美髮業人力資源管理措施與組織績效關係之研究

The Effects of Human Resource Management Practice and Organizational Performance in Hair Styling Industry

蕭美鈴；張競業

美髮業 ； 產學合作 ； 人力資源管理措施 ； 員工績效 ； 組織績效 ； Hair Salon Industry ； industry-university cooperation ； Human Resource Management Practice ； employee performance ； organizational performance

嶺東通識教育研究學刊

5卷2期（2013 / 08 / 01）

39 - 69

繁體中文

美髮沙龍業蓬勃發展，帶動專業人才需求增加，產學合作計畫則解決產業界面臨之研究發展與人才培育等問題。美髮群產學技術生可謂是業界未來重要的專業人力資源，故其工作現況、知覺感受與整體之看法更亟需了解與探討。本文旨探討產學合作美髮相關科系技術生對其人力資源管理措施、員工績效與組織績效的知覺感受與行為意向，及不同技術生特性在各構面是否存在顯著差異。期望研究結果能供企業經營者藉此擬定人力資源管理策略，以提昇組織績效，作為管理決策之參考依據。研究得以下結論：一、人力資源管理措施越高，其員工績效與組織績效方面表現越高。二、員工績效對組織績效有正向影響。三、員工績效為人力資源管理措施、組織績效的中介變項。

The hair salon industry is booming, driven by the increase in demand for professionals. And industry-university cooperation program to address the research and development and personnel training and other issues facing the industry. Hairdressing group of industry-university students can be described as the industry's future professional human resources, so the status of work, perceptions and the overall view of a more urgent need to understand and explore. This article aims to explore the industry-university cooperation hairdressing related departments of Health of its human resources management practices, employee performance and organizational performance, perceptions and behavioral intentions, and different technical students in each dimension there are significant differences. Expect results to the development of human resources management strategy for business to enhance organizational performance, as a reference for management decision-making basis. Studied the following conclusions:1. The higher the human resources management practices, the higher aspects of the performance of its employee performance and organizational performance.2. The staff performance has a positive impact on organizational performance.3. The staff performance measures, human resource management and organizational performance in the intervening variables.

