技術系統特性與人例資源管理措施的配合對企業組織績效的影響

Abstract

國內許多公民營企業組織在同一企業體內從事各類業務工作，例如：郵政 事業．保險業．．．等。在人力資源管理上，各事業體常採用相同的任用 ．訓練．考核與薪資制度，造成組織內部的不公平，影響員工的士氣和動 機。本研究主要在探討不同的技術系統類型，人力資源管理措施應如何與 其特性配合，才能對組織績效產生正向影響。本研究根據學者Perrow (1970)所建構之四種技術系統特性分類，區分不同企業組織的業務特性， 並採用組型分析法的概念與檢驗方法（Delery & Doty, 1996)，分別驗證 人員任用．訓練．績效評孤與薪資給付模式各自與技術系統類型的配合， 對組織績效的影響；及驗證人力資源管理制度整體性（配套式）措施與技 術系統類型的配合，對組織績效的影響。對國內排名一千大企業內的服務 業做相關問卷調查，收集研究資料並經統計分析後，得到以下的研究結論 ：（１）不同類型的技術系統與不同的人力資源管理措施，適切的配合， 對組織績效有因果關係並且有正向的影響。（２）不同類型的技術系統在 人力資源管理制度上做整體性（配套式）的配合，對組織績效有顯著正向 的影響。本研究結果可以提供關於人力資源管理在各別的或整體性的措施 上與技術系統應如何處理配合的知識，協助企業界一事業單位業務性質的 差異，設計或調整其人力資源管理制度，以提昇組織整體績效。 Many domestic public and private corporations in Taiwan are offering a variety of different services or goods to their customers in the samebusiness entity. For example, post service, insurance companies, etc. The same business entity often uses a similar set of employment, training,performance evaluation, and compensation system to their employees working in the sectors providing different services or goods. The undifferential application of a similar set of human resource practices to the employeesworking under different technological systems often causes a sense of inequity within the organization. The purpose of this research is to study whether the fitness between the type of technological system and human resource practice will enhance the organizational performance.This study used Perrow's (1970)typology of technological systems to classify the different types of technological system employed by different organizations and examined the effect of fitness between the type of technological system and each individual aspect of human resource practice ( includeing employee selection, training, performance evaluation, and compensation ) on organizationl performance. In addition to the fitness of individual aspect of humna resource practice, this study also examined the effect of the fitness of the overall pattern of human resource practiceson organizational performance. The method of configurational analysis (Delery & Doty, 1996) was used to derive the fitness measure and to examin the effect of fitness on the performance. The companies in service industries from the list of the top 1000 organizations were used as the sample of this study. Questionnaires wereapplied to collect data. A variety of statistcial analyses were performed. The main finding s from the study includes:(1). The fitness between the type of technological system and the individual aspect of human resource practice has a positive effect on organizational performance and (2) The fitness between the type of technological system and the overal pattern of human resource practices has a stronge positive effect on organizational performance.The results of this study provide knowledge and guidance to the service industries concerning how the individual aspects and overall pattern of human resources practices can be designed or readjusted to fit with the nature of the technological system employed in organization in order toenhance organizaitonal performance.