Ulrich 1997
!"#$%&'()*+,-!./0+
12345"6 7
89:;<=>?@&AB 3CDEFG
@&:;12N
OP7QR NSTUVW%&XF
89:;<=.5YZ [\NO]8D^_.`a
89:;<=>bcde,-fghDij7 Z +wxyz{|k}.~Ulrich
W,-.Fawx
+
89:;D,-|7pnoU|
89:;<=+
NO]8{|7 (1)U|
89:;<=
.
89:;'()* ¡w,-#$¢£U|¤<=
N.
W#$| ¥¦+,-7(2),|
89:;<=DNO]8 §fg¨©ª.6£U|D
«¬ ®fg¯°¨±7²³QR.´U|
89:;
+,-fgµ®fg±7 ¶·¸
89:;
89:;,-
89:;,-fg §fg®fg7 1
¹RD%&º»轉 D¼½¾¿ÀÁÂÃ:De»DZuÄ ÂÅÆÇ ÈÉÊ.1999ËDessler, 2000 .12NODÌÍÎÏÐѳ%&'(ÒÓ.人力資源角色隨之成為策略性人力資源角色。此外,越來越多的企業高度倚賴其人力資本做為競爭優勢的來源,藉以增加企業的價值,足見人力資源對企業之重要性。 ¾¿ÔÕÖ×.
D°ØÙÚÛÜ? 7
vuÝÞßà .áâ>ãäåæçèé êf ÅëìGOPíîGe9L12NO]87ïð
Tñòóëì
@| +@L.ïYDô õö12N '(D÷ø\ù.çßúûüýÙþ D . 12ND
OP Dfg. 12
°ØÙ l%& ü+l
.
ûD12g 7 NO]8,=e .
OP 12 @&OP ãä è êf åæçÅ ÃÜ~12'( ¹D
'(.e Ú @&OP l'(Q 7 S> !J 12 ."#$@&OP%& |D$'5(. $@&OP " .) a*$@&OP+.Ù, -. Ñ D/.$OPU¶D+µ1
OP3456Ù 7 %&0J ÄDÄ/78 9LD÷Ù9:.6;l/0D12<=.ï>%&Ä/¬±=?¶@?¶=ADW,ÂñB%&@CD
ÅE7F/0D12<=.
1234D8GU /0.ï
Hgv12
IJ9L¥¦ KEFG
12 embedded HR organization .2006 Å76 K9LAB ]8ÂD
2
%&ßà34¥P9LLüABD
89:;(Account Officer; AO)()7 PQR(2007)ST. NU3C
89:;<=D
UVWXY|Z[\]^_\]`abcde\]fb Lghiebj¡ klmnY|hopY^_\]IBMqrsCatbjqudvûsCwÅW¦xy%&.0Y1z.
89:;{|T}Õ NVW%&D~ª.?U W%&g0s
89:;<=e Ñ%&
9LD/ulf7
OPHgÙ LDWÂ.
,-úûüB)
ûDc7A
OP®lZ
çL
,
OPc ZÍ
OP9L/uÅ.
OPU?MGD12<= .34
89:;D,-70JÝÞe.
¥&
D,-ÙTUDô .
OP Aq| ,- @ mDWúHg,-7 .
OP &v,-ÎÏ §'(v,- | ¥¦,-ÎÏ §],- ~úNO| fÎÏ §~úSO]8©ª ( .2007) 75Y.
¥&
Ù
]8:;+,-ijZ + +q7 ³J
,-fgï>bg ©¡«¬OP@ OPD¢ Ù£ü5Y. 12NO]8D^_¯°
9LDfg>Ø4¤Dq'ú¥+.¦\§U¶¨îºD Ù¤´©?/¡(Wright, McMahan, McCormick, & Sherman,1998; Tsui, 1990; Wright, McMahan, Snell, & 3
Gerhart, 2001; ª×«.2006).6¶J
89:;fg+¤´ >¬75Y. %&|
89:;<=+fg®Z +7
¯° +±² .6³ TZ +QD´m' 1. U|
89:;<=
.k}
89:;,- .YµZ + QD+q7 2. U|
89:;<=
.k}
89:;fgh+µZ + QD+7 4
%&5 ÄDÄ/78 9LD÷Ù9:.6;l/0D12<=.ï>%&Ä/¬±=?¶@?¶=ADW,ÂñB%&@CD
ÅE7Ü5ïY.
+9LܶJ
1234D8GcU /0.ï
Hgv12
IJ9L¥¦ KEFG
12 embedded HR organization .2006 7¶6.·
9Lg¸¹ºö@&ABD'(÷ø»|. K9LAB ]8ÂD
%&ßà34¥P9LLüABD
89:;(Account Officer; AO)()7 Human Resource Champions q¼ .Ulrich (1997)½
¥&
"¤[\9Ll%&+@&)*76¼
OP"Ù$ ¾¶¿
(OPñ
SO]wÅ)I0kÀ .6HIJAB@OPD
¥&Á(µZ S+
89:;)"ÂÀ'()*D 7!eUlrich & Brockbank(2005)?The HR Value Propositionq¼ .Ã12ND«¬ Ù0Ä NO]9LNO]8XÅD
|LÙ127ïÃ
|LÙ12'(ÆÇ. «¬ l12 3üDQ .µ
¥&
112
+ú°Ø70h2È1x. @&AB ]8ÂD
9L.%&ßà34¥P9LLü@&ABD
]89L:;.#$ÀîBD
]D,-. Éäåæçèéêf ÅÀºvD9LË S.'(ÒºD,¥Ùk}˳12 DÊËÌX.â> úD L()7 5
OP,-DWÂ.Hgv«¬ ?
hD qÏÍú Church & Waclawski, 2001 .6? Lh
¥&
Îr»|ÁD,-.ÎÏ Å<ü ¥&9L+,-7Ï0J; ÄÙ
ZDúvqTÐÑ.Ú4'()*D,-%&6ÒÜóú Lawler, 2005 7¾¿ô Óh
ÔÕÖ×.5YqØ%&Jí\ùG4/Ù .)J
+QD Ú,-hÄ |u ÈÉÊ.2004 7Schuler 1997 GST
ÛZQDT0Ü Ý /uÞ Ü
K¼½ ÞË
Ú0ÜlZXÅÞ Ü°ØXÅÞËÜ5"GÞ reactive a*wß
@+ Ü "GÞ proactive a*
¹l+
0ÜAq/&Þ,- ÜW/'(Þ,-7 W/'(+
,-+àÚá"Ulrich (1997) T+'()*| ¥¦ :
Å
â ,-+àÚ7 ?|ã & Conner(1996)
,-| ¥¦ D4k¢±.äö¹Ãëì+
,-76åæ (2000) ¯°?v%&+
ç{|k}. Ç
Ü| ¥¦ÞÜ'()*Þ4k¢±.è'()*,-ßàÕú .Üá"SchulerÈÉÊJ
Ú,- +^_7 S?Wright, McMahan, Snell & Gerhart(2001 D .1995Þ³1998Þé
OP? @
@êëC<
|LDÃéì¬.?ç
<=#$'()*DÃé>ÈÑÓ76Lawler & Mohrmankß?1995, 1998, 2001, 2004Þ.
