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系統識別號 U0026-2307201216051800
論文名稱(中文) 高階管理團隊之長期報酬、廠商長期導向與人力資源投資之關聯性探討:策略取向與寬裕資源的調節效果
論文名稱(英文) TMT Long-term Compensation, Firm Long-term Orientation, and Human Resource Investment: Moderating Roles of Strategic Orientation and Firm Slack
校院名稱 成功大學
系所名稱(中) 國際經營管理研究所碩士在職專班
系所名稱(英) Institute of International Management (IIMBA--Master)(on the job class)
學年度 100
學期 2
出版年 101
研究生(中文) 李婷婷
研究生(英文) Ting-Ting Lee
學號 RA7991102
學位類別 碩士
語文別 英文
論文頁數 101頁
口試委員 指導教授-林豪傑
口試委員-張紹基
口試委員-莊智薰
中文關鍵字 高層理論  策略人力資源管理  資源基礎觀點  高階管理團隊之長期報酬  企業內部管理作為  策略定位  組織寬裕  人力資源投資 
英文關鍵字 Upper Echelon theory  Strategy human resource management  Resource-based view  TMT long-term compensation  Firm long-term orientation  Strategy orientation  Firm slack  Human resource investment 
學科別分類
中文摘要 此研究結合高層理論、資源基礎觀點、策略人力資源管理以驗證高階管理團隊之長期報酬、企業內部管理作為與人力資源投資之間的關係,以及公司策略定位和組織寬裕對企業內部管理作為與人力資源投資之間的調節效果關係。本研究依據226間樣本臺灣上市櫃公司之高階管理團隊的實證結果顯示,企業內部管理作為對高階管理團隊之長期報酬和公司人力資源投資之間的關係有著部份中介效果。此外,策略定位對公司人力資源投資有著直接影響,而非扮演調節因子的角色。本研究的主要貢獻在於對高層理論、資源基礎觀點、策略人力資源管理觀點之實證分析提供新的論點,藉由以公司策略與資源方面的角度探查高階管理團隊在公司策略考量和人力資源實務的影響。研究意涵與未來研究方針將進一步探討。
英文摘要 This study integrates the upper echelon theory, the resourced-based view, and the strategic human resource management (SHRM) perspective to examine the associations between TMT long-term compensation, firm long-term orientation, and human resource investment. The moderating roles of firm strategic orientation and firm slack on the relationship between firm long-term orientation, and human resource investment are explored as well. Research results based on a large sample of 226 TMTs collected from Taiwan companies listed in the stock exchange revealed that firm long-term orientation plays a partial mediating role in the relationship between TMT long-term compensation and firm human resource investment. Moreover, instead of acting as a moderator, strategic orientation produces a direct effect on firm human resource investment. This study contributes to the upper echelon theory, the resourced-based view, and the SHRM perspective by an examination of the effects of TMT practices on firm strategic considerations and then human resource practices within the context of firm strategy and resources. Research implications and future directions are discussed.
論文目次 TABLE OF CONTENTS
ABSTRACT I
摘要 II
ACKNOWLEDGEMENTS III
TABLE OF CONTENTS IV
LIST OF TABLES VIII
LIST OF FIGURES IX
CHAPTER ONE INTRODUCTION 1
1.1 Research Background. 1
1.2 Research Objective and Contributions. 4
1.3 Research Structure. 6
CHAPTER TWO LITERATURE REVIEW 8
2.1 Theoretical Foundation. 8
2.1.1 The upper-echelons theory. 8
2.1.2 Resource-based view. 12
2.1.3 Strategic Human Resource Management (SHRM) perspective. 14
2.2 Definitions of Relevant Research Variables. 16
2.2.1 TMT Long-term Compensation. 16
2.2.2 Firm Long-term Orientation. 18
2.2.3 Strategic Orientation. 20
2.2.4 Financial Slack. 21
2.2.5 Human Resource Investment. 23
2.3 Developments of Research Hypotheses. 24
2.3.1 The Relationships between TMT Long-term Compensation and Human Resource Investment. 24
2.3.2 The Relationships between TMT Long-term Compensation and Firm Long-term Orientation. 28
2.3.3 The Relationships between Firm Long-term Orientation and Human Resource Investment. 31
2.3.4 Firm Long-term Orientation as a Mediator. 34
2.3.5 Strategic Orientation as a Moderator. 36
2.3.6 Financial Slack as a Moderator. 39
CHAPTER THREE RESEARCH DESIGN AND METHODOLOGY 42
3.1 Conceptual Model. 42
3.2 Description of Sample and Data Collection. 43
3.3 Summary of Hypotheses. 44
3.4 Measures and Definitions of Variables. 45
3.4.1 TMT Long-term Compensation. 46
3.4.2 Firm Long-term Orientation. 46
3.4.3 Strategic Orientation. 47
3.4.4 Financial Slack. 47
3.4.5 Human Resource Investment. 47
3.5 Control Variables. 48
3.5.1 Firm Age. 48
3.5.2 Firm Size. 49
3.5.3 TMT Age and TMT Size. 49
3.5.4 Environmental Dynamism. 49
3.5.5 Environmental Munificence. 50
3.6 Methods of Analysis. 50
3.6.1 Descriptive Statistics. 50
3.6.2 Confirmatory Factor Analysis (CFA). 50
3.6.3 Reliability Test. 51
3.6.4 Pearson Correlation Analysis. 51
3.6.5 Hierarchical Multiple Regression. 51
CHAPTER FOUR RESEARCH RESULTS 52
4.1 Descriptive Statistics Analyses. 52
4.2 Validity and Reliability Tests. 54
4.2.1 TMT Long-term Compensation. 55
4.2.2 Firm Long-term Orientation. 56
4.2.3 Strategy Orientation. 57
4.2.4 Financial Slack. 58
4.2.5 Human Resource Investment. 59
4.3 Assessing Full Measurement Model. 60
4.4 Pearson Correlations. 65
4.5 Hierarchical Multiple Regression. 68
4.5.1 Direct and Mediation Hypotheses. 68
4.5.2 Moderation Hypothesis. 70
CHAPTER FIVE CONCLUSION AND SUGGESTIONS 72
5.1 Discussions and Conclusion. 72
5.1.1 Theoretical Implications. 72
5.1.2 Managerial Implications. 74
5.2 Limitation and Future Directions. 75
5.2.1 Research Limitations. 75
5.2.2 Suggestion for Future Research. 76
REFERENCES 78
APPENDICES 98
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