過去的實證研究已經指出人力資源管理實務的許多構面與組織績效有正面的關係,但是並不是每一個人力資源管理的構面對組織績效都有相同的影響力。本研究蒐集來自台商在大陸的企業共有119筆資料,主要研究人力資源管理實務對組織績效的影響,研究結果發現運用以績效為基礎的薪資制度(performance-based payment)、提供一般性訓練(general training),與廣泛甄選(extensive selection)的人力資源管理實務的情況下,企業可能比較有較好的組織績效,本研究同時發現有工會組織的大陸台商企業組織績效必沒有工會組織者要好。
Although empirical research has established a positive relationship between consistent bundles of HRM practices and organizational performance, not all bundles have an equal impact on a firm's performance. This study, whose data was collected from Taiwanese firms in China, assesses the determinants and associations of HRM systems with organizational performance. Results show that Taiwanese firms in China with performance-based payment, general training, and extensive selection are more likely to enjoy a higher level of organizational performance. This study also finds better performance in firms with union show-up.