| dc.contributor.advisor | 司徒達賢<br>于卓民 | zh_TW |
| dc.contributor.author (Authors) | 金傳蓬 | zh_TW |
| dc.creator (作者) | 金傳蓬 | zh_TW |
| dc.date (日期) | 2002 | en_US |
| dc.date.accessioned | 8-Dec-2010 01:51:49 (UTC+8) | - |
| dc.date.available | 8-Dec-2010 01:51:49 (UTC+8) | - |
| dc.date.issued (上傳時間) | 8-Dec-2010 01:51:49 (UTC+8) | - |
| dc.identifier (Other Identifiers) | A2010000108 | en_US |
| dc.identifier.uri (URI) | http://nccur.lib.nccu.edu.tw/handle/140.119/48853 | - |
| dc.description (描述) | 博士 | 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 | zh_TW |
| dc.description (描述) | 87355503 | zh_TW |
| dc.description (描述) | 91 | zh_TW |
| dc.description.abstract (摘要) | 近年來面對全球化與詭譎多變的競爭環境，組織逐步將非核心的業務進行外購或委外，以降低成本及維持彈性的組織結構。文獻大都以組織為分析單位，採取交易成本理論與資源基礎理論解釋相關功能外部化的決策，較少剖析價值活動的特性對於外部化之影響。 本研究假設人力資源活動外部化之決策不完全是基於降低成本與提高彈性的經濟動機。組織疆界的選擇必須將價值活動特性之「非經濟因素」納入考量。因此，本研究基於知識基礎與社會資本理論提出兩項假說：人力資源活動的「知識可分割性」及「社會資本需求程度」將分別影響活動的外製程度。此外，知識可分割性與外製程度間關係會受到組織特性變數所調節。 本研究分為兩階段進行探索。第一階段採取個案研究，分析單位是人力資源活動，訪談七家買方人資主管與九家賣方顧問公司，共計有十八位資深主管。個案探索的結果大致和假說一致，並發現新假說：人資活動的決策動機將影響其外製程度、人資活動的知識可分割性與外製程度間正向關係會受到社會資本需求程度、人資定位及組織創新和決策動機三項變數所調節。 本研究第二階段進行大樣本調查，以本國與外商資訊電子業、金融服務業、量販零售業之人力資源部門主管為主要的抽樣對象，共計回收159份有效問卷與375項人資活動。經統計分析後，三項主效果之研究假設獲得實證支持，但是三項調節作用未達顯著水準。實證結果顯示，人資活動的知識可分割性愈高，則外製程度愈高。人資活動的社會資本需求程度愈低，則外製程度愈高。人資活動的決策動機亦將影響外製程度。 在理論方面，本研究提出價值活動特性的架構包含知識可分割性與社會資本需求程度，進一步驗證價值活動特性影響組織疆界之決策，並補充策略性人力資源管理理論的缺口。在實務方面，本研究之架構提供人力資源部門主管在外購或委外決策之考量，並對於人資管理顧問公司及人資管理教育的策略性定位提供參考建議。未來研究可針對人資活動的特性、組織特性、決策動機、外製程度、對績效之影響及人資部門與廠商間合作關係進行深入的探討。 | zh_TW |
| dc.description.tableofcontents | 誌謝論文摘要目錄圖目錄表目錄第一章 緒論 第一節 研究動機----2 第二節 研究問題與研究目的-----8 第三節 研究範圍與研究限制-----12 第四節 研究流程-----20第二章 文獻探討 第一節 人力資源管理活動-----23 第二節 人力資源管理功能外部化-----29 第三節 活動的知識特性-----42 第四節 活動的社會特性-----58 第五節 人力資源管理系統-----68 第六節 本章小結-----73第三章 研究架構 第一節 決策之內涵-----78 第二節 活動特性與分工選擇-----85第四章 個案分析 第一節 研究對象與個案選擇-----99 第二節 資料蒐集方式-----102 第三節 人力資源管理知識系統-----103 第四節 個案分析-----104 第五節 個案分析與理論架構之對應-----123第五章 研究設計 第一節 研究樣本與資料蒐集-----127 第二節 研究變數與問卷設計-----129 第三節 資料分析方法-----138第六章 實證研究結果 第一節 樣本描述-----142 第二節 問卷之因素分析與信度分析-----150 第三節 相關分析-----154 第四節 影響外製程度因素之實證分析-----157第七章 結論與建議 第一節 研究結論-----168 第二節 