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題名 台灣企業員工關係管理實務之研究──以高科技公司為例
A Study on Practices of Employee Relations Management in Taiwan’s Companies: Examples of Eight Taiwanese Hi-Tech Companies作者 李佳恒
Li, Chia-Heng貢獻者 蔡維奇
李佳恒
Li, Chia-Heng關鍵詞 員工關係
員工關係管理
高科技產業
Employee Relations
Employee Relations Management
Hi-tech industries日期 2021 上傳時間 2-Sep-2021 18:20:11 (UTC+8) 摘要 現代社會越趨多元，企業需管理來自不同背景、思維與價值觀各異的員工，再加上工作與生活平衡的趨勢逐漸受到各界重視，企業無不費心透過各式員工關係管理方法，想辦法讓員工在自身工作崗位上發揮最大價值、盡可能投入工作，並長期續留公司。而高科技產業為台灣經濟發展的重要基石，該產業的企業如何經營其與員工之間的關係，規劃與實施員工關係管理方案，是值得探討的課題。本研究藉由質性訪談，了解八間台灣本土或外商、中小規模或大型高科技企業的員工關係管理實務，包含員工關係管理在人資單位中如何分工與其定位、員工關係方案的內容與重點業務，以及管理員工關係的目的、成效與挑戰。本研究結果發現：一、在眾多員工關係管理實務做法中，企業最重視提供經濟型福利與康樂型福利；二、大型企業無論是本土業者或外商，都很重視建立與員工之間的溝通管道；三、企業經營員工關係的目的與時俱進，已不單純是為了提升企業形象，而是更重視留才、提高員工投入與參與等面向。
The modern society shows an increasing diversity of people. A company needs to manage various employees with different backgrounds, thoughts, and values. Furthermore, work-life balance has gained more and more recognition in recent years all around the world. Every company takes a lot of care trying to make all employees realize their potentials, pay all attention into work, and stay on their position as long period as they can through a variety of employee relations management practices. As an important cornerstone of economy development in Taiwan, it is a critical issue to discuss how hi-tech industry plans, operates, and implements employee relations management practices.In this research, we discuss the employee relations management practices of 8 hi-tech companies in Taiwan, including local company, foreign company, small and medium enterprise, and large enterprise, through qualitative research. We focused on different perspectives including the positioning and work division of employee relations management in human resource department, the content and key business of employee relations management practices, and the goals, effectiveness, and challenges of employee relations managements.After analyzing all the interviews, we found the following statements. First, economic benefits and recreational benefits are considered the most important by most of companies beyond several employee relations management practices. Secondly, large enterprise, no matter it is local or foreign company, values building the communication channels to their employees. Third, the purpose of operating employee relations changes with the times. It is not only for raising the corporate image, but for more perspectives such as keeping the talented employees in company or engaging employees.參考文獻 一、中文部分1.石逸凡（2004）。高科技產業員工關係實務之調查研究（碩士論文）。國立中山大學人力資源管理研究所。2.吳萬益、吳雅蓉、劉界富（2002）。國際企業之「策略性角色」、「組織結構」、「人力資源策略」與組織績效之關係－在台子公司之實證。輔仁管理評論，9(1)，151-196。3.吳天佑（2020）。國際經濟情勢對我國高科技產業之機會與挑戰。經濟研究，20，214-236。4.李誠（2001）。高科技產業人力資源管理。臺北市：天下遠見出版股份有限公司。5.李瑞華、張秉衡、杜隆欽（2010）。激發員工衝績效。哈佛企管評論。https://www.hbrtaiwan.com/article_content_AR0001543.html6.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。載於李誠（主編），高科技產業人力資源管理（33-62頁）。臺北市：天下遠見出版股份有限公司。7.周子琴、李誠（2000）。中美員工關係之比較（暑期專案研究）。國立中央大學。8.紀乃文、張火燦（2006）。人力資源主管角色、人力資源部門績效指標與組織績效關係之研究。人力資源管理學報，6(3)，71-93。9.陳昱竹（2018）。企業員工關係的角色與影響研究（碩士論文）。國立中正大學勞工關係學系。10.許菁容（2001）。員工福利措施對勞資關係影響之研究（碩士論文）。國立中山大學人力資源管理研究所。11.