#$/0,-WíDÃéî¹lÃ+ïkð.{|ñòvD|ã 7 .
,-D Âó¶/ ô Â.¦? ¼êëõöÙ÷ Å| DðøUùúD´(âÞ6
kß%, %, %, %).6?l12'()*Å'(vÒÓîºDðøUùúÑÓDû;(âÞkß%, %, %, %).ªü
Hg
Ãéßàýþ${.©¡/0noD¾¿Ù12¢ .ZJà ú_ LÙ " 12 úD ù4øh7 ?NO]8¯°
fgîº.Huselid et al. (1997) T] vfgÙ'(vfgDS . ] vfg>S
?ëìD9 UVãä åæçêf¯ è Å D»|lfË6'(vfg>S
?ç%& e ?g Ѽ½ .UV'(v é<=-.34 v/uô
ÅN .5 l%&'(Q 70J@&OP K >
' @4
DÚÁ] D^_e
D,-Lß Uªý7 9L ùe
D .Ulrich 1997 T
IJ9L12 ù. '()*#$]8(OPñ )Ù
OP+é D,-. Ú
OPÙS?¾¿ g .»|
OP9L.GZ ü+Ü
]89L:;Þ7
OP9LDÄ .g NO]8S?¾¿D . Ý12$@&AB¢ D
9L7
]89L:;> óD
9LD¶·,-.Ã
| Âl%&l
7 ¯°hD2È.Z TDpqw +
! " #$
89:;DHg?J !w@&AB
?¶0Ã#$
HgDWú,-.ï
9Lñ"Á@&ABD -.].³12 Dò#ÌX7J@&AB7
g ÀºvD9LË¢úDHg?J'(ÒºD,¥Ùk} (PQR, 2007)7
89:;ÙëìD
¥&
º»DÆÇ/0.
]89L:;#$12N $%
D,-. U&ú!'ËS.:;
OP»|
D?¶ g äöNO]8¢ D9L'QÙ/u(e), 2006)7 PQR(2007)*
]89L:;DLv.µÉ8+r9LúD9LXÅ^Ú.)ÆÇ
OPÙK9LABDL-.Ã
]89L:;Düý.Ü@&AB 3CDEFG
:;12N
@&AB.,12N
OPÙK9LAB-.ë/01+ .) K9L@&AB«¬ ÀºvD
¥&
D?¶Hg.ïÉäåæçèéêf Å.'(ÒºD,¥Ùk}.ï3X 45Å,¥HgD $%
7Þ S.(e)(2006)*
OP %ÁD9L ÁDLu.Ã
89:;Ü
OP9LÞ(HR cross-boundary service)6+Ë »| % D|Gì6Ü
OP9L|Þ7)üýÜ
OP9LÞMG:;
OP. óOP$%.FLüOP[\7é-.ë/)
¥&9LD $%
7 üý+Ü
OP %ÁÞ.µ+Ü
89:;Þ(Account Officer; AO)7
89:; 9L8W.Ùø6Ò.UJK9L+@&OP|$'Û9DD
K9L+@&OP ¥&D9L.ÜU T,¥)a*K9L+@&OP5¾¿ Ä +
+¢ .0Ãë
OP@&OP&î+?¶ -. lK9L+@&OP+
¢ .³. :[³'(
÷
|| l12fg7 8
]89L:;üýÜ ó
OP;%.[\#$WÂ+,LüOP ÀîB¥&9L.Â&î<01. {12OPfg+
7Þ % ñ\ïÞe
Ì=DçÙ${.
D>_Ã/?>~úÜÞf6T.{6Ü
ÞDú Ü
Ù12Þ¢ D@].ÏÚ
'(@|LÙ%&ñB'(Çö?qÕ.Ãl
,-DúK7?'(v
<=´.
¥&
"¤#$7,Þ Á T/0Dk8Ù Az;2-17 表2- -1人資客服代表角色的分類 Á ,-k8 Schu,-7 ler(1987<B 'D) 9L:;ÁD,-7 ÷ @C<D,-7 ûD,-7 Jackson and û,- CgÁ,- Schuler(2001) ö),- '(v,- DEÁ,- {Á,- (Adviser) JStorey(1992]) @Á(Handmaiden) ÷<üÁ(Regular) Á(Change makers)7 9
Ulrich(1997) '(vF*(strategic partner) (change agent) (employee champion) | ¥¦(administrative expert) Wright, '(F* McMahan Snell, 8G|L and
9L Gerhart(2001) ] ß]g ÈÉÊ(1999, <B12'( û,- 2004) »|
@&C<,- 569LÙ01+,- {12 HX+,- 2008 '(]
S¦ pI
| ¥¦ 資料來源:本研究整理 Ulrich(1997)ST:
D,->WJvD.
D>_KÅ'(v@&v.
>KÅú
@> ùÅm L¬.Ã:
"#$D,-k8'(v
Û9,3 Ù Åâw,-7)~°¨ùk8D NM N lDl
.kßÃYâ,-ðO'(vF*(strategic partner) (change agent) (employee champion)| ¥¦(administrative expert)7 â7,-NMkß 1
Û9,3 µ| ¥¦ Y
OPDëì,-.34||UfD
ù.UVºC忝P éQÑ.) 12
D .¹
ÁJ D9L{|R
Ã.Sl| ¥¦.T
ù¹w%&
UfDÛ9,376
ùDR
Ä qùûD
ïÜIJ9LÞ shared services >
ùR
DûÄUË 2 µ ÃDÙ12DlHÆÇ?qÕ.[\`a¶K.Z JV DqW+XYÙ¢ . ÑDZ[Ù¥&g .*Â
D\] Z7?¨',-¹ .
