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題名 | A Study of the Relationship between Employees' Participative Management and Industrial Relations Climate--A Cross-cultural Approach=員工參與管理及勞資關係氣候之研究--跨文化之觀點 |
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作者 | 李元墩; 吳衛平; | 書刊名 | 長榮學報 |
卷期 | 3:2 2000.01[民89.01] |
頁次 | 頁51-67 |
分類號 | 556.67 |
關鍵詞 | 參與管理; 勞資關係氣候; 跨文化觀點; Participative management; Industrial relations climate; Cross-cultural approach; |
語文 | 英文(English) |
中文摘要 | 本研究主要目的在於瞭解在臺美資、 日資及臺資電子業員工參與管理及勞資關係 氣候之關聯性。研究發現臺資比美資企業具有較高的參與管理程度與效能。另外,臺資企業 比日資企業在社會與人事事務兩方面的參與管理更為有效。本研究亦驗證了勞資關係氣候之 和諧度和開放性與員工參與管理效能有顯著正相關。本研究得到的結論為:以中央控制海外 營運的跨國公司比較不鼓勵當地員工參與管理; 而且,員工參與管理效能比較具參與程度更 能預測勞資關係氣候。 |
英文摘要 | This study examines the relationship between IR climate and the employee attitudes toward participative management among Taiwanese, Japanese and US invested electronics firms in Taiwan. Among the findings, Taiwanese firms tended to have a higher level of participative management and more effective participative management than US invested firms in Taiwan. In addition, Taiwanese firms were found to be more effective in participative management than Japanese invested firms in both social and personnel matters. It was also confirmed that harmony and openness aspects of IR climate had a positive and significant correlation with the effectiveness of participative management practices including personnel, operational and social matters. It is concluded that MNCs which need centralised control of their overseas operations. will be less willing to encourage participative management in their local operations. Finally, it was revealed that the effectiveness, rather than the level of participative management, can better predict IR climate. |
本系統之摘要資訊系依該期刊論文摘要之資訊為主。