| Summary: | 碩士 === 國立臺灣科技大學 === 管理研究所 === 92 === This thesis is contingency on the independent variables of human resource strategy and leadership style, studying how these factors affect the organizational performance. The human resources strategy is based on Dyer (1988) which including three sections, Inducement Strategy, Investment Strategy and Involvement Strategy. The leadership style is also divided into three dimensions, i.e. Transformational Leadership, Transactional Leadership, and Laissez-Faire Leadership. The organizational performance could be measured by balance score card including four dimensions, i.e. financial dimensions, customer dimensions, inter-operation dimensions and learning —growth dimensions. This thesis studies how these factors affect the organizational performance, using statistics analysis methods to find out the relationship between the balance score card and organizational performance, enhance knowing how to improve organizational performance.
The results of this research showed that in manufacture industry , the inducement towards investment strategy could get better performance on human resource strategy, as well as the transactional leadership had better efficiency on organization performance. In R&D business, taking investment strategy on human resource strategy and taking Laissez-Faire leadership could have more efficient performance on organization performance. In service-style business, the involvement strategy and transformational leadership could have better performance than other strategies. The contingency of leadership is also a very import that factor for evaluating organizational performance. In studying literatures, we learning the management is an art which must be changed when the situation is changed, there is no only one leadership could apply to all kinds of industries. Therefore, for chasing higher and higher performance managers, this thesis could provide elementary reference aspects. They also need involving in different aspects, in order to measure the business performance in integrals consideration for reaching the target of organization.
The thesis also found that there is a positive relationship between human resources management and leadership style for organizational performance. A good executon of HRM strategy matching with right style of leadership is a most important management strategy to improve organizational performance.
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