¥&
D >3A g©¡ ¢ D
7 3 Ù µ :
U2^_`M+, ¶¿a*+aüÙ»|| 4
7À ¨q',-. +g >
¥&
lHÙbD¢ú5(Ë 4 '(v
µ'()* úK?JÃ
'(|L%&'(Çö?qÕ.µ
¥&
#$D,->'()*. |b%&'(75Y
¥&
^_1|'(D
|L.¨7^_
crLD\ù6Ü12dÙÞ Ulrich, 1997 7 ?$7,- .Ulrich 1997 '(v,-¢ °ØvDHg.ªü
À :
'(F*,-¢g °Ø.¦Ulrich 1997 {qeSTf
l%&D)*.¢â7,-? gº.ªµ
#$%&)*D,-lf>0'()*| ¥¦ :
Yâ7,-lf?Óâ7,-?Ì?l. U,-D¹lgº5g l%&DlH7 SF
%9LD,-k8.(e)(2006) ¯°9L,-Lu9L|Lv. $%
,-k8. T
OP9LU2
&LýÖÁ
$%hiÁ ]pIÅâ'9L,-7Rm'
&LýÖÁ
$%hiÁ>
OPD^_ +Ë!m' ]pI>K9LOPD,=^+7 0JUlrich(1997)>s wx|L6lDk8îG.Ï?N ½ ܨ¸¹. ?¨J ÁD .34¨jkD} Ù¤´(Hailey, et 11
al., 2005; Jamrog & Overholt, 2004; Cabrera, 2003)7Z + lU2U||
89:;<=
||
89:;<=
.f
%9L,-
k&î+ L.Umn+ ÃUlrich D,-k88Z +¤DÛ97 ¯°hD2È.Ä Z Dpw+ &'())*!+*,-Ulrich(1997) ./012! 34 56 q
OP fg fg effectiveness ¿Sqpì F
!. ÄT l üQ Dù=.¾>q71PÂ1ð¨)Ï~úÇ
DS .1 jýDêf7 IDrucker 1959 Ãfgüý “do the right thing”.µ,D@û7S
6Ò.D@û®>g 12 lQ .5Y
fg>qP
>bUf 12 lQ 7 ÕrU/¬ Á
eBT
êfS .ïPfeffer 1994 Tg ±12êfDst'
õu vvãä±è wx é<= v -kJyÙ z-.ÙR34åæÙ]gç{ Hgåæ|Åýè }~NOÑô^_¢±SXÎËDelaneyHuselid (1996) T¯
<=+sq'S
êf¯ wxv34
-kJE=¯ yÙãälfåæÃÑ7ó¶¨ùS ?¹ ST
fgDqP D.¦JamrogOverholt 2004 © ¨ùS W?4?
ÛZHgh.)/¡¸À:;12
12Dúv7 HuselidÅ
1997
/"?U2
DÛÃ
fgüýë/±/uD] v'(v
.)Ã
fgk] vfg'(vfgm 8+qPS 7] vfgU2 <=è <=ãäÙåæ<=ÀÙ ÙåæîxcÙ ¶¿c îxv-lD
|c lZD êf¯ <=
-pìE=DÅË'(vfgU2-.34yÙ z
÷ø Ä g Dß÷ø Á eD ç
'(v+D Ù ÁD01 îxÅ7 Wright, et al. (2001)> 9L,-ÙÅ¡îºe¯°
fg79L>S
OP?
9L@ .ïãä è éåæçÅpì. 34wx4 12 ¢Dc
.Y8JHuselid et al. (1997) T] vfgË,->S
OP? Ulrich(1997)â7
,-D#$ûçË>S
OP¨¹lÙjkD¯°.UV
¼½ B öç K¼½
ZDù=.àÚhð¨ÝHuselid et al. (1997) TD'(vfg7RichardJohnson 2004 jk Ã
fgüý
©¡$G$JD
70Y1x.
fgU2DÒº] v'(v
7 Vosburgh (2007) "¤UfDîGë/Õ9Ll D9L.
#¢ë/Uf1PÂAlZDÛZ9L. NO]D!kë/Ù¹l
?¶DHRîx7ø|DÛZíHgSõ5c.£U
c ¾/ú.¦K¹lø|
@?¸lµ1.WW K13
SU+HRHg(@1gKSU+HRHg).ÜS>®HRHg(transactions).Z 6+Ûy®HRfg®>®HRHg Ä +'8JHuselid et al. (1997) TD] vfg7?¡ . §HRHg(transformations)g¢¹w12ÑÓ°Ø.1 HRÀ NO],-D¶·|. §HRHg deD §HRfgÜð¨ ÝHuselid et al. (1997) TD'(vfg7´;$ Á T+
OP fg+k8¹ 7 表2-2人力資源部門管理效能之分類表 Á
OP fgk8 Huselid , et al. 1997 ] vfg '(vfg Wright, et al. (2001) 9L ,- Vosburgh (2007) ®HRfg §HRfg 資料來源:本研究整理 5Y.¯°R D .Z Tp¡w +
789 :; 56 !
,-fg Ulrich 1997 T+W,- g˼qP
¹
0Ã#$£W,- | ¥¦ :
'(F* Ã.gl%&F*.U J12í)ÑÓ12¼½ 7 ?Ulrich 1997 D µYâ7,-D¤ke:;%&
9LD¹l/u7¹
W7,-hD4kµ±Ã.:;
D¹l;£.?¹äö12 ô¥.
fgó±7 YS. Lawler Mohrman Å
20002003 F
fg{14
|qñòv ¦ 1995 Þ1998 Þ2001 Þ D .Yq
W' eqP
fg7qP+'1 Ulrich 1997 T+
â7,-7
OP?
9LYq'Qlfµ¢§.ÏP!B,äö%&¢ D
Dlfܱ.Ulrich ^_6Ò.YmOk¨J| ¥¦,-Ë6? .fg¢Á> ]9L.¨J ,-. qw;¨iD> @&ç'(.¨J'(F*,¨mOkµ¨J'(v,-DOk70Y 1x.2001 Þ©.%&D
OP?Bív,- | ¥¦ lf¨§.?'(v,- '()* lf¨Ç
µW%&?Bí,-Ok4k¨±.'(,-Ok4k¨A(ª.2006)7 ;2-3
,-fg Ç
2001Þ Ulrich(1997),-k895Þ +'191998Þ (N=130) (N=119) (N=150)
9L | ¥¦ P!Bäö%&¢ BívD
,- lz«D¬Á ® ¯
°£D¶¿® ]9L '(v :
® ® ,-ç12]±Ùg '()*l%&)* ç@&'( ® ²Ysq_P; ³e
´ô Lawler, E. E. and Mohrman, S. A., et al. (2003). Creating a Strategic Human Resources Organization: An Assessment of Trends and New Directions, Stanford University Press, 15
" 56
89:;,-fgDOk ¬.¦UVW
µ¶¶ST.
|LÁ" ·12NO].)ôV !fg¡©¡¸@c±n NO8+D¢ 7 ¹ (2006) T?'(;l||Dno.
l%&'()* ¢{|+$' L7
¸@cJ
O'Lßú
Z12fgm'¥+.?ßcÃ.±n ¨W
|LÁ T
5 è D,¥76?'(||no.±n ôV
|LÁ1 º 12 V
5¥+ *
|L
"¤Ãû{p&x_]±.1ü
89:; Ôp&Ù
¥&.5g[\
5
Z ¡îÅe Ñ12fg7 RÁ.Corporate Leadership Council(2007)F42¦ ¼%&D
OP+½.ST
89:;1[\
5 DÄTêfmîº. «¬ +fg(HR-Line Support Effectiveness)7?
5 DOk.¹rg `a
5D¢ .?