榮泰生（2002）。企業研究方法。臺北市：五南圖書出版股份有限公司。二、英文部分1. Armstrong, M. (2006). Strategic human resource management: A guide to action. London, Kogan Page.2. Aylott, E. (2014). Employee relations: A practical introduction. London, Kogan Page.3. Brewster, C. (1989), Employee relations. London: Macmillan.4. Chandra, V. (2012). Work–life balance: Eastern and western perspectives. The International Journal of Human Resource Management, 23(5), 1040-1056.5. Chang, P. L., & Chen, W. L. (2002). The effect of human resource management practices on firm performance: Empirical evidence from high-tech firms in Taiwan. International Journal of Management, 19(4), 622-631.6. Dizaho, E. K., Salleh, R., & Abdullah, A. (2017). Achieveing work life balance through flexible work schedules and arrangements. Global Business and Management Research: An International Journal, 9, 455-465.7. Dowling, P.J. & De Cieri, H. (1997). Strategic international human resource management: An Asia-Pacific perspective. Management International Review, 37, 21-42.8. Dundas, K. (2008). Work-life balance: There is no ‘one-size-fits-all’ solution. Managing Matters, 3, 7-8.9. Jolly, D. R. (2005). Editorial: Human resource management in high-tech companies. International Journal of Technology Management, 31(3), 197-203.10. Juan, C., Yong, W., & Zhang, H. (2015). Research on the effects of EAPs on turnover intentions. 12th International Conference on Service Systems and Service Management (ICSSSM), 2015, 1-5.11. Koon, V. Y. (in press). A multilevel analysis of work–life balance practices. Asia Pacific Journal of Human Resources.12. Le, H., Newman, A., Menzies, J., Zheng, C., & Fermelis, J. (2020). Work-life balance in Asia: A systematic review. Human Resource Management Review, 30(4), 1-23.13. Lockwood, N. (2003). Work/life balance: Challenges and solutions. Alexandria, Va., Society for Human Resource Management.14. Pettinger, R. (1999). Effective employee relations. London, Kogan Page.15. Richmond, M. K., Pampel, F. C., Wood, R. C, & Nunes, A. P. (2017). The impact of employee assistance services on workplace outcomes: Results of a prospective, quasi-experimental study. Journal of Occupational Health Psychology, 22(2), 170-179.16. Tai, W. S., & Wang, R. (2006). A framework for human resources development in Taiwan’s high tech industry. World Transactions on Engineering and Technology Education, 5(1), 221-224.17. Tansel, A., & Gazîoğlu, Ş. (2014). Management-employee relations, firm size and job satisfaction. International Journal of Manpower, 35(8), 1260-1275. 描述 碩士
國立政治大學
企業管理研究所(MBA學位學程)
108363038資料來源 http://thesis.lib.nccu.edu.tw/record/#G0108363038 資料類型 thesis dc.contributor.advisor 蔡維奇 zh_TW dc.contributor.author (Authors) 李佳恒 zh_TW dc.contributor.author (Authors) Li, Chia-Heng en_US dc.creator (作者) 李佳恒 zh_TW dc.creator (作者) Li, Chia-Heng en_US dc.date (日期) 2021 en_US dc.date.accessioned 2-Sep-2021 18:20:11 (UTC+8) - dc.date.available 2-Sep-2021 18:20:11 (UTC+8) - dc.date.issued (上傳時間) 2-Sep-2021 18:20:11 (UTC+8) - dc.identifier (Other Identifiers) G0108363038 en_US dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/137178 - dc.description (描述) 碩士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 企業管理研究所(MBA學位學程) zh_TW dc.description (描述) 108363038 zh_TW dc.description.abstract (摘要) 現代社會越趨多元，企業需管理來自不同背景、思維與價值觀各異的員工，再加上工作與生活平衡的趨勢逐漸受到各界重視，企業無不費心透過各式員工關係管理方法，想辦法讓員工在自身工作崗位上發揮最大價值、盡可能投入工作，並長期續留公司。