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題 名 | 臺灣資訊電子產業之企業人力資本、薪資與組織績效之關聯性研究--薪資中介效果之檢驗=The Relationships between Human Capital, Compensation and Organizational Performance--An Examination of Mediating Effect of Compensation |
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作 者 | 林文政; 陳慧娟; 周淑儀; | 書刊名 | 東吳經濟商學學報 |
卷 期 | 59 2007.12[民96.12] |
頁 次 | 頁57-100 |
分類號 | 494.3 |
關鍵詞 | 人力資本; 薪資; 組織績效; Human capital; Compensation; Organizational performance; |
語 文 | 中文(Chinese) |
中文摘要 | 本研究先後蒐集了二○○一年及二○○二年台灣區電子資訊業一百九十八家上市公司年度財務報告之次級資料,並計算人力資本(以企業之人均就學年數、平均年資、人均教育訓練費用等三個變項代表之)、人均薪資與組織績效進行迴歸分析。研究中亦對薪資是否為人力資本與組織績效間之中介變項進行檢驗,以進一步建立人力資本、薪資與組織績效間關係之完整理論模式。研究結果顯示:一、企業之人力資本程度愈高,其組織薪資水準愈高。二、組織支付較高之薪資水準,其組織績效愈佳。三、企業人力資本程度愈高,其組織績效愈佳,四、薪資具轉化企業人力資本為組織績效之「中介變項」性質,五、薪資具激勵組織績效之誘因機制性質。相關管理意涵亦在本研究中討論。 |
英文摘要 | This study collected related data of financial reports from open stock market in Taiwan in 2001 and 2002, and also acquired related data of years of education, year of employment, average training expenditure of each employee, average salary and Firm performance from secondary data. In this study we examine and test the relationship between human capital, compensation, and firm performance by using regression analysis The results of this study showed that, the first, the higher level of human capital, the higher the salary level for companies. Secondly, the firm pay for higher salary level, leads better organizational performance. Thirdly, the higher level of human capital leads higher or-ganizational performance. Forth, compensation is a mediator between human capital and or-ganizational performance. Finally, we found that compensation is an incentive to motivate employee to achieve organizational performance. Further implications for human resource management are also discussed in this article. |
本系統中英文摘要資訊取自各篇刊載內容。