台灣企業內部勞力市場之運用與整合

The Utilization and Integration on Internal Labor Market of Enterprises in Taiwan

10.6295/TAMJ.2002.0102.04

吳秉恩(Bing-Eng Wu)；張景弼(Ray Chang)

內部勞力市場 ； 人力任用 ； 人力發展 ； internal labor market ； manpower staffing ； human resource development

台灣管理學刊

1卷2期（2002 / 03 / 01）

233 - 273

繁體中文

台灣地區企業經營環境變異加劇與勞力益趨分殊化，企業為稀釋環境不確定因素之影響，人力任用與發展已漸由『外塑式』轉變為『內發式』之運作模式。亦即以內部勞力市場及資源基礎觀點思考企業內部人力之任用及發展。 本研究先根據文獻整理及篩選8家廠商進行深度訪談，檢視與建構企業內部勞力市場運作因素與結構。後續以國內500大企業為對象，發放問卷，以瞭解企業內部勞力市場運作及實質互動關係，回收問卷47份。結果就個案公司之實質作為依開放程度與管理指引程度，企業內部勞力市場可歸納為專精開創型、整合開創型、專精深化型及整合深化型四種。而依統計檢定結果，部分產業特質、組織特徵、職務特性與企業任用及發展作為具有關係。顯示內部勞力市場之運用確有適性條件與價值。

In past decade, the macro-environment changed dramatically and work patterns also were transformed to be diversified recently. In order to eliminate uncertainty, the human resources management would be operated more strategic-oriented. Meanwhile, its staffing and development activities also tend to be resource-based. These facts predict that practioners will emphasize Internal Labor Market system (ILM) more and more. This research was conducted in two stages. After reviewing relevant literatures and in-depth interviewing with eight firms, we just construct a preliminary analytical framework of ILM system. And in second stage, we try to explore ILM operating process and its interaction, so the largest 500 firms were sampled and surveyed by questionnaire. At last, fourty seven effective respondents were collected and analyzed. According to dimensions of openedness and managerial guidance, we find that ILM system would be classfied and grouped into four patterns, which including (1) specialization-innovated; (2) integration-innovated; (3) specialization-intensive; (4) integration-intensive and each pattern mentioned-above will be sutiable contingently. In addition, some industrial traits, organization characteristics and job specifications were demonstrated positively correlated with ILM operation. That means ILM system would be instructive specifically and perform its practical advantages.