而高科技產業為台灣經濟發展的重要基石，該產業的企業如何經營其與員工之間的關係，規劃與實施員工關係管理方案，是值得探討的課題。本研究藉由質性訪談，了解八間台灣本土或外商、中小規模或大型高科技企業的員工關係管理實務，包含員工關係管理在人資單位中如何分工與其定位、員工關係方案的內容與重點業務，以及管理員工關係的目的、成效與挑戰。本研究結果發現：一、在眾多員工關係管理實務做法中，企業最重視提供經濟型福利與康樂型福利；二、大型企業無論是本土業者或外商，都很重視建立與員工之間的溝通管道；三、企業經營員工關係的目的與時俱進，已不單純是為了提升企業形象，而是更重視留才、提高員工投入與參與等面向。 zh_TW dc.description.abstract (摘要) The modern society shows an increasing diversity of people. A company needs to manage various employees with different backgrounds, thoughts, and values. Furthermore, work-life balance has gained more and more recognition in recent years all around the world. Every company takes a lot of care trying to make all employees realize their potentials, pay all attention into work, and stay on their position as long period as they can through a variety of employee relations management practices. As an important cornerstone of economy development in Taiwan, it is a critical issue to discuss how hi-tech industry plans, operates, and implements employee relations management practices.In this research, we discuss the employee relations management practices of 8 hi-tech companies in Taiwan, including local company, foreign company, small and medium enterprise, and large enterprise, through qualitative research. We focused on different perspectives including the positioning and work division of employee relations management in human resource department, the content and key business of employee relations management practices, and the goals, effectiveness, and challenges of employee relations managements.After analyzing all the interviews, we found the following statements. First, economic benefits and recreational benefits are considered the most important by most of companies beyond several employee relations management practices. Secondly, large enterprise, no matter it is local or foreign company, values building the communication channels to their employees. Third, the purpose of operating employee relations changes with the times. It is not only for raising the corporate image, but for more perspectives such as keeping the talented employees in company or engaging employees. en_US dc.description.tableofcontents 謝誌 I中文摘要 II英文摘要 III目次 IV第一章 緒論 1第一節 研究背景 1第二節 研究重要性與目的 2第二章 文獻探討 4第一節 高科技產業人力資源管理 4第二節 員工關係管理實務 6第三章 研究方法 14第一節 研究對象 14第二節 研究流程 16第三節 訪談問題設計 16第四章 研究結果 18第一節 個案公司研究摘要 18第二節 整體研究發現 37第五章 結論與建議 54第一節 研究結果與討論 54第二節 企業實務建議 57第三節 研究限制與後續研究建議 59參考文獻 61附錄一 訪談邀請網路問卷 64附錄二 企業訪談題目大綱 67附錄三 企業訪談題目 68 zh_TW dc.format.extent 1133883 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0108363038 en_US dc.subject (關鍵詞) 員工關係 zh_TW dc.subject (關鍵詞) 員工關係管理 zh_TW dc.subject (關鍵詞) 高科技產業 zh_TW dc.subject (關鍵詞) Employee Relations en_US dc.subject (關鍵詞) Employee Relations Management en_US dc.subject (關鍵詞) Hi-tech industries en_US dc.title (題名) 台灣企業員工關係管理實務之研究──以高科技公司為例 zh_TW dc.title (題名) A Study on Practices of Employee Relations Management in Taiwan’s Companies: Examples of Eight Taiwanese Hi-Tech Companies en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) 一、中文部分1.石逸凡（2004）。