ÕS%5(¾R. r¿T
5+)çT'(7¶6.
89:;Ù«¬ D ¶¿Ù Ä +fg..?¶. U19'Ù«¬+ ¶¿+?¶'Q1234  À}¢cD
÷
4
5 OP 12ç^ßQÑlêf åæçè W a*ÖÁ{ü¾¿DÀ{üDöAv¶¿ÂD
4
7 Vosburgh(2007)STlUfgDNO]ÃJ
5'( ¡îºD12¥+7|¼"¤ ÄÅ (HR impact).NO]+ÆÙ@& I0¤´'(¥+.@&OP,T'(v+ Täö¢ 16
+
'(7 Z Ç
fg gU2
89:;,-DLÈvfg. ¸@cCEOJ
OP¢ ÑÓDºÅ.%&NO]9L'Q NSN|
89:;<=(AO)D|Lñ.4fg'QIÉ'ï´À}
5/4 A ÊË
'()*@&OP56¶¿] v
»|7 17
¤ÍÎÏ?¶+-.Í34ÍÐJ34ÍÑÒÍuvwx Íì4k}Í|L¤ ÍPÂͽÍ<= >
<= > ! &'())<=">
*!+*,-
ª ÍUlrich(1997) 789 : ./012! ; 56 ! Ì3-1 <=Ì ¯° D¤.üTZ + l <=ïhÌ3-17 q¿[\wx A.a
9L,-|Lñ7 [\|ã .ð¨U|
]89L:;<=
?
,-9LfgDij7 18
~°Y <=.çTZ + +Óï´ ?@<=1>
! ?@<=2> &'())*!+*,-Ulrich(1997) ./012! ?@<=3>
789 :; 56 ! 19
[\wx
+
89:;yz.`a
89:;<=í|¼ûç.¤Wú,-#$+|Ll
7ÔÌÑÕ &'())*!+*,-Ulrich(1997) ./012! !"#$% Z îAswx îG{|¤70J$
~°1234+¢.34TQR||D
12E. N
]89L:;<=+|ûçWU/07wx
¼%&?vc
.? N S|
89:;<=TUWÞ.1,
]89L:;<=+rÖÁ. ¤<=?%&í+çÙ
89:;D,-U FD`a. q34swx A{|½ Ùk}7 wx îA+üý.* qw×Ï12k} ³DLÈî -.0wx 1Ú Á D¬løã . Ù PDx_(Patton, 1990) A#½ v ³}aÚ ÒÏD ÚDyzîGÜqØGyzX}A(general interview guide approach)Þ.q1 ÛÜ3D´+Ý.?yzÃÃÞ?Û D´+./~ LÈDßà.YÛáyzôéDÛZ{ U¶fD+âTK2V .J>yzÁ?ã|yzû¿ .5"Lü¡"6¹+D¸1Ùßà(Èäåæçïè.Patton, 1995)7 ? ³ÒÏî syzA.
DñªzéÕx_«} (Patton,1990).êë ³ÒÏîGï´ 20
q yz ù yzR~°Z QDaüyz+.yzÛ9.)@r[\bcìíîïÕyÁ.·ÕyÁy+QDNMU `a7yzîGºzîG{|.ëðîG¸¹"ëÃñê+îGÃyz Dú_ê´.Jo/a+VGcú )òÕyÁªz.@ ÕyÁRÓaÚ.óàÚôõÄ öaËyz!ÃëðNMGlθ÷. ³k}DÛ97yz ¹ +Ç
GcRîÑïÕyÁ.¢!{ 7 yz+34 Z Ulrich T+
W,-<=.N¤%&
89:;|b$w,-+ð%&
89:;D,üq'yz Û.{6¯°wx
çÙÕyÁÑÕDNM.øù¹+Q{|wxyz7 &'()*+ ,-./#0 AB wx
³ðúUûqïÉsÞüý.ÀÁþ <
Å
s w ¦@ .)?ÀÁ3Uò\q
ïw @V (¹ UV ¨.fBö ;G).?ÀÁ¢±l â ç7 q ÉÞwx
?v ß3pq¦k|.ÝÞe[\
ß Ò îGö Z ¼p&Y|.>v úU¢Wk| D ¼vY|.)Uò\â ÉïB D. oNS8+Ùvpcu9L.> 9L <¢ D ¼vY|7 21
AB 8C%DE F' wx
OPQR
U60
.kltwHgOP-..kßãäò è 9Lë/¶¿12 Ù¶¿ñ (Human Resource Relationship Manager)7 ¶¿ñ µZÓ üý+
]89L:;.DS> @&AB»|$'
?¶@L7 v
OPÍ ¶¿ñ 圖4-1 個案公司人力資源組織架構圖 資料來源:本研究整理 ísõ@& Á«Ù8+!Dk|ñ »|ñ "#ñ $¥(Â$% p/.ïÛs&)sõ¥(Âj >%&ö'()*'w)$L÷ø](Âõ+p/)7Á
«,8+!+ >%&sõ-($% 7 %&sõ@& %& sõ9L+l7 -\]ÙÔ+ 22 % &'
!"#$
Â
ITpìÔ+ 7 S56Hg>./ABï
$LALOP7$@&AB0qB¶¿ñ qty¶¿ñ Â7wx
¶¿ñ 9L+@&AB
ï;4-17 表4-1、個案公司各事業單位員工人數與HRRM人數統計表 @&AB 9L
¶¿ñ
«Ù8+! 2200y ísõ 1y 6y¶¿ñ
«Ù8+! 1000y %&sõ 500y 1y 1yRM¶¿ñ -\] 1000y 1y 1y¶¿ñ 56Hg 300y 1y 1y¶¿ñ 資料來源:本研究整理 &'() 1 2 2 34 GHIJ ¶¿ñ D3 Q >¯°Ï-Ùv '(.ç||
'(.{õ%&Q %&'()*.Z JÀîB
¥+7wx
+¶¿ñ >ÂÙ@&OPf<D:;.ñ T+$'
.NMU
50êf @&AB çûD
4
.)1~ª E.) Ù
ABö. l@&ABD¢ 72ø6Ò.¹ U 忢 Ã.¶¿ñ Ù12 Ùù!.I0j
NOåæ3ù@4x?S{´7 OkD¶¿ñ Ù$@&AB
HgOP-. ÆÇ7 23
«¬ ¶¿ñ D
¥+.¨êf ¢567# «¬ 3üQ S.) V $'@V ¢ .Fwx¶·
5.