1. 黃家齊(2003)。人力資本投資系統、創新策略與組織績效－多種契合觀點的驗證。管理評論，22(1)，99-126。
   連結：
2. Appelbaum, E.,Bailey, T.,Berg, P.,Kalleberg, A. L.(2000).Manufacturing advantage: Why High Performance Work System pay off?.Ithaca, NY:Cornell University Press.
3. Bamberger, P.,Bacharach, S.,Dyer, L.(1989).Human Resources Management and Organizational Effectiveness: High Technology Entrepreneurial Startup Firms in Israel.Human Resource Management,28(3),349-366.
4. Beer, M.,Spector, B.,Lawrence, P.,Mills, D.Q.,Walton, R.(1985).Human Resource Management: A General Managers Perspective.New York:Free Press.
5. Carter, Neil(1989).Performance indicators: 'backseat driving' or 'hands off' control?.Policy and Politics,17,131-138.
6. Delaney, J. T.,Huselid, M. A.(1996).The Impact of Human Resource Management Practices on Perceptions of Organizational Performance.Academy of Management Journal,39(4),949-969.
7. Delery, J. E.,Doty, D. H.(1996).Modes of Theorizing in Strategic Human Resources Management: Tests of Universalistic, Contingency, and Configurational Performance Prediction.Academy of Management Journal,39,802-835.
8. Dess, G. G.,Robinson, R. B., Jr.(1984).Measuring Organizational Performance in the Absence of Objective Measures: The Case of Privately-Held Firm and Conglomerate Business Unit.Strategic Management Journal,5(3),265-273.
9. Dessler, Gary(2000).Human Resource Management.Prentice Hall.
10. Dyer, L.,Reeves, T.(1995).HR Strategies and Firm Performance: What Do We Know and Where Do We Need to Go？.International Journal of Human Resource Management,656-670.
11. Edwards, M. R.,Sproull, J. R.(1983).Rating the Rates Improves Performance Appraisals.The Personnel Administrator.
12. Evans, W.R.,Davis, W.D.(2005).High performance work systems and organizational performance: the mediating role of internal social structure.Journal of Management,31(5),758-775.
13. Fey, C.F.,Bjorkman, I.,Pavlovskaya, A.(2000).The effect of human resource management practices on firm performance in Russia.International Journal of Human Resource Management,11(1),1-18.
14. Gatewood, R. D.,Field, H. S.(1998).Human Resource Selection.Forth Worth, TX:The Dryden Press.
15. Green, D. H.,Barclay, D. W.,Ryans, A. B.(1995).Entry Strategy and Long-Term Performance: Conceptualization and Empirical Examination.Journal of Marketing,59(4),1-16.
16. Gruber, R. E.,Mohr, M.(1982).Strategic Management for Multipurpose Nonprofit Organization.California Management Review,24(3)
17. Hatten, K. J.,Hatten, M. L.(1987).Strategic Groups, Asymmetrical Mobility Barriers and Contestability.Strategic Management Journal,8,329-342.
18. Hitt, M.A.,Ireland, R.D.,Hoskisson, R.E.(2001).Strategic management: Competitiveness and globalization.Cincinnati, OH:South-Western College Publishing.
19. Huselid, M.A.(1995).The impact of human resource management practices on turnover, productivity, and corporate financial performance.Academy of Management Journal,38(3),635-672.
20. Huselid, M.A.,Jackson, S.E.,Schuler, R.S.(1997).Technical and strategic human resource management effectiveness as determinants of firm performance.Academy of Management Journal,40(1),171-188.
21. Kalleberg, A. L.(1977).Work values and job rewards: A theory of job satisfaction.American Sociological Review,42,124-143.
22. Kassem, D. M.(1987).Human Resource Planning and Organizational Performance: An Exploratory Analysis.Strategic Management Journal,8(1),387-392.
23. Koch, M.J.,McGrath, R.G.(1996).Improving labor productivity: human resource management policies do matter.Strategic Management Journal,17(5),335-354.
24. Lawler(1990).Strategic Pay Aligning Organizational Strategies and Pay Systems.San Francisco, CA:Jossey-Bass.
25. Lawler, Edward. E.(Ed.)(1980).Organizational Assessment.New York:McGraw-Hill.
26. Posdakoff, P. M.,MacKenzie, S. B.,Paine, J. B.,Bachrach, D. G.(2000).Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research.Journal of Management,26(3),513-563.
27. Robbins, S. P.(1998).Organizational Behavior:/Concepts, Controversies, Applications.Prentice Hall.
28. Seashore, S. E.,Taber, T. D.(1975).Job satisfaction indicators and their correlates.American Behavioral Scientist,18(3),333-368.
29. Sherman,Bohlander,Snell(1996).Managing Human resources.South-western College Publishing.
30. Tichy, N. M.,Fombrun, C. J.,Devanna, M. A.(1982).Strategic Human Resource Management.Sloan Management Review,47-61.
31. Venkatraman, N.,Ramanujam, V.(1986).Measurement of Business Performance in Strategy Research: A Comparison of Approaches.Academy of Management Review,11(4),801-814.
32. Werner, J. M.(2000).Implications of OCB and contextual performance for human resource management.Human Resource Management Review,10,3-24.
33. Wright, P.M.,McMahan, C.G.,McWilliams, A.(1994).Human resources and sustained competitive advantage: a resource-based perspective.International Journal of Human Resource Management,5(2),301-326.
34. Yeung, A. K. O.,Brockbank, J. W.,Ulrich, D. O.(1991).Organizational Culture and Human Resource Practices: An Empirical Assessment.Research in Organizational Change and Development,5(4),59-81.
35. 丁志達編(2003)。績效管理。揚智文化。
36. 方淑娟(1997)。高雄工學院管理科學研究所。
37. 吳秉恩(1999)。分享式人力資源管理。台北:翰蘆出版有限公司。
38. 吳美連、林俊毅(2002)。人力資源管理理論與實務。智勝出版社。
39. 李月卿(2004)。碩士論文(碩士論文)。佛光人文社會學院管理學研究所。
40. 林淑美(2011)。碩士論文(碩士論文)。嘉南藥理科技大學溫泉產業研究所。
41. 林欽榮(2002)。人力資源管理。台北:楊智文化。
42. 張火燦(1998)。策略性人力資源管理。台北:揚智文化事業出版。
43. 梁禮卉(2004)。碩士論文(碩士論文)。銘傳大學管理科學研究所。
44. 許士軍(1995)。管理學。台北:東華。
45. 湯昇玉(1991)。增進組織績效因素之分析。研考雙月刊，15(4)，51-57。
46. 黃英忠(1997)。現代人力資源管理。台北:華泰出版。

1. 黃啟晉(2015)。機制設計理論與策略性人力資源管理實務的整合分析―以學校場域為例。學校行政，96，70-89。