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E87010
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高科技產業人力規畫與行為調查:白領員工人力資源行為面探討
Human Resources Planning and Behavior Survey of High-Tech Industry
1.李再長
1.Tzai-zang Lee
1.國立成功大學工業管理科學系
1.Department of Industrial Management Science
001,002,003,004
1.國立成功大學工業管理科學系
1.Department of Industrial Management Science
002
1.行政院國家科學委員會
1.National Science Council
A.14 計畫執行期間(起):1997-08-01
A.14 計畫執行期間(訖):1998-07-31
A.16 收到日期:1998-11-27
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內政部社會司登記在案之基金會,及教育部登記在案之文教基金會

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582


582
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C.2 聯絡日期:1999-01-21
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1.國立成功大學工業管理科學系
1.Department of Industrial Management Science
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C.7 資料公開日期:1999-08-01
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1.人力資源
2.白領員工
3.行為
4.高科技產業
5.組織行為
1.Behavior
2.High-tech Industry
3.Human Resource
4.Organizational Behavior
5.White Collar Employee
高 科技產業將蓬勃發展,相對帶來的是對高科技人力資源殷切的需求。因此,高科技人力資源管理成為需要深入研究的課題。透過現況了解高科技產業的人力資源管理 實務與高科技白領人員的行為是本研究之目的。 本研究對77家高科技公司進行訪談,調查其人力資源管理實施方式。並發出581 份員工問卷,由白領技術工程師填答其對該公司所認知的人力資源管理方式。本研究的結果呈現了目前高科技公司在白領技人才人力資源管理活動上實際的作法。高 科技公司招募白領技術人員著重成就感與薪酬。在遴選方面,各公司遴選的方式都很合適,能找到適用的人才。績效評估方面,高科技公司仍然偏重傳統的評分方 式,以評分法和目標管理法為主。在激勵措施上,高科技公司偏重以金錢性的方式獎勵員工。在領導方面,高科技公司並非只重工作效率,大部份的公司都能兼顧工 作績效與團體關係。在教育訓練上,各高科技公司均很重視,師資主來源是顧問公司或公司內部。在溝通方面,高科技公司較常用正常溝通管道,例如會議以及內部 文件,主管與員工間的溝通也相當的良好。在決策方面,主管有較大的決策權。薪酬管理方面,各高科技公司只認為該公司的薪水較其它公司稍高而己。升遷管理 上,高科技公司多半由內部升遷以培養人才。除了重視專業能力之外,人員的特質也是升遷時著重的因素。在勞資關係上,高科技公司很少有工會,但勞資關係都很 不錯。 在員工對公司各項人力資源管理活動的認知上,對員工工作滿意度、組織承諾的作用達到顯著水準的因素有激勵、教育訓練、溝通、決策、升遷、勞資關係。由此顯 示高科技白領技術人員較重視心理層面的活動、以及未來的發展。而員工的個人特質,性別對工作滿意度和組織承諾有顯著性的影響。員工的學歷及薪資若差異很 大,對工作滿意度和組織承諾也有顯著性的影響,其餘特質對工作滿意度和組織承諾並沒有顯著性的影響。

Taiwan is an island with limited natural resource. In order to keep up her competitive advantage on the very competitive international economical stage. Taiwan has to develop the capital and knowledge intensive industries, that also known as high-tech industries. The nature of high-tech industries is different from that of traditional industries. The key factors for the survival and competitive edge of high-tech industries are highly innovative research and development function, and efficient production. It depends on the high quality of human resource to achieve these goals. This research will investigate human resources management, and related topics on organizational behavior of high-tech industries. Then the effects of the latter three factors son the effectiveness of human management also will be investigated. Intensive interview and questionnaire survey was used to gather data from 150 high-tech firms. Aspects of human resources management on white collar employees such as recruiting, selecting, training, promoting, performance appraisal, and work relationship, as well as motivating, leading, communicating and decision making were gathered as IV (Independent variables). Job satisfaction and organizational commitment were used as criteria of effectiveness of human resource management. The results from interviewing with human resources manage show the current practices on human resources management and organizational behavior in high-tech industries. On recruiting, while collar employees, companies stress on sense of achievement and compensation. They are able to hire suitable personnel. On performance appraisal, companies use rating method and management by objectives most often. High-tech companies rely on monetary ways to motivate employees. Managers\' leadership style stresses on performance and relationship simultaneously. High-tech companies take training and education seriously, and hire instructors from within on from consultant companies. Rapid and formal communication through meetings and intercom systems are popular and successful. Managerial positions are promoted most often from within based on employee\'s expertise and personal characteristics. Most companies have good relationship width their workers, only 30% of companies have unionized workers. The results from surveying engineers on perception of human resources management and organizational behavior show that motivation, training and education, communication decision making, promotion, and labor relations have significant effects on work satisfaction and organizational commitments. Males are more satisfied width work and commit more to company than females. The higher the education level and salary, the higher the work satisfaction and organizational commitment.

D.16 完成檢誤日期:1999-06-21
D.17 預定釋出日期:1999-08-01
D.18 初次釋出日期:1999-08-01
D.19_1 最新版釋出日期:1999-08-01
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10.6141/TW-SRDA-E87010-1
追蹤清單
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