1. (1992)。台灣區薪資與生產力統計年報。台北:行政院主計處。
2. Anderson, John C.,George T. Milkovich,,Anne Tsui(1981).A Model of Intra-Organizational Mobility.Academy of Management Review,6(4),529-538.
3. Arthur, M. B.,Kathy E. K.,M.B. Arthur,D.T. Hall,B.S. Lawrence(Eds).Handbook of Career Theory.New York:Cambridge University Press.
4. Arthur, Michael B.,Douglas T. Hall,,Barbara S. Lawrence,M.B. Arthur,D.T. Hall,B.S. Lawrence(Eds)(1989).Handbook of Career Theory.New York:Cambridge University Press.
5. Arthur, Michael B.,Kathy E. Kram..Handbook of Career Theory.New York:Cambridge University Press.
6. Barney, Jay B.,Barbara S.,M.B. Arthur,D.T. Hall,,B.S. Lawrence(Eds).Handbook of Career Theory.New York:Cambridge University Press.
7. Baron, James N.,Alison Davis-Blake,William T. Bielby(1986).The Structure of pportunity : How Promotion Ladders Vary within and among Organizations.Administrative Science Quarterly,1(31),248-273.
8. Benjamin, Forbes J.(1987).Early Intraorganizational Mobility: Patterns and Influences.Academy of Management Journal,30(1),110-125.
9. Bowen, David E.,Gerald E. Ledford,Barry R.,Nathan, Nov.(1991).Hiring for the Organization not the Job.Academy of Management Executive.
10. Campion, Michael A.,Lisa Cheraskin,Michael J. Stevens..Career-Related Antecedents and Outcomes of Job Rotation.Academy of Management Journal,37(6),1518-1542.
11. Cooper, William H.,William J. Graham,Lorraine S. Dyke(1993).Tournament Players.Research in Personnel and Human Resources Management,11,83-132.
12. Dalton, Gene W.,M.B. Arthur,D.T. Hall,B.S. Lawrence(Eds)(1989).Handbook of Career Theory.New York:Cambridge University Press.
13. Diprete, Thomas A.(1987).Horizontal and Vertical Mobility in Organzations.Administrative Science Quarterly,32,422-444.
14. Feldman, Daniel C.,Summer(1996).Managing Careers in Downsizing Firms.Human Resource Management,35(3),145-161.
15. Ferris, Gerald R.,M. Ronald Buckley,Gillian M..Allen.Promotion Systems in Organizations.Human Resource Planning,15(3),47-68.
16. Gunz, Hugh P.,R. Michael Jalland(1996).Managerial Careers and Business Strategies.Academy of Management Review,3,718-756.
17. Haveman, Heather A.,Lisa E. Cohen(1994).The Ecological Dynamics of Careers: The Impact of Organizational Founding, Dissolution, and Merger on Job Mobility.American Journal of Sociology,100(1),104-152.
18. Holton Ⅲ,Elwood F.(1996).New Employee Development: A Review and Reconceptualization.Human Resource Development Quarterly,7(3),233-252.
19. Kanter, Rosabeth M.,M.B. Arthur,D.T. Hall,B.S. Lawrence(Eds).Handbook of Career Theory.New York:Cambridge University Press.
20. Malos, Stanley B.,Michael A. Campion(1995).An Options-Based Model of Career Mobility in Professional Service Firms.Academy of Management Review,20(3),611-644.
21. Markham, William T.,Sharon L. Harlan,Edward J..Hackett.Promotion Opportunity In Organization : Causes and Consequences.Research in Personnel and Human Resources Management,5,223-287.
22. Pfeffer, Jeffrer,Yinon Cohen(1984).Determinants of Internal Labor Markets in Organizations.Administrative Science Quarterly,29,550-572.
23. Pinfield, Lawrence T.,Michelle F. Berner(1994).Employment System: Toward a Coherent Conceptualization of Internal Labor Market.Research in Personnel and Human Resources Management,12,41-78.
24. Raghuram, Sumita(1994).Linking Staffing and Training Practices with Business Strategy: A Theoretical Perspective.Human Resource Development Quarterly,5(3),237-251.
25. Rosenbaum, James E.(1979).Tournament Mobility: Career Patterns in a Corporation.Administrative Science Quarterly,24,220-241.
26. Rosenbaum, James E.,M.B. Arthur,D.T. Hall,B.S. Lawrence(Eds)(1989).Handbook of Career Theory.New York:Cambridge University Press.
27. Sonnenfeld, Jeffrey A.,M.B. Arthur,D.T. Hall,B.S. Lawrence(Eds)(1989).Handbook of Career Theory.New York:Cambridge University Press.
28. Sonnenfeld, Jeffrey A.,Maury A. Peiperl(1988).Staffing Policy as a Strategic Response: A Typology of Career Systems.Academy of Management Review,13(4),588-600.
29. Tsui, Anne S.,Jone L. Pearce,Lyman W. Porter,Jennifer P. Hite(1994).Choice of Employee-Organization Relationship: Influence of External and Internal Organizational Factors.Research in Personnel and Human Resources Management,13,117-151.
30. Vardi, Yoav(1980).Organizational Career Mobility: An Integrative Model.Academy of Management Review,5,341-355.
31. 石樸(1993)。碩士論文(碩士論文)。台北，國立政治大學企管研究所。
32. 吳秉恩(1993)。低成長時代的人力管理策略。世界經理文摘，55-68。
33. 吳秉恩(1992)。企業策略與人力成長。台北:中華經紀研究所。
34. 吳秉恩(1999)。分享式人力資源管理。台北:翰蘆圖書公司。
35. 吳秉恩(1994)。人力資源發展月刊。中華民國企業人力發展學會。
36. 吳秉恩(1993)。人事管理。
37. 吳秉恩(1997)。行政院國家科學委員會專題研究報告行政院國家科學委員會專題研究報告,未出版
38. 吳俊緯、張火燦(1995)。員工內部流動意願之研究。人力資源學報，5，95-111。
39. 真如譯、Collins & Porras(1996)。基業長青：百年企業的成功習性(Built to Last)。智庫文化。
40. 翁望回(1980)。台灣勞工作投入與轉業行為。台北:輔仁大學社會研究中心。
41. 張火燦(1992)。人力資源發展方案評鑑的概念與整合模式。人力資源學報
42. 曹國雄(1991)。員工流動原因之探討－以女性作業員為例。人力資源學報，45-58。
43. 黃英忠(1991)。前程管理發展在企業人力資源管理的運用。人力資源學報，45-58。
44. 黃國隆、戚樹誠(1993)。台灣地區員工工作價值之調查。台北:台灣大學工作倫理研究小組。

1. 林大森(2011)。教育與勞力市場之連結：分析臺灣專業證照的市場價值。社會科學論叢，5(1)，39-83。