| dc.contributor.advisor | 張裕隆 | zh_TW |
| dc.contributor.author (Authors) | 鄧熙華 | zh_TW |
| dc.creator (作者) | 鄧熙華 | zh_TW |
| dc.date (日期) | 2008 | en_US |
| dc.date.accessioned | 19-Sep-2009 11:55:48 (UTC+8) | - |
| dc.date.available | 19-Sep-2009 11:55:48 (UTC+8) | - |
| dc.date.issued (上傳時間) | 19-Sep-2009 11:55:48 (UTC+8) | - |
| dc.identifier (Other Identifiers) | G0095752012 | en_US |
| dc.identifier.uri (URI) | https://nccur.lib.nccu.edu.tw/handle/140.119/37078 | - |
| dc.description (描述) | 碩士 | zh_TW |
| dc.description (描述) | 國立政治大學 | zh_TW |
| dc.description (描述) | 心理學研究所 | zh_TW |
| dc.description (描述) | 95752012 | zh_TW |
| dc.description (描述) | 97 | zh_TW |
| dc.description.abstract (摘要) | 本研究之主要目的在於探討「人力資源政策制定」對「組織競爭力與績效」之影響，並依此發展人力資源政策內涵與運作過程之評量工具。在透過對領導才能、組織使命、人力資源政策、組織文化、與組織競爭力、績效等變項關係探討後，進而運用結構方程模式之統計方法，嘗詴發展「人力資源政策之競爭力模式」，以提供後續相關研究與實務應用之參考。
本研究透過嚴謹編製程序，針對研究變項編製相關量表，並進行專家會議與信效度及因素分析。此外，本研究採立意抽樣方式共蒐集136份樣本，經過統計分析後，結果顯示本研究所發展的「領導才能」、「組織使命」、「人力資源政策」與「組織文化」等量表的內部一致性信度皆在.90以上，且在效標關聯效度(與組織績效之r值介於.59-.71之間)檢驗上皆達顯著的效果。另外，本研究「人力資源政策量表」中的政策內涵部份，研究分析發現，此量表包含「執行型人力資源政策」及「策略型人力資源政策」兩個向度，其分量表之內部一致性信度分別為.96與.93，而在效標關聯效度(與組織績效之r值分別為.62與.60)檢驗上亦皆具有顯著效果。
最後，本研究之假設考驗及模式驗證之結果顯示：1.領導才能乃是透過組織使命影響人力資源之政策表現； 2.在人力資源政策部份，政策內涵對組織文化具有正向顯著的效果，但政策運作過程與組織文化僅有正向顯著相關，政策運作過程無法預測組織文化；3.策略型人力資源政策並未比執行型人力資源政策對組織文化具有更正向的顯著效果；4.執行型人力資源政策與策略型人力資源政策，透過對組織文化強度的影響，提升組織之競爭力與績效表現。研究者最後針對研究結果及修改後的「人力資源政策之競爭力模式」，與對未來的學術研究及實務應用提出具體的建議。 | zh_TW |
| dc.description.tableofcontents | 目錄 …………………………………………………………………………… Ⅰ表目錄 ………………………………………………………………………… Ⅲ圖目錄 ………………………………………………………………………… V第一章 緒論…………………………………………………………………… 1第一節 研究背景與動機……………………………………………………… 1第二節 研究目的與目標……………………………………………………… 4第三節 名詞釋義……………………………………………………………… 5第二章 文獻探討……………………………………………………………… 7第一節 領導才能、使命與政策……………………………………………… 7第二節 人力資源政策………………………………………………………… 23第三節 組織文化……………………………………………………………… 41第四節 組織競爭力與組織績效……………………………………………… 48第三章 研究方法……………………………………………………………… 56第一節 研究對象……………………………………………………………… 56第二節 研究工具……………………………………………………………… 59第三節 研究分析……………………………………………………………… 61第四章 研究結果分析………………………………………………………… 81第一節 研究假設與模式分析………………………………………………… 81第五章 結論…………………………………………………………………… 95第一節 研究結果……………………………………………………………… 95第二節 研究限制與建議………………………………………………………102第三節 研究貢獻………………………………………………………………105參考文獻 ………………………………………………………………………107中文部份 ………………………………………………………………………107英文部份 ………………………………………………………………………109附錄一組織人力資源政策與運作調查問卷 …………………………………113 | zh_TW |
| dc.format.extent | 263952 bytes | - |
| dc.format.extent | 145636 bytes | - |
| dc.format.extent | 294415 bytes | - |
| dc.format.extent | 368225 bytes | - |
| dc.format.extent | 339640 bytes | - |
| dc.format.extent | 657976 bytes | - |
| dc.format.extent | 910652 bytes | - |
| dc.format.extent | 652158 bytes | - |
| dc.format.extent | 382703 bytes | - |
| dc.format.extent | 344324 bytes | - |