理論貢獻與實務意涵-----177 第三節 後續研究建議-----186參考文獻-----190附錄一 訪談問卷-----205附錄二 訪談摘要-----215附錄三 樣本調查之問卷-----219附錄四 羅吉斯迴歸分析-----229圖目錄圖1-3-1 人力資源活動自製與外製實務之部分案例-----14圖1-4-1 本研究流程-----21圖2-2-1 人力資源管理功能外部化相關文獻之分類-----30圖2-2-2 虛擬化人力資源功能（以訓練為例）-----39圖2-3-1 模組化的系統架構-----53圖2-3-2 公共知識與組織專屬知識體系-----56圖2-5-1 人力資源管理活動系統-----71圖2-5-2 人力資源管理知識系統-----72圖2-6-1 文獻整合架構-----76圖3-1-1 依決策之交易情境分析人資活動委外程度-----81圖3-1-2 人資活動分工決策程序-----83圖3-1-3 文獻推導之人資活動分工選擇研究架構-----84圖3-2-1 人力資源管理的五個層次（5P`s）-----90圖3-2-2 人資活動的知識不可分割性與分工選擇之關係-----92圖3-2-3 人資活動對社會資本需求程度與分工選擇之關係-----96圖4-4-1 人資活動知識體系的知識可分割程度-----109圖4-4-2 人資活動對社會資本需求程度-----113圖4-4-3 知識特性與社會特性的交互作用影響自製或外製決策-----116圖4-5-1 人資活動知識可分割性與社會資本需求程度之交互作用-----123圖4-5-2 本研究之實證架構圖-----124圖7-2-1 本研究實證後之模式-----176表目錄表2-1-1 人力資源管理功能涵蓋的活動-----26表2-5-1 影響組織疆界決策的四項理論比較-----75表3-2-1 文獻推導之假說彙總表-----98表4-1-1 受訪企業（買方/甲方）的背景資料-----100表4-1-2 受訪企業（賣方/乙方）的背景資料-----101表4-3-1 產品外部化與人力資源活動外部化的差異-----103表4-4-1 人力資源活動外製的程度-----104表4-4-2 人力資源管理活動的知識外顯與外製程度-----105表4-4-3 人力資源活動的知識標準化與外製程度-----106表4-4-4 人力資源管理活動的知識模組化與外製程度-----108表4-4-5 人力資源管理活動的知識不可分割性與外製程度-----108表4-4-6 人力資源管理活動所需的信任與外製程度-----110表4-4-7 人力資源管理活動結合組織文化與外製程度-----111表4-4-8 人力資源管理活動的社會資本需求程度-----112表4-4-9 知識不可分割性與社會資本需求程度的交互作用影響外製程度----114表4-5-1 理論推導與個案分析對應之假說彙總表----125表5-2-1 人力資源活動外部化型態之分類----135表5-3-1 參與問卷設計與試填的專家學者----140表6-1-1 問卷發放統計表----142表6-1-2 本國廠商、外商統計表----143表6-1-4 員工人數統計表----144表6-1-5 人力資源部門的規模統計表----144表6-1-6 人力資源部門的組織層級統計表----145表6-1-7 民國九十年營業額統計表----145表6-1-8 產業統計表----146表6-1-9 填卷者的職稱統計表----146表6-1-10 填卷者在人力資源管理相關經驗統計表----147表6-1-11 人資活動問卷回收統計表----148表6-1-12 人力資源管理功能外購、委外與自製比例表----149表6-2-1 知識可分割性之因素分析與信度分析結果----151表6-2-2 社會資本需求程度之因素分析與信度分析結果----152表6-2-3 人資定位及組織創新之因素分析與信度分析結果----153表6-2-4 研究便數之信度彙總表----154表6-3-1 各變數之相關分析表----156表6-4-1 主效果之迴歸分析----159表6-4-2 社會資本調節效果的迴歸分析----162表6-4-3 人資定位及組織創新調節效果的迴歸分析----163表6-4-4 決策動機調節效果的迴歸分析----164表6-4-5 整體模式的迴歸分析----166表7-1-1 本研究假說檢定結果彙總表----169 | zh_TW |
| dc.language.iso | en_US | - |
| dc.source.uri (資料來源) | http://thesis.lib.nccu.edu.tw/record/#A2010000108 | en_US |
| dc.title (題名) | 知識特性與社會特性對於人力資源活動外製程度之影響 | zh_TW |
| dc.type (資料類型) | thesis | en |
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