| dc.contributor.advisor | 林柏生 | zh_TW |
| dc.contributor.author (Authors) | 孫屏玉 | zh_TW |
| dc.creator (作者) | 孫屏玉 | zh_TW |
| dc.date (日期) | 2005 | en_US |
| dc.date.accessioned | 12-Sep-2009 12:27:00 (UTC+8) | - |
| dc.date.available | 12-Sep-2009 12:27:00 (UTC+8) | - |
| dc.date.issued (上傳時間) | 12-Sep-2009 12:27:00 (UTC+8) | - |
| dc.identifier (Other Identifiers) | G0093932122 | en_US |
| dc.identifier.uri (URI) | https://nccur.lib.nccu.edu.tw/handle/140.119/30581 | - |
| dc.description (描述) | 碩士 | zh_TW |
| dc.description (描述) | 國立政治大學 | zh_TW |
| dc.description (描述) | 經營管理碩士學程(EMBA) | zh_TW |
| dc.description (描述) | 93932122 | zh_TW |
| dc.description (描述) | 94 | zh_TW |
| dc.description.abstract (摘要) | 由於規模經濟和資源使用的效率性，跨國公司均積極尋找各種有效經營的方法與途徑，並以全球觀點來進行商業活動的考量，在此前提下，相較於資本技術等具像資源在世界潮流下逐漸式微，具有抽象、不易觀察及模仿的特質的人力資源仍成為組織保持長久競爭優勢的重要因素。 然而觀諸過去人員調派暨人力資源管理的研究、通常圍繞在人員的甄選、訓練、工作績效、及其他影響地主國適應程度的要素上，而忽略了人員於跨國企業裡服務的主動性及積極性。此外，由於產業特性不同，跨國企業也需因應產業之競爭勢態擬定策略，並據此規劃符合此策略之人力資源使用戰略，方得能於現今競爭激烈之全球市場得占先機。再者，組織內部的人力資源調派暨總籌機制，亦牽動著內部員工的滿意度，並據此延伸影響員工的績效，在組織績效的提升上扮演著相當程度的角色。 為了瞭解跨國企業所面臨的產業環境、其管理人力資源的調派機制，與該調派機制與內部員工的滿意度等三者之聯結性，在本份論文中採用了環境、事業策略與人力資源管理策略等三維面，據此分析個案公司在現實世界中面對的競爭態勢、所採用的競爭途徑、及相因應的人力資源管理策略，並進一步發展出個案公司之薦派系統，根據該系統進行內部員工之滿意度分析。 | zh_TW |
| dc.description.abstract (摘要) | 第一章 緒論 1 1.1 研究背景及動機 1 1.2 研究目的 3 第二章 文獻探討 5 2.1 內部行銷 5 2.1.1 內部行銷之發展與定義 5 2.1.2 內部行銷的衡量分類 6 2.2 工作滿足 7 2.2.1 工作滿足之定義 7 2.2.2 內部行銷與工作滿足 8 2.3 策略性人力資源管理 8 2.3.1 策略性人力資源管理的意涵 8 2.3.2 人力資源策略定義及其型態 9 第三章 研究方法 19 3.1 研究方法與資料蒐集 19 3.2 研究架構 21 第四章 個案研究分析 23 4.1 w公司的外部產業環境分析 23 4.1.1 船舶維修業介紹 23 4.1.2 企業環境之整理 32 4.2 w公司的內部環境與企業策略分析 34 4.2.1 w公司內部環境分析 34 4.2.2 w公司事業策略分析 34 4.3 w公司的人力資源策略類型與主動薦舉派遣系統分析 40 4.3.1 w公司人力資源策略類型分析 40 4.3.2 w公司主動薦舉派遣系統建構 41 4.4 w公司主動薦舉派遣系統之內部行銷作為與工作滿足之分析 46 4.4.1 內部行銷作為分析 46 4.4.2 工作滿足作為分析 49 第五章 結論及建議 59 5.1 研究結論 59 5.2 研究建議 62 參考文獻 64 訪談問卷 70 訪談問題答覆（一） 71 訪談問題答覆（二） 77 | - |
| dc.description.tableofcontents | 第一章 緒論 1 1.1 研究背景及動機 1 1.2 研究目的 3 第二章 文獻探討 5 2.1 內部行銷 5 2.1.1 內部行銷之發展與定義 5 2.1.2 內部行銷的衡量分類 6 2.2 工作滿足 7 2.2.1 工作滿足之定義 7 2.2.2 內部行銷與工作滿足 8 2.3 策略性人力資源管理 8 2.3.1 策略性人力資源管理的意涵 8 2.3.2 人力資源策略定義及其型態 9 第三章 研究方法 19 3.1 研究方法與資料蒐集 19 3.2 研究架構 21 第四章 個案研究分析 23 4.1 w公司的外部產業環境分析 23 4.1.1 船舶維修業介紹 23 4.1.2 企業環境之整理 32 4.2 w公司的內部環境與企業策略分析 34 4.2.1 w公司內部環境分析 34 4.2.2 w公司事業策略分析 34 4.3 w公司的人力資源策略類型與主動薦舉派遣系統分析 40 4.3.1 w公司人力資源策略類型分析 40 4.3.2 w公司主動薦舉派遣系統建構 41 4.4 w公司主動薦舉派遣系統之內部行銷作為與工作滿足之分析 46 4.4.1 內部行銷作為分析 46 4.4.2 工作滿足作為分析 49 第五章 結論及建議 59 5.1 研究結論 59 5.2 研究建議 62 參考文獻 64 訪談問卷 70 訪談問題答覆（一） 71 訪談問題答覆（二） 77 | zh_TW |
| dc.language.iso | en_US | - |
| dc.source.uri (資料來源) | http://thesis.lib.nccu.edu.tw/record/#G0093932122 | en_US |
| dc.subject (關鍵詞) | 內部行銷 | zh_TW |
| dc.subject (關鍵詞) | 工作滿足 | zh_TW |
| dc.subject (關鍵詞) | 策略性人力資源管理 | zh_TW |
| dc.subject (關鍵詞) | 主動薦舉派遣系統 | zh_TW |
| dc.title (題名) | 內部行銷，工作滿足與策略性人力資源管理之關聯性研究–以w公司之船舶維修業為例 | zh_TW |
| dc.type (資料類型) | thesis | en |
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