華人文化背景之臺灣母公司與大陸子公司人力資源管理的適配

The Fit of HRM between Taiwan Parent Company and Mainland Chinese Subsidiaries in Chinese Context

楊輝南(Huei-Nan Yang)

《建國科大社會人文期刊》 30卷2期 (2011/07) Pp. 1-25

https://doi.org/10.6995/JLASSCTU.201107.0001

摘要

人力資源管理(HRM)的成效，端視其與文化背景之適配度而定；本研究經文獻探討迄未發現「華人文化背景之母公司與海外子公司HRM的適配」之研究，為填補此缺口，並拓展華人文化背景之HRM的應用層面，乃進行研究華人文化背景之臺灣母公司與大陸子公司HRM的適配。本研究針對4家企業進行個案比較研究，首先設計深度訪談大綱以蒐集資料，另依國際化階段量表判斷各個案之國際化階段。訪談與量表施測對象為各個案臺灣母公司與大陸子公司之高階主管；再將訪談與施測結果進行比較與歸納分析，並提出5個相關研究命題與5項管理意涵。

關鍵字

華人文化 ； 臺灣母公司 ； 大陸子公司 ； 人力資源管理

並列摘要

Based on the literature discussed above, since past studies rarely explored the fit of HRM between parent company and its oversea subsidiaries from the perspective of Chinese context, Our study attempts to fill above research gaps. Our study attempts to explore the fit of HRM between Taiwan parent company and its Mainland Chinese subsidiaries in Chinese context.This study selected four international companies from different industries. After reviewing the relevant literature, a semi-structured, in-depth interview guideline was developed. The qualitative study, using a multiple case comparison methodology, involved conducting a series of in-depth interviews with senior managers about the internationalization process of their company. After holding interviews with the senior managers from four companies, we analyzed and discussed the results. From this data, this study developed five relevant propositions and five managerial implications.

並列關鍵字

Chinese Context ； Taiwan Parent Company ； Mainland Chinese Subsidiaries ； HRM