5QÑè ¹îxDk}|˹êf/ï ôÃ.¶¿ñ ç ¹êfô
4
.7åæ.Ú¹lêf Ñ7¶Ã Ùêf/§D{|êfºz.¢¶¿ñ ¥&D .Ú`aêfºzQD/?J89 1x Ñêf+Z[7 ¶¿ñ ºLÈ
¥+h.s¥xGV .ï12*Ù¦:+éD|q. G/òÃ.¶¿ñ 1~ªÓ;<T =Dûç7YS.ô
sõ&
+± .¶¿ñ TÈq+>4
.Úû{?@ "û. Ñ
+ 0ªA7 0J¶¿ñ @&OPÙ
OPéDB .ñWyÙ$'@&OPc¥./áCD@&OP e÷
.Ga e
5¢ .?
'(÷ø 0
HgOP(12 Ùãäè 9Lë/){|ö.a*$@&O?
D¥+7 !@&OP'()*.Ù ?¹ú7~QRûç. ¶¿ñ ~Eù=/0.èT¶¿ñ Õù=D/07 /~E¶¿ñ D .W Ù
¶Dc¥¶¿ñ /¢yÙ.¦ FGD¶¿ñ qü½tyÙc¥. ÀÒ@&OPD -. e@V «¬ 1y +
^_7 KLMN ¤wx ø.#12 ÙHgOPF/0 Âõö÷ø-., 3ù¶¿ñ «¬ FG yÙ. I&î+éD24
JK7 S.¶¿ñ ,«¬ óÝ.óg@&OP <=<üD¥&ªz. {<=hõö7 " O&PQ ºªA/±./᫬ U Í {ÙZ[.!'()*D¶¿ñ GL .4[\ÙD!01ºz4xD¢7wx
(sales)Ïl n (sales manager) |/M¹.¹Ã¶¿ñ rÙ±n (branch manager)¤´)Ù¹@
º{ |)/äö
KÅD Â7 n ?3XO¨ÚDîGmÅÛNG./gUf ô
,¥.fg ]±hD .WaO¨ûç.ÙO¨D{|01.ÃU «7 n .8+¶¿ñ ïO 3X]±,¥73ù.g¤ ÙO¨I@U 7SYxø.¹lDA0!@ L+«¬ ( ísõ @k| ) {|.5Y¶¿ñ a* +éD+7 R (STU | ¥¦¿ «¬
OP¿T UfDîG.ÜS>ÜR
ùÞ.
89:; /0D
9L9L ù.%&
UfDÛ9,37wxY|D
5P s¥x.ñ\¶¿ñ @&OPÙ
ãäHgOPéö. ±LÈBQ5Dfg7³J $¥ \±D+.0¶¿ñ ¥xV +.k}Î5| îxÅeR{|.¤¥xDÇ
"¤ô
D/u7 ¥&kDQD?J±fU/uDÄ/9LÄT7
OPDNOï0Ulrich !v¸l)ë/NO]8¢ D9L7 ï 01{|ö)õfl
89:;<=Dú325
+7?wx
.¶¿ñ J ¶¿ñ &LNMhøk?¹. ¹¶¿ñ ¢
OP(ïãäAB) .â1«¿OP¤@&AB&LD0iö(ïãäAB ísõ@&&L+0i)7Sf¢
Hgö.[\¶¿ñ OPçߨô4
vDö7 5 67 `awx
]89L:;|!.~Ulrich
W,-{|k}. Twx âw,- ç+/0| q '()* 1. ¶·
54 .ï T¶·
5+wxîx7 2. {@&OPêfOk. «¬ 3üwßQ ÷øêfô
4
{|êfÑTºzwÅ 7 3. ¯°NO]8
¢ .P!B,Ù»|
¥x.ï~ ¢ 34 åæ3ù¥xV ¦|qû "+7 4. À
OPÙ@&OP+f<B 7 1. A ÊË+ .øïyÙ Âõö+-., 3ù7 2. 56 ¶¿ñ c[\ ¥&,¥. { Ã Â<=hDõö7 ¡ 1. {Z[7 2. a* Á+éÙ+éDÖÁ7 3. Ù@&OP , D¶¿7 26
â | ¥¦ 1. UfD
9LîGô
D ù7 2. @&OPHR| 56.øï $¥ +a*7 0+
89:;[\/0|e l +Zu.øïÃ'(Ù
|LÆÇ «¬ ¸l3üQ .
D°Ø7 27
[\U|
89:;<=+
{|ÐJ.`a
89:;<=í|¼ûç7ÔÌÑÕmw + 1. U|Ù£U|
89:;<=D
.
,->bUij 2. U|Ù£U|
89:;D
.NO]8xUD
fg>bUij !" ?@VW Z Dlkmw >U|
]89L:;<=D
. q 1>£U|
]89L:;<=D
76U|D
Vkm7Á
]89L:;.RÁ
89:;D9Ll®@&OP Ë£U|D
Ükm7l.
OP+ @&OP 7 0J
89:;DB34Ùç.? NW¨û
Ü1g5"µÙ¢ .YYßà34Y8D12<=Ë0J1W>Z @@&AB
]89L:;.5Y.!q¦%&
89:;9LD«¬
)/W7Z ÃF13¦U3C
]89L:;D%&+17B«¬ {|.Z +|17 S|
89:;9L%&Ù|¤<=
+Ä&÷"GÐJ13¦.I33B .Z +17 28
¯°MNOJ2008Þ+ .Z +RÓÇ
.QR|
]89L:;<=D
¤[(31¦.\lw?¹]¬.Z &JÃé5(A{|^. ÐtJZ13¦{|.ÐJðø\ l+%7 <XYZ[\ -kÃkßìîïU|
89:;<=
$13¦. ±\]G
&$9¦sõ&$2¦G
&$2¦7!¦
~
89:;
AB «¬ -.I4-26¦
ËpnoJq_!FW ÑÒD
{|`Ò î.ÑÒôéômw>ô7¢!ÑÒ'17¦.ÑÒ%7 " ]^_`ab 0;5-11 T l?
±² ³Daç7Ä&îº.±\]Ä&¢|
89:;<=
U5¦
.6£U|D
U8¦Ësõ&U|
89:;<=
U1¦.6£U|D
G1¦ËG
&Ok.áU|
89:;<=D
2¦7 表5-1樣本產業別描述 cde fgh ijh Uk Uk Uk U|AO<=
5 1 2 |AO<=
8 1 0 G¹ TJZ+ÛZLò ³b¹;.ï;5-2 è7; chîpqw¸:;D>?U|
89:;<=
.
89:;JZIU18
76chîpw¸:;D>?U|
89:;<=
.dv
89:; e;Dïkð¸>:;?