| dc.format.extent | 577439 bytes | - |
| dc.format.mimetype | application/pdf | - |
| dc.format.mimetype | application/pdf | - |
| dc.format.mimetype | application/pdf | - |
| dc.format.mimetype | application/pdf | - |
| dc.format.mimetype | application/pdf | - |
| dc.format.mimetype | application/pdf | - |
| dc.format.mimetype | application/pdf | - |
| dc.format.mimetype | application/pdf | - |
| dc.format.mimetype | application/pdf | - |
| dc.format.mimetype | application/pdf | - |
| dc.format.mimetype | application/pdf | - |
| dc.language.iso | en_US | - |
| dc.source.uri (資料來源) | http://thesis.lib.nccu.edu.tw/record/#G0095752012 | en_US |
| dc.subject (關鍵詞) | 領導才能 | zh_TW |
| dc.subject (關鍵詞) | 組織使命 | zh_TW |
| dc.subject (關鍵詞) | 人力資源政策 | zh_TW |
| dc.subject (關鍵詞) | 政策運作過程 | zh_TW |
| dc.subject (關鍵詞) | 組織文化 | zh_TW |
| dc.subject (關鍵詞) | 組織競爭力 | zh_TW |
| dc.subject (關鍵詞) | 組織績效 | zh_TW |
| dc.title (題名) | 領導才能、組織使命、人力資源政策與運作、組織文化、與組織競爭力、績效之相關研究 | zh_TW |
| dc.type (資料類型) | thesis | en |
| dc.relation.reference (參考文獻) | ─中文部份─ | zh_TW |
| dc.relation.reference (參考文獻) | 王怡中（民95）。企業策略、領導風格與組織績效關聯性之研究。國立中正大學會計與資訊科技研究所碩士論文。未出版，嘉義縣。 | zh_TW |
| dc.relation.reference (參考文獻) | 才能評鑑法（魏梅金譯）（民91）。臺北市：商周出版社。(原著出版年﹕1993 年) | zh_TW |
| dc.relation.reference (參考文獻) | 司徒達賢（民94）。管理學的新世界。臺北市：天下遠見。 | zh_TW |
| dc.relation.reference (參考文獻) | 朱志宏（民89）。公共政策。臺北市：三民書局。 | zh_TW |
| dc.relation.reference (參考文獻) | 李雁玲、唐五湘（民94）。企業使命的概念和應用研究。北京機械工業學院學報，20(3)，52-55。 | zh_TW |
| dc.relation.reference (參考文獻) | 林水波、張世賢著（民80）。公共政策。臺北市：五南書局。 | zh_TW |
| dc.relation.reference (參考文獻) | 吳定（民92）。政策管理。臺北市：聯經。 | zh_TW |
| dc.relation.reference (參考文獻) | 吳定（民83）。公共政策。臺北市：華視文化。 | zh_TW |
| dc.relation.reference (參考文獻) | 吳思華（民89）。策略九說：策略思考的本質。臺北市：臉譜文化。 | zh_TW |
| dc.relation.reference (參考文獻) | 邱皓政(民95)。結構方程模式。台北市：雙葉書廊。 | zh_TW |
| dc.relation.reference (參考文獻) | 徐家偉（民96）。組織轉型能力之建構與評鑑工具之發展。國立政治大學心理研究所碩士論文。未出版，臺北市。 | zh_TW |
| dc.relation.reference (參考文獻) | 莊朝正（民87）。管理才能評鑑表之建立-以某高科技公司為例。國立中央大學人力資源管理硏究所碩士論文。未出版，中壢市。 | zh_TW |
| dc.relation.reference (參考文獻) | 組織文化與領導（陳千玉譯）（民85）。臺北市：五南書局。(原著出版年﹕1992 年)。 | zh_TW |
| dc.relation.reference (參考文獻) | 萊恩‧費伊、羅勃‧藍道（民89）。企業策略。（陳綉里譯）。臺北市：商周出版社。(原著出版年：1994 年) | zh_TW |
| dc.relation.reference (參考文獻) | 湯瑪士‧奈夫、詹姆士‧辛勒(民90)。50位頂尖CEO的領袖特質。(鄒應瑗譯)。台北市：聯經。(原著出版年：2001年) | zh_TW |
| dc.relation.reference (參考文獻) | 策略管理（蔡碧鳳譯）（民87）。臺北市：臺灣西書。(原著出版年﹕1997 年) | zh_TW |
| dc.relation.reference (參考文獻) | 策略管理（蘇哲仁、林家五譯）（民88）。臺北市：五南書局。(原著出版年﹕1996 年) | zh_TW |
| dc.relation.reference (參考文獻) | 張裕隆（民94a）。組織、個人「競爭力」與組織獲利、個人財富之相關研究。國家文官培訓所-T&D飛訊: 30，1-18。 | zh_TW |
| dc.relation.reference (參考文獻) | 張裕隆（民94b）。「標竿」與「一般」、「虧損」、「政府」組織競爭力之比較分析。國家文官培訓所-T&D飛訊: 33，1-13。 | zh_TW |
| dc.relation.reference (參考文獻) | 張景翔(無日期)。2008年全球最受推崇企業。民97年12月20日，取自： http://www.chinagt.com.tw/zone/tool/tool_new_show.php?id=64。 | zh_TW |
