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关键人才管理对组织绩效之影响:组织策略、环境不确定性及国际化程度的调节效果

【中文摘要】:人才管理议题一直是企业永续经营的指标之一,多数知名国内外企业主,都曾在公开场合表示人才对于公司的重要程度值得花心力关注。纵使人才管理议题重要,多数企业也投入资源运作,但绩效却未必显着;探究其原因,很可能是因为在不同情况之下,人才管理对于组织绩效的影响会有不同程度的变化。本研究设定三个可能影响此类关係的调节因子:组织策略、环境不确定性、国际化程度,参考过去文献并以实证研究是否符合预期调节效果。本研究更进一步定义人才为关键人才,让受测企业更具体了解研究对象为何。

  本研究以上市柜公司或公司人数400人以上企业做为调查对象,产业涵盖服务业、製造业、科技业等,採网路与实体问卷并行,以一间公司回收一份样本,共计回收有效样本69份,填答者多为企业中高阶干部,且服务年资在5~10年以上。样本採SPSS阶层迴归分析验证文中四个假设。实证结果显示:(1),环境不确定性对于关键人才影响组织绩效正向调节效果最显着,亦即环境不确定性越高,关键人才越落实的组织,组织绩效越好。(2),组织策略与国际化程度,调节效果不显着,但组织绩效加入两调节变数之后,均达到显着水準,实证结果显示此两调节变数仍存在部分正向影响效果。

  本研究并提出实务上建议,期许带给企业更多有关关键人才管理影响组织绩效的资讯,使企业投入资源后,更有效率地进行关键人才管理,而后带给组织更正向的绩效成长。
【英文摘要】:Talent management is an important issue in recent years. Most of the entrepreneurs know the importance and put more and more resources into it. However, there are not good performances for all the business which do talent management even for a long time. To know more about this situation, we may explore some moderating factors referenced from past literatures. Such as organizational strategy, environmental uncertainty, and degree of globalization,they are the 3 main moderating factors in this research. Furthermore, we define talent as key talent to identify the research subjects more clearly.

  We set the listed companies in Taiwan or more than 400 people entrepreneurs as survey subjects. These companies distribute in each field including service industy, manufacture industy and High-Tech industy. There are 69 valid samples included, and each sample is from each company without duplication. Most of the respondents are managements and serve in individual company for 5~10 years averagely. These samples are analyzed by SPSS regression model, and the results show as follows: (1) Environmental uncertainty is a significant moderator and has positive moderation affects. It means when companies do more key talent managements in high uncertain environment, the organizational performance will get better than others they don’t do it. (2) Organizational strategy and degree of globalization are not significant. Even the results don’t support the hypotheses, these two moderators still exist some interactions between key talent management and organizational performance due to the obvious significance of the entire model.

  In the end, we provide some practical suggestions and informations about the moderation effects. We are looking forward to seeing more and more medium companies can do key talent management more efficiently. Moreover, we wish it certainly can come with positive performance in doing key talent management.
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  • 来源:中山大学;作者:林崇孝
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