89:;JZ .¨JdvDïkðî 29
表5-2樣本特徵描述 _m (AO l (AO nop3 p3 nop3 ¤
17
18
29
31
人數 百分比 人數 百分比 人數 百分比 人數 百分比 vdv 7 % 14 % 21 % 17 % ß v 10 % 4 % 8 % 14 % ± ´0 0% 0 0% 0 0% 0 0% ¥\ 0 0 1 % 6 % 2 % ù= 2 % 4 % 12 % 17 % g h 15 % 13 % 11 % 12 % 8 Z sAÎÏ ³k}+.h<NMï´
q&'N% Z
|LÁ+,-Düý.stUlrich 1997 T+'()* | ¥¦âw,-7 56 Z Vosburgh(2007) T+ §fgÙ®fg.
89:;+,-fgDüý.)s ¸@cCEOJ
OP¢ ÑÓDºÅ(Lawler, 2006).%&NO]" 9L'Q(Vosburgh, 2007) 30
NS|Lñ 4+fg'Q.ZÓ
,-fg+'7 q §fg (Vosburgh, 2007) ivüý[\HRÀ NO].»|g¹w12ÑӰض·|Ä +fg7 qPNM
5À}/4 A ÊË
'()*@&OP56¶¿7 1.
5À}/4 (Lawler, 2006) ivüý
|LÁ?
5 îº+fg;.U2À}
5¶·
54 êf;7 +Q9ø j
89:;(
OP)?¶·
5Dç4øÙ»|h7 j
89:;(
OP)? @&AB
5D^_Ù{ h 2. A ÊË (Lawler, 2006) ivüý
|LÁÑ" hUfA ÊËDfg7 +Q9ø j
89:;(
OP)?A@&OP¹l DÊËh j
89:;(
OP)?Uf ±@&OPJ +5ù=h 3.
'()* (Vosburgh, 2007) ivüý
|LÁ %&@&AB{|'(÷øçÙ%&'(ÆÇ+
'(+fg7 +Q9ø j
89:;(
OP)?ÆÇ
'(31
Ù@&OP'(h j
89:;(
OP)?k|@&OP'(D| 4øh 4. @&OP56¶¿ (Corporate Leadership Council, 2007) ivüý
|LÁÙ@&OP Ͱ£¶¿56@&OP .{6ÑÓ@&OPêf+fg7 +Q9ø j
89:;(
OP)?Ñ{@&OPêfh j
89:;(
OP)? Ñ@&OP¹lD©ªù=h ®fg (Vosburgh, 2007) ivüý
|LÁ @1KSU+HRHg+fg7 qPNM] v
»|7 +Q9ø j
89:;(
OP)? «¬ ¸lHR| Dfh7 j
89:;(
OP)?Uf ÍHR ³"ëÙõö+M{vh " rstu sLikert t_P;;G. Ü
W0ªÞÜ0ªÞÜ0ªÞÜ/0ªÞÜ/0ªÞÜ
W/0ªÞkßïO654321 k7 32
79 Zl>ÃF ÎÏD ³¹ ){|m vì4k}.Ô`aQRv %&U|
89:;<=?,-,-fgh+ij7 vw ./xy q ¹l,-ð¨ 0Ì5-14x.¤l6Ò.
89:;Ùëì
?
W,-#$h(Uij7U|
89:;<=
?'()* ¡'4k±J|¤<=+
.?¡ .£U|
89:;<=
?| ¥¦,-4kOk.±JU|¤<=
7 圖5- 1有、無施行人資客服代表制度公司之多元角色得分 /0Ä&+,-k} ±\]Ä&JZ{|k}.U|
89:;<=
?'()* 4kµ±J|
89:;<=+
.¦?| ¥¦D,-îº.£U|
89:;<=
©±JU|¤<=+
33
.Ù¹l+Ç
?ä zÌ5-2 7 圖5 -2高科技產業中,有、無施行人資客服代表制度公司之多元角色得分 0Ì5-31õÄ&+W,-k}Ç
Ù¹l±\]&)/?0.|
89:;<=
?'()* | ¥¦âw,-+4k.µ±JU|¤<=+
7 圖5-3金融產業中,有、無施行人資客服代表制度公司之多元角色得分 34
56xy q §fgÙ®fg ? §fgîº.U|
89:;<=D
±J£U|¤<=D
.6®fgY£?¡70Y1x.
89:;? §'QD;.¨ëì
g NNO8+©ªË¶6ëì
DNO8+J®ð¨©ª7 S.ï
S®Ù §fgmÁð¨6Ò.´U|@£U|
89:;<=D
.®fgâ±J §fg7 圖5-4有、無施行人資客服代表制度公司之轉換型效能與交易型效能得分
89,-fg ?É'
89:;,-fg+ .U|
89:;<=
kß?â',-fg4k¨±n
5À}/4 onA ÊËon
'()*on@&OP56¶¿£U|¤<=
?n] v
35
»|oh4k¨±7 RFmÁ+fg4k±A{|7à.U|¤<=
D'Q~à(1)] v
»|(2)À}
5/4 (3)A ÊË(4)@&OP56¶¿(5)
'()*Ë6|¤<=
+7à(1)] v
»|(2)
5À}/4 (3)@&OP56¶¿(4)A ÊË(5)
'()*7 n] v
»|oµ>pqßB.:;QR´>bU|¤<=
+«¬ .] hD
D»|¢©ª76n
'()*D7àoµ?pÉßB.µ«¬ ¢/©ªD'Q7'(÷øp=¨ 'Q±.´?U|
89:;
N.µ¨ «¬ D 7 圖5-5有、無施行人資客服代表制度公司之人資客服角色效能得分 36
¡
89:;fg? §fg+ij k}U|
89:;<=
D §fg.J?n
'()*ohDfg4kij¢ . >?n
'(ÆÇ@&AB'(oYqîº.:;U|Ù|¤<=
+NO]8Y'QD©ªù=ij¢ 7 RÁ.
89:;?nA@&OP DÊËfgo±Jn Ñ5 +fgo76?
5 |
89:;<=
?n¶·
5Dç4
»|ohD;n¨A oÙn
5^_oc7¢!.?56@&OPDfgh.
89:;1n {@&OPDêfon8GÂîx»| lo.¦n8GÂîx xPon¹l©ª= Ñon µa*@&OP
+D;o.¡6/ï|¤<=+
7
5À}/A
'@&OP 4 ÊËÍ()*Í56¶¿Í 圖5-6有、無施行人資客服代表制度公司在轉換型效能得分之差異 37
Ì5-6 1x.?
