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研究生: 嚴雪萁
Hsueh-Chi Yen
論文名稱: 臺灣電子化人力資源實務及組織績效:以競爭程度、策略領導、及資訊能力為前因
Electronic Human Resource Practices and Organization Outcomes in Taiwan: Competitive Tension, Strategic Leadership, and Information Technology Capability as Antecedents
指導教授: 葉俶禎
Yeh, Chu-Chen
學位類別: 碩士
Master
系所名稱: 國際人力資源發展研究所
Graduate Institute of International Human Resource Developmemt
論文出版年: 2013
畢業學年度: 101
語文別: 英文
論文頁數: 101
中文關鍵詞: 電子化人力資源實務科技-組織-環境 架構競爭程度策略領導資訊能力財務表現
英文關鍵詞: e-HR practices, TOE framework, competitive tension, strategic leadership, IT capability, financial outcome
論文種類: 學術論文
相關次數: 點閱:174下載:11
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  • 近年來,有關電子化人力資源資訊系統的研究已被廣泛討論,但鮮少研究著重在探討使用電子化人力資源資訊系統的導入原因與產生的影響。因此,本研究旨在探討台灣上市公司使用電子化人力資源實務之前因與後果。研究架構採用科技-組織-環境理論挑選出競爭程度、策略領導、及資訊能力為前因,而人力資源效率、ROA、及EPS則為組織層級之後果。研究中共採納204家台灣上市公司之回答,部分最小平方(PLS)以及結構方程式模型(SEM)更進一步探索使用電子化人力資源實務程度與其他變數的關係。研究發現,公司高階經理人的策略領導與內部資訊部門的能力,會影響組織使用電子化人力資源實務之程度,而產業競爭程度則無顯著影響。此外,公司若採用越高程度的電子化人力資源實務,對公司的EPS會有正向之影響,但不能助於提高公司之人力資源效率與ROA。其他變數討論與研究建議在本文中會有更詳細的討論。

    The research on electronic human resource (e-HR) systems has been extensively investigated, while the antecedents and consequences of e-HR adoption in a country are relatively unexplored. This research aims to study the usage of e-HR practices in Taiwan and detect the possible antecedents and outcomes. Applying the technology-organization-environment framework, this research selected competitive tension, strategic leadership, and IT capability as the antecedents, while HR efficiency, ROA, and EPS as organizational level outcomes of e-HR adoption.
    This study focused on companies listed in Taiwan Stock Exchange as the samples. Human resources professionals in those listed companies were the primary informants to provide data on strategic leadership, IT capability, e-HR practices and HR efficiency. These data were collected by implementing a census-approach with mail survey as the main instrument. For higher rate of responses, the questionnaires were also distributed at campus recruitment activities and to personal networks. A total of 204 responses were kept for data analysis after screening out invalid responses. Data on competitive tension, ROA and EPS of these 204 companies were retrieved from public sources. Partial least square (PLS) structural equation modeling (SEM) technique was used to examine the relationship of antecedents and outcome variables of e-HR practices.
    The result indicated that strategic leadership and IT capability positively affect the usage of e-HR practices, while competitive tension showed no effect. As for the outcomes, only EPS as the organizational outcome was supported. ROA was not affected by the use of e-HR practices. Contrary to the study hypothesis, e-HR practices showed a negative effect on HR efficiency as measured by employee to HR personnel ratio. Implications and suggestions for future research were discussed in the study.

    Abstract I Table of Contents III List of Tables V List of Figures VII CHAPTER I INTRODUCTION 1 Background of the Study 1 Problem Statement 3 Research Purpose 4 Research Questions 4 Definition of Key Terms 6 CHAPTER II LITERATURE REVIEW 7 Technology-Organization-Environment Framework 7 Electronic Human Resource Practices 15 Organization Outcomes 18 Competitive Tension and Usage of e-HR Practices 23 Strategic Leadership and Usage of e-HR Practices 23 IT Capability and Usage of e-HR practices 24 Usage of e-HR Practices and Organizational Outcomes 25 CHAPTER III RESEARCH METHOD 27 Research Framework 27 Research Hypotheses 29 Research Procedure 29 Research Design 30 Measurement 36 CHAPTER IV DATA ANALYSIS AND RESULT 53 Descriptive Statistics of e-HR Practices 53 Correlations 60 PLS Model Testing 62 CHAPTER V CONCLUSIONS AND DISCUSSION 69 Conclusions 69 Discussion 70 Research Implications 72 Practical Implications 73 Research Limitations 74 Future Research Suggestions 75 REFERENCES 76 APPENDIX A RESEARCH QUESTIONNAIRE 82 APPENDIX B INDUSTRY SECTOR 92 APPENDIX C MEASUREMENT 93 APPENDIX D EXPLORATORY FACTOR ANALYSIS 99

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