不同方法應用於策略、結構與資源之配適分析－以醫療產業為例

Abstract

策略配適為管理領域中的主要議題之一，過去對配適的相關研究因受制對配適概念的不同定義與分析方法間的差異，導致對配適詮釋上的不一致。因此本研究目的在於比較不同配適模型下之意涵及其異同，並以醫療產業為對象，以策略性內部配適觀點探討我國醫院所採用的競爭與合作策略與組織結構及資源間的配適對醫院績效的影響。依據學者所提出之六種分析模型加以比較，包含雙變數觀點的干擾變項模型、中介變項模型、配合模型與系統觀點的共變異模型、構型離差模型、及型態模型等。本研究共蒐集有效樣本90份，實證結果顯示根據不同配適概念所主張的分析方法下所獲得的結果彼此間確實存有差異，顯示研究者在進行配適主題之研究時，必須注意不同分析方法間的差異，藉由選定合適的方法以獲得嚴謹的結論。此外在變數間的配適關係中顯示配適與績效間存有正向的影響關係，其中又以策略與資源的配適最為明顯，說明資源在醫療產業的策略執行中所扮演的關鍵性角色。

Strategic fit has been one of the major research issues in the management field. Previous research has presented various explanations from different approaches to analyze fit. This research uses different approaches to analyze and compare the fits between strategy, structure, and resources in Taiwan healthcare industry. 90 valid hospital samples were collected by a survey. This study proposes six analytical approaches to test the concept of strategic fit including moderation, mediation, matching, covariation, profile deviation, and gestalts. The empirical results demonstrate that: (1) Different analytical approaches led to various results explaining strategic fit. (2) Internal strategic fits affected hospital performance. From methodological aspect, we suggest that caution should be taken with both the variance and consistency between and among different approaches while examining fit. From practical aspect, we found that the fit between strategy and resource creates better hospital performance, showing that resource plays an important role on strategic fit and hospital performance.