| dc.relation.reference (參考文獻) | 黃中怡（民 91）。策略性人力資源管理－組織策略、人力資源策略、人資部門涉入程度、核心競爭力、國家文化與組織績效之關聯。國立成功大學國際企業研究所碩士論文。未出版，台南市。 | zh_TW |
| dc.relation.reference (參考文獻) | 黃英忠著（民90）。現代管理學。臺北市：華泰。 | zh_TW |
| dc.relation.reference (參考文獻) | 黃靖萱（民97年10月8日）。創新與堅持──不變的十大典範。天下雜誌，407，76-78。 | zh_TW |
| dc.relation.reference (參考文獻) | 游曉郁（民94）。領導行為與員工效能：知覺組織支持及知覺主管支持的中介效果。國立中正大學心理學研究所碩士論文。未出版，嘉義縣。 | zh_TW |
| dc.relation.reference (參考文獻) | 鄭伯壎（民79）。組織文化中價值觀的數量衡鑑。行政院國家科學委員會專題研究計畫成果報告，台北。 | zh_TW |
| dc.relation.reference (參考文獻) | ─英文部份─ | zh_TW |
| dc.relation.reference (參考文獻) | Ann Marie Ryan, E. E. K. (2008). Work-life policy implementation: Breaking down or creating barriers to inclusiveness? Human Resource Management, 47(2), 295-310. | zh_TW |
| dc.relation.reference (參考文獻) | Armstrong, Geoff (2005). Differentiation through people: How can HR move beyond business partner? Human Resource Management, 44(2), 195-199. | zh_TW |
| dc.relation.reference (參考文獻) | Barney, J. B. (1986). Organizational culture: Can it be a source of sustained competitive advantage? The Academy of Management Review, 11(3), 656-665. | zh_TW |
| dc.relation.reference (參考文獻) | Bart, C. K. (1997a). Industrial firms and the Power of mission. Industrial Marketing Management, 26, 371-383. | zh_TW |
| dc.relation.reference (參考文獻) | Bart, C. K. (1997b). Sex, lies and mission statements. Business Horizons, 40(6), 9-18. | zh_TW |
| dc.relation.reference (參考文獻) | Bart, C. K. & Baetz, M. R. (1998). The relationship between mission statements and firm performance: an exploratory study. Journal of Management Studies, 35(6), 823-853. | zh_TW |
| dc.relation.reference (參考文獻) | Bart, C. K. (1999). Mission statement content and hospital performance in the Canadian not-profit health care sector. Health Care Management Review, 24(3), 18-29. | zh_TW |
| dc.relation.reference (參考文獻) | Bart, C. K., Bontis, N., Taggar, S. (2001). A model of the impact of mission statements on firm performance. Management Decision, 39(1), 19-35. | zh_TW |
| dc.relation.reference (參考文獻) | Bartkus, B., Glassman, M., & McAfee, B. (2000). Mission statement: Are they smoke and mirrors?. Business Horizons, 43(6), 23-28. | zh_TW |
| dc.relation.reference (參考文獻) | Bartkus, B., Glassman, M., & McAfee, B. (2006). Mission statement quality and financial performance. European Management Journal, 24(1), 86-94. | zh_TW |
| dc.relation.reference (參考文獻) | Becker, B., & Gerhart, B. (1996). The impact of human resource management onorganizational performance: Progress and prospects. Academy of Management Journal, 39(4), 779-801. | zh_TW |
| dc.relation.reference (參考文獻) | Brake, T. (1997). The global leader: Critical factors for creating the world class organization. Chicago: Irwin Professional Publishing. Calori, R., & Sarnin, P. (1991). Corporate culture and economic performance: A French study. Organization Studies, 12(1), 49. | zh_TW |