高科技產業員工關係實務之調查研究（碩士論文）。國立中山大學人力資源管理研究所。2.吳萬益、吳雅蓉、劉界富（2002）。國際企業之「策略性角色」、「組織結構」、「人力資源策略」與組織績效之關係－在台子公司之實證。輔仁管理評論，9(1)，151-196。3.吳天佑（2020）。國際經濟情勢對我國高科技產業之機會與挑戰。經濟研究，20，214-236。4.李誠（2001）。高科技產業人力資源管理。臺北市：天下遠見出版股份有限公司。5.李瑞華、張秉衡、杜隆欽（2010）。激發員工衝績效。哈佛企管評論。https://www.hbrtaiwan.com/article_content_AR0001543.html6.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。載於李誠（主編），高科技產業人力資源管理（33-62頁）。臺北市：天下遠見出版股份有限公司。7.周子琴、李誠（2000）。中美員工關係之比較（暑期專案研究）。國立中央大學。8.紀乃文、張火燦（2006）。人力資源主管角色、人力資源部門績效指標與組織績效關係之研究。人力資源管理學報，6(3)，71-93。9.陳昱竹（2018）。企業員工關係的角色與影響研究（碩士論文）。國立中正大學勞工關係學系。10.許菁容（2001）。員工福利措施對勞資關係影響之研究（碩士論文）。國立中山大學人力資源管理研究所。11.榮泰生（2002）。企業研究方法。臺北市：五南圖書出版股份有限公司。二、英文部分1. Armstrong, M. (2006). Strategic human resource management: A guide to action. London, Kogan Page.2. Aylott, E. (2014). Employee relations: A practical introduction. London, Kogan Page.3. Brewster, C. (1989), Employee relations. London: Macmillan.4. Chandra, V. (2012). Work–life balance: Eastern and western perspectives. The International Journal of Human Resource Management, 23(5), 1040-1056.5. Chang, P. L., & Chen, W. L. (2002). The effect of human resource management practices on firm performance: Empirical evidence from high-tech firms in Taiwan. International Journal of Management, 19(4), 622-631.6. Dizaho, E. K., Salleh, R., & Abdullah, A. (2017). Achieveing work life balance through flexible work schedules and arrangements. Global Business and Management Research: An International Journal, 9, 455-465.7. Dowling, P.J. & De Cieri, H. (1997). Strategic international human resource management: An Asia-Pacific perspective. Management International Review, 37, 21-42.8. Dundas, K. (2008). Work-life balance: There is no ‘one-size-fits-all’ solution. Managing Matters, 3, 7-8.9. Jolly, D. R. (2005). Editorial: Human resource management in high-tech companies. International Journal of Technology Management, 31(3), 197-203.10. Juan, C., Yong, W., & Zhang, H. (2015). Research on the effects of EAPs on turnover intentions. 12th International Conference on Service Systems and Service Management (ICSSSM), 2015, 1-5.11. Koon, V. Y. (in press). A multilevel analysis of work–life balance practices. Asia Pacific Journal of Human Resources.12. Le, H., Newman, A., Menzies, J., Zheng, C., & Fermelis, J. (2020). Work-life balance in Asia: A systematic review. Human Resource Management Review, 30(4), 1-23.13. Lockwood, N. (2003). Work/life balance: Challenges and solutions. Alexandria, Va., Society for Human Resource Management.14. Pettinger, R. (1999). Effective employee relations. London, Kogan Page.15. Richmond, M. K., Pampel, F. C., Wood, R. C, & Nunes, A. P. (2017). The impact of employee assistance services on workplace outcomes: Results of a prospective, quasi-experimental study. Journal of Occupational Health Psychology, 22(2), 170-179.16. Tai, W. S., & Wang, R. (2006). A framework for human resources development in Taiwan’s high tech industry. World Transactions on Engineering and Technology Education, 5(1), 221-224.17. Tansel, A., & Gazîoğlu, Ş. (2014). Management-employee relations, firm size and job satisfaction. International Journal of Manpower, 35(8), 1260-1275. zh_TW dc.identifier.doi (DOI) 10.6814/NCCU202101223 en_US
