人力資源管理系統、組織學習與組織績效關聯性研究－以創新為中介變項

Interactive Research of Human Resource Management System, Organizational Learning and Organizational Performance - Innovation as Intermediary Variable

曾信超(Hsing-Chau Tseng) ； 黃先鋒(Hsien-Feng Huang) ； 李昀真(Yun-Chen Lee)

《經營管理論叢》 4卷2期 (2008/12) Pp. 11-46

https://doi.org/10.6872/OMR.200812_4(2).0002

摘要

組織透過人力資源管理活動，不僅可以將員工所具備的技能與知識轉換為實質的產出，亦能將人力資源轉換成企業的競爭優勢。然而目前學術界對於人力資源管理系統活動到底如何幫助組織創造競爭優勢，仍所知有限。有鑑於此，本研究旨在將創新視為人力資源管理系統與組織績效的中介變數，探討人力資源管理系統是否有助提昇組織的創新，進而增加組織績效，並以科學園區的資訊電子產業作為實證研究的對象，有效樣本廠商共136家，並運用線性結構模式（SEM）來，驗證各研究構念的影響關係，發現人力資源管理系統對組織學習與組織創新皆有正向的影響關係，且不論是管理創新或技術創新都同樣有正向的影響。組織學習對組織創新中管理創新有直接的影響關係，對組織績效則透過組織創新中之管理創新而有間接的影響關係，但直接的影響關係則不顯著。管理創新與技術創新之間的互相影響效果在實證研究中則未達顯著關係，但若能配合人力資源管理系統的實行，組織創新會對組織績效產生更大的助益，因此驗證結果得到創新為人力資源管理系統、組織學習與組織績之中介變數。本研究之分析結果有助於暸解人力資源管理系統如何驅動組織績效，同時對於實務界如何設計支持智慧資本發展之人力資源管理系統，應具有參考價值。

關鍵字

人力資源管理系統 ； 組織學習 ； 組織創新 ； 組織績效

並列摘要

Through the human resource management, the organization cannot only transfer the capacity and knowledge of the employees into the real product, but can also convert the human resource into the competition advantage of an enterprise. The academic world has still very limited knowledge of how the human resource management could help an organization to create the competition advantage. Therefore, this research has the purpose of considering the innovation as the intermediary variable of the human resource management system and organizational performance, probe into whether the human resource management system could increase the innovation of the organization, and then increase the organizational performance, taking the information electronic industry of the Science and Technology Park as research objects, the valid sample companies were 136, the Linear Structural Relations (SEM) were taken to prove the influence relations among the research concepts. No matter of management innovation or technical innovation all had the same positive influence. Organizational learning has a direct influence relation to the management innovation of the organizational innovation, and an indirect influence relation to the organizational performance through the management innovation of the organizational innovation, but the direct influence relation was not remarkable. The interactive effect between the management innovation and the technical innovation has not been proved to be remarkable, but if coordinating with the implementation of the human resource management system, the organizational innovation may increase the organizational performance, therefore, the test result has shown that the innovation is the intermediary variable of the human resource management system, organizational learning and organizational performance. The analysis results of this research can help to understand how the human resource management system could drive the organizational performance, as well as give the industry a reference for how to design and support the human resource management system of the intelligence capital development.

並列關鍵字

Human Resource Management System ； Organizational Learning ； Organizational Innovation ； Organizational Performance