人力资本策略对组织绩效的影响以信任型组织气候为中介变数.pdfVIP

人力資本策略對組織績效的影響─ 以信任型組織氣候為中介變數 The Effect of Human Capital Strategy on Organizational performance : The Mediating Effect of Trust Organizational Climate 曾子安 Tzu-An Tseng 摘要 企業將重心從固定資產慢慢轉移到無形的資產時，人才的取得往往就變得更為重要， 其中常見的方式有外部招募及內部晉升的兩種方式，外部招募的人才需要較長的適應時間 才能上手，而且恐有無法適應原本組織內的分工及員工之間的溝通不良的狀況發生而造成 離職，內部晉升乃是利用公司內部管道對全體員工進行職缺公告，以吸引有意願轉職的同 仁前來應徵，較不會有適應不良之問題 。又或者是說原本組織內部員工對外部招募的人員， 無法互相依賴產生信任感；若組織間缺少信任，將會使合作夥伴出現一些不良的行為，導 致不佳的績效、不滿意及持續下降的信任行為。故本研究特別探討人力資本策略中的外部 招募及內部招募 、信任型組織氣候以及組織績效之間的關係。經本研究實驗結果發現，人 力資本策略對組織績效有正向影響，另外，信任型組織氣候在人力資本策略與組織績效間 扮演中介角色。 關鍵字：信任型組織氣候、人力資本策略、組織績效 Abstract The acquisition of talents becomes particularly important when the focus of the enterprise shifting from fixed assets to intangible assets. There are two common ways to acquire talents: external recruitment and internal recruitment . The talents from external recruitment require a relatively longer adaptation time before they can get started. Besides, their disability to adapt to the division of labor within the organization or poor communication may take place, which may lead to demission. Whereas, the internal recruitment is about posting job openings announcement through the internal channels and to attract employees with transfer intentions to apply and there is unlikely any problem of poor adaptation. Or it could be that the employees within the organization could not trust or rely on the talents from external recruitment; the lack of trust within the organization could lead to poor behaviors of the partners and result in poor performance, dissatisfaction and a continued momentum of decline in trust. Therefore, the study particularly discusses the relationship between external recruitment and internal promotion as well as trus