Knowledge Management Strategy and Human Resource Management in the International Context

國際企業知識管理策略與人力資源管理關係之研究

凌雅慧(Ya-Hui Ling)

《人力資源管理學報》 8卷4期 (2008/12) Pp. 81-102

https://doi.org/10.6147/JHRM.2008.0804.04

摘要

本研究以在台灣的國際企業爲對象，嘗試建立一個國際企業人力資本的影響因素模型，以探討企業的全球知識管理策略（以科技爲中心、以人爲中心）與其國際人力資本（國際人力資本投入、國際人力資本轉換、國際人力資本產出、高階經營團隊管理才能）的關係。研究中並且加入知識導向人力資源管理實務（知識導向甄選、知識導向訓練、知識導向報償）爲干擾變項，探討人力資源管理實務與全球知識管理策略之配適度，對企業國際人力資本之影響。研究發現全球知識管理策略確實會影響國際人力資本，而知識導向人力資源管理實務則具有干擾效果。

關鍵字

國際人力資本 ； 全球知識管理 ； 人力資源管理 ； 策略配適度

並列摘要

This study seeks to identify the determinants of international human capital, the human capital which enables a firm to compete successfully in the global market. Attempts have been made to fill this gap in the literature by exploring the relationships among global knowledge management (KM hereafter) strategy, knowledge-related human resource management (HRM, hereafter) and international human capital. The results suggest that global KM strategy (technology-centered or people-centered) has an important effect on a broad variety of international human capital measures. In addition, it is found that the relationship between global KM strategy and international human capital (competency of top management teams, input-based, transformational, and output-based international human capital) is moderated by knowledge-related HRM practices. With a people-centered KM strategy, knowledge-related performance management has less of a positive impact on firm outcomes; while the benefits on international human capital of knowledge-related selection and KM-related training can be more easily realized. It is hoped that this model will provide guidance for future empirical studies on international human capital management.

並列關鍵字

international human capital ； global KM strategy ； knowledge-related HRM ； strategic alignment

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