企業文化、組織生涯管理與組織績效之關係研究－以台灣高科技產業為例

A Study on Corporate Culture, Organizational Career Management, and Organizational Performance in High-Tech Industry of Taiwan

蔡明田(Ming-Tien Tsai) ； 余明助(Ming-Chu Yu)

《管理評論》 19卷3期 (2000/09) Pp. 51-75

https://doi.org/10.6656/MR.2000.19.3.CHI.51

摘要

本文旨在探討國內高科技產業之企業文化與組織生涯管理及組織績效之關係。透過96家高科技廠商之問卷調查與資料分析結果顯示，不同企業文化類型之高科技產業在組織生涯管理與人力資源績效上均有顯著差異，且企業具創新型文化時最重視組織生涯管理，故能有效提昇人力資源績效。此外，不同資本額、員工平均年齡與教育程度之高科技產業在組織績效上均具有部份顯著差異；其次，高科技產業的組織生涯管理活動中，若能提供員工完整的生涯路徑設計與生涯諮商，則會顯著地影響人力資源績效。

關鍵字

高科技產業 ； 企業文化 ； 組織生涯管理 ； 組織績效

並列摘要

This study aims to examine the interrelationships of corporate culture, organizational career management, and organizational performance among the firms in high-tech industry of Taiwan. Through a series of mail survey of 96 high-tech firms, it shows that firms adopted different culture patterns are significantly different in their organizational career management activities, and human resource performance. Firms that possess innovative culture tend to emphasize organizational career management, and are superior in. their human resource performance. The high-tech firms with different capital, average employee's age, average educational level are significantly different in terms of their organizational performance. Finally, the results also revealed that supports to the organizational career management, and career consultation activities provided by firms do have positive effects on their human resource performance.

並列關鍵字

high technology industry ； corporate culture ； organizational career management ； organizational performance

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