzmann, T.(2011)。Training and employee development for improved performance。Handbook of industrial and organizational psychology。Washington, DC：American Psychological Association。  new window
3.Browne, Michael W.、Cudeck, Robert(1993)。Alternative ways of assessing model fit。Testing Structural Equation Models。Sage。  new window
 
 
 
 
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