89,|
89:;<=
?m'fghU¢ Df
.µnÆÇ
'(Ù@&OP'(onA@&OP¹l DÊËo7 â',-fgU =Df
.n¶·
5Dç4øÙ»|onA@&OP¶·
5D onk|@&OP'(D| 4
onÑ{@&OPêfo7¶6?n Ñ@&OP¹lD©ªù=on @&AB µa*AB
+oh.©1gÄ ÂºDf
7 â U|
89:;<=
é,-fg+ð¨ 8¦U»|¤<=
k}AB.ÔÌð¨
+éD,-fg7U7¦
D] v
»|fg±J4k.Ϥ'Q?5¦¢±k7S8¦
?,-fg4kk}.1$¦
D,-fg7à /?0.;è?$wU|
89:;<=
.«¬ J
89:;D/09L'Q驪7 38
圖5-7有施行人資客服代表制度8家公司在轉換型效能之得分雷達圖 5 67 ¶J
W,-#$.U|Ù|
$9:;<=D
.{|ö?ij7U|
89:;<=D
.?'()* ¡'4k±J|¤<=+
.?¡ .£U|
89:;<=+
?| ¥¦,-4kîº.±JU|¤<=
7 39
0Ã.´
>bU|
89:;<=.®fgµ±J §fg7¹l6Ò. §+ç?¨J®.W¨ lCno75Y.´>b|
89:;<=+
DNO]8.µJ®Dfg𨩪.G10NO]8DÑT4x®+úv7 YS.? §fgîº.U|
89:;<=D
(±J£U|¤<=D
.6®fgY£?¡70Y1x.
89:;? §'QD;.¨ëì
g NNO8+©ªË¶6ëì
DNO8+J®ð¨©ª7 ¢!.?|
89:;<=
+é.NO]8,-fg©ª'QU ij.¨;è?$wU|
89:;<=
.«¬ J
89:;D/09L'Q驪7 40
7: AB?@z?@ { ~Ulrich
W,-.uv Dwx?âw,- kßq/0D| 1. '()*¶·
54 {@&OPêf¯°NO]8
¢ .P!B,Ù»|
¥x 2. A ÊË+ 56 7 3. {Z[a* Á+éÙ+éDÖÁÙ@&OP , D¶¿7 4. | ¥¦UfDîG
9L @&OPHR?| hD56.øï $¥ +a*7 Fwx
{|yz.?yz ÕyÁ
89:;<=D?¶_ï´ AqB wx
( DY|=.r´â WyksJ s
wk| .
9LDfÙ v.[\AqB Df<01
.
89:;1«!ÛÒ0iD¢ .ôõ
9LDë/@= þ t v7UßJ\áD
?¶
+.áác/x
lu@>0J
OPJ¤&LAB/A µÃ ¹D9L7[\
89:; µ"¤9LABDµÃ¢ .Ü/¢?HROPNOABÃ+q R .1ì¬01lZ7 41
"D9L J @&OPD±n 6Ò.
89:;°Ø?J¹ö@&OP
OP&î+'(÷ø.¶¿ñ 1vw U
Hg./ïá Ñ"GD9L.¡6 " l+îG. '(h
7 DüB
89:;<=lHDxí í
89:;<=D ª°£.¢ë 12l¶¿ñ HgüBy¸Ô7?wx
/Ù NOHë´.TñUW ¶¿ñ I0ºa*+.QRK Dk| G¶¿ñ <=ÏÏCD.ÎZ ¿/0
D+.??¢¿qB
¥¦Â|® VW7/\0J¶¿ñ 1gcU{@,
@ .¹ÛÒ ¶¿ñ ¨¬!/CDDaç.´ +úûh
NO z¿¶¿ñ ³.G¢ô{DOk7
89:;ñW{+p |¼«¬ J
OPí?¹Ãc5
01|}ÑÓ6Ä /~.{6A
89:;+~
89:;<=AôõD+7 <X|}z?@ { q
W,-
89:;Ùëì
?W,-#$h.¤lij/ 7U|
89:;<+=
?'()* ¡'4k¨±Ë£U|
89:;<=
?| ¥¦,-4k¨±7S\]&JZ{|k}.42
0JU|
89:;<=+
.?'()* 4kµ±J|
89:;<=+
Ç
4x.
9Lëì
OP
89:;<=.Ï?
,-#$ö?ij.ëìh~ú| ºöDëì
Hg.Ù
89:;<=mú'( ¡w,-TU?¹ÈD 7
89:;,-fg Z ¸@cCEOJ
OP¢ ÑÓDºÅ(Lawler, 2006).%&NO]" 9L'Q(Vosburgh, 2007) NS|Lñ 4+fg'
89:;,-fg'QIÉ'. Râ' §fg.¢!q'®fg 1. À}
5/4 2. A ÊË 3.
'()* 4. @&OP56¶¿ 5. ] v
»|7 NO]8¢©ªD'Q® Ç
4x.|
89:;<=+
? §fgh±J£U|¤<=D
.¶6.®fgY£?¡7/\?m7
+ ®fgµ±J §fg70J® LÈ{. LùàµçlC.?U|
89:;<=+
]8µ®Dfg¨©ª7 |
89:;<=+°Ø U|
89:;<=
kß?â',-fg4k¨±n
5À}/43
4 onA ÊËon
'()*on@&OP56¶¿£U|¤<=
?n] v
»|oh4k¨±7¹l6Ò.QR«¬ n]
»|o¢©ª.6n
'()*o¢/©ª7'(÷ø¨p.5YÄÅ«¬ ¤'QD©ªù=.¶6|
89:;<= Ѥ,-fgù=¢ .fg[\
89:;<=+|. Ñ
'()*+fg.®gçT¤<=|+°Ø7
89:;<=|+f
|
89:;<=ù,-fgÄ ¢ f
ÕxµnÆÇ
'(Ù@&OP'(onA@&OP¹l DÊËo7 S. â',-fgcÄ =Df
.kßn¶·
5Dç4øÙ»|onA@&OP¶·
5D onk|@&OP'(D| 4
onÑ{@&OPêfo7 ¶6.?n Ñ@&OP¹lD©ªù=on @&AB µa*AB
+oh©Ä ºDf
7
89:;+,-fg ?: ð¨|¤<=
éD,$¦
D,-fg4k7à /?0. Ç
è?/0U|
89:;<=
.«¬ J
89:;D/09L'Q驪7 ;: AB?@z?@ { S¤wx
89:;^.÷¨ GD1234¨ ö
44
89:;<=D|.øïsõ= %&±\]&.51234=¨±.
9Lë/¨
ý7¶6.¡^$Ä& D %&.Gö?12=±©£U|
89:;<=+
.êf;~.
89:;<=|+û¿5(¥!1+ {|¤´7 <X|}z?@ { q ¤®fg±J §fg+Î5 0 Ç
4x.´>b|
89:;<=+
.?®fgµ±J §fg.:;¹
9LED .)£UdefgÈD 7 ® L¨È{.¸l=¨ §e4±.«¬ g l UlfË?¡ . §D LWÙ
?¶.ܨ.fg¨NO]8U7RÁ.®?¨ÃéN1Ò § L>J
¨þq.áá?Uùúô .«¬ ô ©/qüUÈDéÕ7 ¤
89,-fgi/È+Î5 G.U|
89:;<=
lfghDij>.Uù@?|
+fg±JU|
.´ymB
89:;+ªz ÙNO]856D!¡6A¯°
89:;<=ÝÙ«¬ .¦
9L\ù .
