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    題名: 臺灣訓練品質系統(TTQS)因果模式之研究 : 以策略性人力資源管理、組織創新及績效為變項
    其他題名: The study of cause-effect model of Taiwan Train Quali System (TTQS) with variables of strategic human resource management, organization innovation, and performance
    作者: 林耿民;Lin, Ken-Ming
    貢獻者: 淡江大學管理科學學系企業經營碩士在職專班
    洪英正;Hung, Ying-Cheng;陳怡妃;Chen, I-Fei
    關鍵詞: 策略性人力資源管理;組織創新;台灣訓練品質系統(TTQS);員工工作滿意度;訓練績效;SHRM;Organization innovation;TTQS;Training performance
    日期: 2014
    上傳時間: 2015-05-04 09:50:39 (UTC+8)
    摘要: 全球產業環境競爭劇烈,使得台灣許多企業為了維持正常營運、提高生產力、降低人事成本,故引進外勞,以解決國內勞力不足的問題,因此,國內基層勞工被取代性隨之提高。鑑此,本研究透過問卷調查,對象為必須獲得2013年行政院勞動部勞動力發展署之評鑑獲得門檻以上的企業,且受訪者必須為參與台灣訓練品質系統( Taiwan Train Quali System,簡稱TTQS)的相關人力資源管理人員。
    本研究探討不同產業類別中實施策略性人力資源管理與組織創新之強度對企業導入台灣訓練品質系統(TTQS)之影響。除此之外,亦探討企業導入台灣訓練品質系統(TTQS)對於員工工作滿意度及訓練績效之影響。
    透過勞動部勞動力發展署提供通過門檻以上的企業名單並且隨機發放500份問卷,本研究將獲得的71份有效問卷透過信度分析、因素分析、T檢定與線性迴歸方式探討,結果發現:1.策略性人力資源管理對導入臺灣訓練品質系統有顯著影響;2.組織創新對導入臺灣訓練品質系統有顯著影響;3.導入台灣訓練品質系統會顯著影響訓練績效;4.導入臺灣訓練品質系統,對於員工工作滿意度有顯著影響;5.企業中部分組織與人口統計變項在策略性人力資源管理、組織創新、訓練績效及員工工作滿意度上會有顯著差異。整體言,台灣訓練品質系統落實程度愈佳及時間持久性越長,可使得訓練績效與員工工作滿意度之成效越高。
    未來研究建議,由於本研究納入台灣各項產業類別,使得在研究對象範圍廣泛且分散,也造成各項產業類別收集有效樣本率低,鑑此,建議未來研究方向可選定台灣2~3個不同產業類別,藉縮小產業研究範圍以獲得充分的樣本數,以有效研究特定產業類別中台灣訓練品質系統導入之實效性。
    Because of the sharp competition in globe industry environment, many Taiwanese enterprises in order to maintain the normal production , raise the productivity as well as reduce the personnel cost by importing foreign labors to solve the shortage of domestic labors; therefore, the domestic blue collar workers will be highly replaced. In view of this, our study by questionnaires selectscompanies which are qualified to pass the requests offered by Workforce Development Agency and subjectswho are relevant to HRM and used to take part in Taiwan Train Quali System, TTQS. We discuss the effect of strategic human resource management and organization innovation on the TTQS ofcompanies. In addition, we consider the influence of TTQS on the employee satisfaction and training performance. By random sampling, passing out 500 questionnaires from the companies qualified to pass the requests offered by Workforce Development Agency, our study obtain 71 valid questionnaires and analyze through reliability analysis, factor analysis, t-test and linear regression.The result reveals that 1. The strategic human resource has significant effect on applying TTQS.2. The organization innovation has a significant effect on applying TTQS.3.There is a significant effect on the training performance by applying TTQS.(4)There is a significant effect on the employee satisfaction by applying TTQS. (5)There are some significantdifferences on the strategic human resource, organization innovation, training performance and the employee satisfaction by differentorganizational and the demographic variables of the samples.In sum, if the company puts TTQS into practice better and longer, it will have higher outcomes on the employee satisfaction and the training performance.
    As in this study the types of industries areso variant, so it causes the low rate of the effective samples. According to this, we advise that the future study should choose two to three different industries and narrow down the scope of the industries so as to let the sufficient samples to validatethe performance of TTQS.
    顯示於類別:[管理科學學系暨研究所] 學位論文

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