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E89036
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我國企業增進人力彈性之途徑
A Study of Approaches to Enhancing Workforce Flexibility for Taiwan Companies
1.黃賀
1.Hen Huang
1.國立中山大學企業管理學系
1.Department of Business Management, National Sun Yat-sen University
001,002,003,004
1.國立中山大學企業管理學系
1.Department of Business Management, National Sun Yat-sen University
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):1999-08-01
A.14 計畫執行期間(訖):2000-07-31
1999-10-011999-10-31
A.16 收到日期:2001-02-13
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民國八十七年天下雜誌所列之台灣一百大企業

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C.2 聯絡日期:2001-02-23
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1.國立中山大學企業管理學系
1.Department of Business Management, National Sun Yat-sen University
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C.7 資料公開日期:2000-08-01
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1.人力彈性
2.目標管理
3.薪酬差距
1.Adaptability
2.HRM Practice
3.Organizational Flexibility
4.Pay Rang
5.Workforce Flexibility
本研究檢驗台灣大型製造業的人力資源管理實務對其人力運用彈性的影響。就一千大製造業隨機抽取一百家進行結構化問卷調查,從回收的六十二份問卷的因素分析, 可將我國製造業與人力彈性有關的人事政策分為九個構面。企業規模在人事政策的「薪級內薪資差異大」有顯著的差異存在,表示規模較小的企業比規模較大的企業 在同一薪級內有較大之「薪資上的彈性」。另一顯著發現為,企業年齡短者較傾向於採用目標導向的人事政策,有助於人力彈性的提升。 組織彈性常被視為一項重要的組織特性,它使組織能有效回應環境種種不可預知的變化,讓組織受到的衝擊較小。當前世界經濟環境普遍不景氣,組織為了生存,必 須保持本身的競爭力,而為達此目標,勢必追求組織彈性。人力彈性是組織彈性重要的一環,學者認為建立與增進人力的彈性乃是人力資源管理重要原則之一。然 而,學者從事這方面的研究,在觀念上與實証上有許多問題有待解決,有些實務做法是否能增進彈性並無定論,甚至明顯地自相矛盾,而且,增進彈性的各種理論仍 欠缺實証研究的強烈支持。 本研究計畫旨在探討企業間人力彈性差異的原因,以及其對組織績效的影響。我們期望藉由人力彈性的觀點,從各種人力資源管理實務中,辨認具有關鍵影響力的做 法。

An empirical study on Taiwan large companies was conducted to examine the flexibility of their human resource management practices. Data were collected using a structured questionnaire. A sample of one hundred companies was randomly selected from the largest one thousand manufacturers in Taiwan, and sixty-two of them responded to the survey. Analyses have been made based on the nine factors emerged from the data. The results of t-tests showed that smaller companies (less than 500 employees) have significantly larger pay ranges and that younger companies (less than 25 years)are more likely to promote result-oriented policies .Implications discussed in terms of organizational flexibility. Organizational flexibility has been viewed as a characteristic of an organization that makes it less vulnerable for or puts it in a better position to respond successfully to unforeseen environmental change. As organizations strive to remain competitive in a time when economics are tight in the global marketplace, flexibility is often perceived as a necessary goal if the organization is to survive. Workforce flexibility is one important dimension of the organizational flexibility. The securing of greater flexibility has been identified by commentators as a central component of human resource management. However, researchers have faced the conceptual and empirical problems in that some sources of flexibility self- evidently stand in contradiction to one another and that there are no consistent empirical data to support the growth of flexibility. The objective with this project is to gain an understanding of the causes of inter-firm variation in workforce flexibility and of the impact of workforce flexibility on performance of organizations. We hope to identify certain flexible practices in human resource management that are correlated with the overall success of the company.

D.16 完成檢誤日期:2002-09-25
D.17 預定釋出日期:2002-10-31
D.18 初次釋出日期:2002-10-31
D.19_1 最新版釋出日期:2002-10-31
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10.6141/TW-SRDA-E89036-1
https://efenci.srda.sinica.edu.tw/webview/index.jsp?object=https://efenci.srda.sinica.edu.tw:80/obj/fStudy/E89036
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