89:;·NO]84#.1g
l«¬ /©.¹l,-fg¯kc¨A7 n
89:;oLÂn
OPoDl 45
0J
89:;>º@&OPDAqB .:;¹l
OP. UÇ
¯°µ0
89:;ÀOàVZÕ.
OP¹l;/§¡"?
89:;+,-fgD4k 7 NO]8
89:;D /¡ J
89:;FGyÙ$'@&OP+c¥Ù .«¬ 1gÄ K.
H
89:;eD @&OP7 D«¬ J
OPíCD.@@./-K&
89:; L.³
89:;A ÎrDf7 ¡ ¤$¦
89+,-fg ?:+Î5 ?Z +8¦|
89:;
.
89,-fg4k7à /?0.;è?/0¦U|
89:;<=
.«¬ J
89:;D/09L'Q驪7Fa4x.$
#
1234ÈijS.
89:;+zGU /07
âø.
89:;Â +
5 .ñWv HIJ SD@&AB.¹
h Sû°_.@&O
±n µ?¹E
89{|
5 .5YskF'(÷
+ >?n
'(÷øon
5À}/4 omw'Q34«¬ £ü7¶6.$
DNO]8¢ /0.
l
89:;«¬ ®/0D,-fg驪7 <=>? ¹
¥&
Ã%&'( Â| Ã.Sl'()*7\§
?'(hDyÙ.áJl|@.6?"¤?<ü\ù #$ KD,-. ¹%&îF. "ûÃ:ºûÆÇ.0Ã.RÃ'(46
Â| .Ù@&OP I0ö l'(Q 7¦>?Z .QR«¬ n
'()*oDfg'Q¢/©ª.5YQRD
89:;A©¡'(hDNO]8¢ 7 /\Z G.|
89:;<= Ñn
'()*o,-fgDù=¢ .fg[\
89:;<=+|. Ñ
'()*+fg.Ú
'(÷ø||Ä DÄÅ .®1çT¤<=|+°Ø7 5 @A ZÓ ó¶~ îA{|.¦? »|h¶U <.´F¨ù<!1 ,¥O2È 1. JZD< 0Jv |
89<=
PUäöÐJxí+
<. SRÓhÑÒ+ÄÅ.¢!+UfJZáU17¦.5Y k}DÇ
1gcÕJZDÄÅ7 S.
89:;6hD/ìq.
lÐJp7RÁ.«¬
L6º. DªA WmA.Ú4ÑÒ!k}ÕVW<7 2. lD< 0JZ l>$Ä& ¬+|
. . +Ç
ág:;Ok
+l./gY´Ä&@v +^ ûç.5Y? SOf=hU v7 3. fg'Q QRW U
89:;,-fg'Q¯P . Á |ç+47
'5«¬ mAD ÕªA.øù!+ást+.?+Dj==WU 7RÁ.5JZ\>A{|f=k}. Á?'D34hG y¸Ô7 48
q Ok 1. Èäåæçïè.1995. (Patton, M. Q., 1990). 7 2. ÈÉÊ.2004.%&
üBÙHg .
.p4p3ô.¡001-0277 3. ª.2006.
!" .
T¢+g ´ 7 4. .2006.!BHR
.â¢3X £. #
$%&.4 : 2-47 5. .2007.
89:;D,-XÕ ªý. #
$%&.Éu¤7 6. .2008.'(
)*+, -./0 ¥±¦´§7 7. .
234567 8 9:;<=9:>?=@A<B" )CDE
FG, HIJKLMN.
T¢+g ´ 7 8. åæ .
QR ST" . I9 &\] pg ´ 7 9. (e).2006.
UFG45 45V 1" .
T¢+¨ ´ 7 10. .
3467" WXWY
Z [\.
T¢+g ´ 7 Ok 1. Cabrera, E. F., 2003. Strategic human resource evaluation. Human Resource]Planning, 26(1): 41-50. 2. Church, H., & Waclawski, J., 2001. Hold the line: An examination of line VS. staff differences. Human Resource Management, 40(1) 3. Corporate Leadership Council, 2007, Building Next-Generation HR-Line Partnerships: optimizing HR business partner role capability investments,unpubliched. 4. Conner,J. and Ulrich,D. 1996. Human Resource RolesCreating Value, Not Rhetoric. Human Resource Planning, 19(3)38-49. 5. Delaney, J. T., & Huselid, M. A., 1996. The impact of human resource management practices on perceptions of organizational performance. Academy of Management Journal, 40(1): 88-171 6. Drucker, P., 1959. Landmarks of tomorrow. New York, Harper. 49
7. Dessler, G., 2002. A Framework for Human Resource Management, (2nd ), Pearson Education. 8. 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), -188. 9. Jennings, D., 1996. “Outsourcing Opportunities for Financial Services”. Long]Range Planning, Vol. 29, No. 3. pp. 393-404. 10. Lawler, E. E., 2005. From human resource management to organizational effectiveness. Human Resource Management, 44(2):165-169. 11. Lawler, ., 2006. HR support for Corporate Boards. Human Resource Planning, 29(1):15-24. 12. Lawler, EE., & Mohrman, ., 2003. Hr as a Strategic Partner: What Does It Take to Make It Happen? Human Resource Planning, 26(3):15-29. 13. Pfeffer, J., 1994. Competitive advantage through people. Boston: Harvard Business School Press. 14. Schuler, R., 1987. Personnel and human resource management. New York: West. 15. Schuler, R. S., & Jackson, S. E., 1987. Linking competitive strategies with humanÍresource management practices. Academy of Management Executive, 1(3):207-219. 16. Storey, J., 1992. Development in the management of human resource. Oxford: BasilÍBlackwell 17. Tsui, A., 1990. A multiple constituency model of organizational effectiveness: An empirical examination at the human resource subunit level. Administrative Science Quarterly, 35: 458-483. 18. Ulrich, D., 1997. Human Resource Champions: The Next Agenda for Adding Value and Delivering Results. Harvard Business School Press. 19. Ulrich, D. & Brockbank, W., 2005. The HR Value Proposition. Boston, MA: Harvard Business School Press. 20. Vosburgh, R. M., Evolution of HR: Developing HR as an Internal Consulting Organization. Human Resource Planning, 30(3). 21. Wright, P. M., McMahan, G. C., McCormick, B., & Sherman, S. 1998. Strategy, core competence, and HR involvement as determinants of HR effectiveness and refinery performance. Human Resource Management, 37(1): 17-29. 22. Wright, P. M., McMahan, G. C., Snell, S. A., & Gerhart, B. 2001. Comparing line and HR executives’ perceptions of HR effectiveness: Services, roles, and contributions. Human Resource Management, 40(2): 111-123. 50