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題 名 | 人力資源管理系統內部契合與組織績效之關聯性研究:全形理論觀點=The Relationships between Internal Fit of Human Resource Management System and Organizational Performance: Configurational Appraoch |
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作 者 | 黃家齊; | 書刊名 | 中山管理評論 |
卷 期 | 8:3 民89.秋 |
頁 次 | 頁511-536 |
分類號 | 494.3 |
關鍵詞 | 人力資源管理系統; 人力資本投資; 內部契合; 全形理論; 資源基礎理論; Human resource management system; Human capital investment; Internal fit; Configurational theory; Resource-based theory; |
語 文 | 中文(Chinese) |
中文摘要 | 本研究探討人力資源管理系統內部契合與市場績效、生產力以及財務績效等組織績效指標間的關聯性。研究中首先藉由相關研究之探討,建立人力資本提昇系統以及成本縮減系統兩種人力資源管理系統之理想型。並由全形理論之觀點推導出最佳系統契合、理想型契合以及混合型契合等三種內部契合類型。研究結果發現人力資本提昇活動與組織績效間的確存在正向關係。而且整體而言,人力資源管理系統的內部契合對於組織績效有顯著的影響效果。若就各契合類型而言,最佳系統契合與組織績效間的關聯性最高,而混合型契合尋理想型契合與組織績效的關聯性雖較弱,但仍存在正向關係。此結果符合全現理論中殊途同歸的概念。而就組織績效指標而言,則以市場績效以及生產力與人力資源管理系統內部契合度之關聯性較高。 |
英文摘要 | This study explores the impact of types of internal fit of human resource management system on organizational performance index, including market performance, productivity, and financial performance. Through literature review, we build two ideal types of human resource management system, human-capital-enhancing system and cost-reducing systems respectively. In the perspectives of configuration theory, three types of internal fit, best types fit, ideal types fit and hybrid types fit, are distinguished. We found there are positive relationships between human-capital-enhancing practices and organizational performance. Generally, internal fit of human resource management system has significant effect on organizational performance or so. Among types of internal fit, the best types fit’s effect is most significant, hybrid types fit and ideal types fit have minor but still positive effect. Our finding support the equifinality concept. Besides, among the organizational performance index, market performance and productivity have the most significant relationships with degree of internal fit. |
本系統中英文摘要資訊取自各篇刊載內容。