| dc.relation.reference (參考文獻) | Campbell, A. (1992). The power of mission: aligning strategy and culture. Strategy & Leadership, 20(5), 10-63. | zh_TW |
| dc.relation.reference (參考文獻) | Christopher B Bingham, Teppo Felin, J Stewart Black. (2000). An interview with John Pepper: What it takes to be a global leader. Human Resource Management, 39(2,3), 287-292. | zh_TW |
| dc.relation.reference (參考文獻) | Coombs, R. (1996). Core competencies and the strategic management of R&D. R&D Management, 26(4), 345-355. | zh_TW |
| dc.relation.reference (參考文獻) | Delery, J. E., & Doty, D. H. (1996). Models of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions. Academy of Management Journal, 39(4), 802-835. | zh_TW |
| dc.relation.reference (參考文獻) | Donna Rodriguez, Rita Patel, Andrea Bright, Donna Gregory, Marilyn K Gowing. (2002). Developing competency models to promote integrated human resource practices. Human Resource Management, 41(3), 309-324. | zh_TW |
| dc.relation.reference (參考文獻) | Doyle, Robert J. (1967). A recommendation for a corporate training and development policy. Management of Personnel Quarterly, 6(3), 7-11. | zh_TW |
| dc.relation.reference (參考文獻) | Dubnicki, C., & Brown, M. D. (1994). The leadership imperative: Linking strategy and competency requirements for successinterview with H. Laurence Fuller, Chairman, CEO, and president of Amoco Corporation. Consulting Psychology Journal: Practice and Research, 46(1), 89-91. | zh_TW |
| dc.relation.reference (參考文獻) | Edward E. Lawler III (2005). From human resource management to organizational effectiveness. Human Resource Management, 44(2), 165-169. | zh_TW |
| dc.relation.reference (參考文獻) | Gordon, G. G., & Ditomaso, N. (1992). Predicting corporate performance from organizational culture. Journal of Management Studies, 29(6), 783-798. | zh_TW |
| dc.relation.reference (參考文獻) | Hafeez, K., Zhang, Y., & Malak, N. (2002). Determining key capabilities of a firm using analytic hierarchy process. International Journal of Production Economics, 76(1), 39-51. | zh_TW |
| dc.relation.reference (參考文獻) | Hofstede, G., Neuijen, B., Ohayv, D. D., & Sanders, G. (1990). Measuring organizational cultures: A qualitative and quantitative study across twenty cases. Administrative Science Quarterly, 35(2), 286-316. | zh_TW |
| dc.relation.reference (參考文獻) | Huey, John (1994). The new post-heroic leadership. Fortune, 44. | zh_TW |
| dc.relation.reference (參考文獻) | Ireland, R. D. & Hitt, M. A. (1992). Mission statements: importance, challenge and recommendations for development. Business Horizons, 35(3), 34-42. | zh_TW |
