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• Main Authors: Pao-Si Pang, 龐寶璽
• Other Authors: none
• Format: Others
• Language: zh-TW
• Published: 2006
• Online Access: http://ndltd.ncl.edu.tw/handle/63np3h

博士 === 國立中央大學 === 人力資源管理研究所 === 94 === HR cross-boundary service (HRCBS) has become more popular in the field during these years. The paper tried to describe the roles and job contents of HRCBS, explain the theories of HRCBS development, and forecast the relationship between HRCBS and service performance. Based on the related theory, the definition of HRCBS is the agent who surmounts HR department boundary, and is responsible for the distributed departments to transmit information and to provide the person to help the specialized consultation service cross boundary personnel. HRCBS contains the roles of helping the service cushion to HR, helping HR border expander, cousulting line managers in amagement, and coaching the staff. The first two items of HRCBS are regard it by the human resources department's viewpoint; The latter two items are regard it by the serviced department's viewpoint. The findings discovered the organizations with HRCBS surpasse the organizations without HRCBS. The roles of HRCBS contribute to the serviced departments directly. The organizational social capital between HRCBS and HR depatrment or serviced departments contributed to the performance of these two departments. But it is not the mediator of the relationship between HRCBS and their performance. The following research could try to discuss other possible mediators, and moderators. The suggestion will be allowed to adopt the work analysis method to analyze HRCBS specialized competency and to design suitable management system in order to display its potency.