一般研究機構或個人
MOST-104-2410-H-390-35-SSS
多層次模型分析彈性導向的人力資源管理系統、服務創新與經理人雙元性之關聯:組織遺忘的中介式調節效果及動態能力的中介作用
The Multilevel Model Analysis of Flexibility-Oriented HRM Systems,Service Innovation and Manager’s Ambidexterity Links: The Mediated Moderating Roles of Organizational Unlearning and the Mediating Roles of Dynamic Capability
國立高雄大學亞太工商管理學系
National University of Kaohsiung, Department of Asia-Pacific Industrial and Business Management
國立高雄大學亞太工商管理學系
National University of Kaohsiung, Department of Asia-Pacific Industrial and Business Management
黃英忠
HUANG Ing-Chuang
國立高雄大學
National University of Kaohsiung
黃英忠
教授
0988-109789
ichuang@nuk.edu.tw
計畫執行期間起:2015-01-01
計畫執行期間迄:2015-12-31
2015-08-01
2016-07-31
高階經理人、人資部門、研發部門主管公司
1
004
05
彈性導向人力資源管理系統,動態能力,服務創新,經理人雙元性,組織遺忘
flexibility-oriented human resource management, dynamic capability, service innovation,manager’s ambidexterity, organizational unlearning
近年來,數篇研究試圖探討人力資源管理系統與創新的影響機制,但過去較少學者探討彈性導向 的人力資源管理系統(flexibility-oriented human resource management;FHRM)、且未以動態能力同時探 討並整合組織層次的服務創新及個人層次組織雙元性的關連性,因此FHRM 是否會透動態能力,進而 影響到服務創新與經理人雙元性的部份有待釐清;又目前研究,較少討論反向的組織遺忘之影響。故 本研究目的為:利用動態能力觀點為基礎,整合不同領域及不同層次的概念,並延伸至個人層次,擴 大其理論的適用範圍。二、探討FHRM、動態能力 與服務創新、經理人雙元性的關連;三、探討動態 能力的中介機制;此外本研究亦探討組織遺忘的跨層次中介式調節效果。本研究預計透過不同時間 點、不同來源的問卷調查方式,抽樣來自各產業公司高階經理人、人資部門、研發部門主管公司為研 究樣本。並以 SPSS 與 HLM 進行多層次線性分析,檢測其中介式調節及中介效果。預期結果認為, 可拓展動態能力觀點的研究,另FHRM 會透過動態能力影響到服務創新,且FHRM 下的資源彈性導向的 人力資源管理子系統及協調彈性導向的人力資源管理子系統亦會透過動態能力,進而影響服務創新與 經理人雙元性;最後組織遺忘扮演重要的中介式調節角色。
In recent years, there have been several studies attempting to explore the influence mechanism between human resource management (HRM) system and innovation. Nevertheless, the research on flexibilityoriented human resource management (FHRM) is still rare and the association between service innovation on the organization level and ambidexterity on the individual level is still unknown since it has not been incorporated when conducting research on dynamic capability. Therefore it still needs to be clarified whether FHRM has impacts on service innovation and manager’s ambidexterity through dynamic capability. Moreover, the current research rarely examines the influence of organizational unlearning. On this account, this study aims to: (1) Take dynamic capability view as the basis and expand the applicable scope of the theories by combining concepts from different fields and levels and extending to the individual level. (2) Explore the relationships among FHRM, dynamic capability, service innovation and manager’s ambidexterity. (3) Explore the mediator mechanism of dynamic capability. In addition, the cross-level mediated moderation effect of organizational unlearning will be also investigated in this study. Questionnaires will be issued at different time points and through different sources as the survey method, and after sampling, the subject from different departments including top management team (TMT), HR department and R & D department of each company in various industrial fields will be taken as the research sample. This study is expected to expand the research on dynamic capability view (DCV), and it is also expected to obtain the following research results: FHRM and its subsystem have impacts on service innovation through dynamic capability, while the resource-flexibility-oriented human resource management (RHRM) and the coordination-flexibility-oriented human resource management (CHRM) subsystems have impacts on not only service innovation but also manager’s ambidexterity through dynamic capability. Besides, organizational unlearning plays an important mediated moderation role.
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