| dc.relation.reference (參考文獻) | Javidan, M. (1998). Core Competence: What does it mean in practice? Long Range Planning, 31(1), 60-71. | zh_TW |
| dc.relation.reference (參考文獻) | Jay B. Barney, P. M. W. (1998). On becoming a strategic partner: The role of human resources in gaining competitive advantage. Human Resource Management, 37(1), 31-46. | zh_TW |
| dc.relation.reference (參考文獻) | Jeana Wirtenberg, Joel Harmon, William G Russell, Kent D Fairfield. (2007). HR`s role in building a sustainable enterprise: Insights from some of the world`s best companies. Human Resource Planning, 30(1), 10-20. | zh_TW |
| dc.relation.reference (參考文獻) | Ledford, G. E., Jr. (1995). Paying for the skills, knowledge, and competencies of knowledge workers. Compensation and Benefits Review, 27(4), 55-62. | zh_TW |
| dc.relation.reference (參考文獻) | Long, C., & Vickers-Koch, M. (1995). Using core capabilities to create competitive advantage. Organizational Dynamics, 24(1), 6-22. | zh_TW |
| dc.relation.reference (參考文獻) | Margaret E Alldredge & Kevin J Nilan. (2000). 3M`s leadership competency model: An internally developed solution. Human Resource Management, 39(2,3), 133-145. | zh_TW |
| dc.relation.reference (參考文獻) | Mark, M. M., Gary T. H., & George Julnes (2000). Evaluation: An integrated framework for understanding, guiding, and improving policies and programs. CA: Josey-Bass. | zh_TW |
| dc.relation.reference (參考文獻) | McClelland, D. C. (1973). Testing for competency rather than intelligence. American Psychologist 28, 1-14. | zh_TW |
| dc.relation.reference (參考文獻) | O`Reilly III, C. A., Chatman, J., & Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34(3), 487-516. | zh_TW |
| dc.relation.reference (參考文獻) | Schwoerer, C., & Rosen, B. (1989). Effects of employment-at-will policies and compensation policies on corporate image and job pursuit intentions. Journal of Applied Psychology, 74(4), 653-656. | zh_TW |
| dc.relation.reference (參考文獻) | Starling, G. (1988). Strategies for policy making. Chicago: The Dorsey Press. | zh_TW |
| dc.relation.reference (參考文獻) | Syed Akhtar, Daniel Z Ding, Gloria L Ge. (2008). Strategic HRM practices and their impact on company performance in Chinese enterprises. Human Resource Management, 47(1), 15-32. | zh_TW |
| dc.relation.reference (參考文獻) | Useem, Michael (1993). Management commitment and company policies on education and training. Human Resource Management, 32(4), 411-434. | zh_TW |
| dc.relation.reference (參考文獻) | Venkatraman, N., & Ramanujam, V. (1986). Measurement of business performance in strategy research: A comparison of approaches. Academy of Management Review, 11(4), 801-814. | zh_TW |
| dc.relation.reference (參考文獻) | Want, J. H. (1986). Corporate mission: The intangible contributor to performance. Management Review, 75(8), 46-50. | zh_TW |
