A study of the relationship between organization change, human resource strategic, HRM invollvement and organization change result:A case of the Hsin-Chu Science Park.

• Main Authors: Hsiu-Chih Yeh, 葉修誌
• Other Authors: none
• Format: Others
• Language: zh-TW
• Published: 2006
• Online Access: http://ndltd.ncl.edu.tw/handle/15827863452632389540

碩士 === 國立中山大學 === 人力資源管理研究所 === 94 === Hsin-Chu Science Park was founded in 1980. During 24 years development, it has unique cluster advantage for promoting Taiwan information technology industry to the world. Being that, Taiwan become the 4th largest semiconductor manufacture country and 3rd largest IT industry country in the world. Because of such successful experience, Hsin-Chu Science Park has been well-known and has been duplicated his experience to other countries in Asia. Government among Asia countries lead to found new science park such as China. China plan to establish 152 science parks in 21st Century. China has numerous natural resources which helping them for establishing science park. Under this circumstance, IT industry in Taiwan will face highly competitiveness in the future. Taiwan IT industry has to apply organization changes become great agency for gaining advantage for continuing organization effectiveness. The study targets the company of Hsin-Chu Science Park and surveyors of the HRM and is made in questionnaires. A total of 300 copies are issued with 110 valid ones collected and analyzed in SPSS. To begin, descriptive statistics are used to analyzed basic data characteristics of the variables. Relevant analysis and level regression analysis are adopted to discuss between relevancy of variable and whether there are distinctive influences. The results are: 1.The leadership of Change management and the efficacy of human resource has distinctive influences.。 2.Human resource strategic and human resource efficacy has distinctive influences. 3.Human resource strategic has partial intermediary effect to organization change strategic and efficacy of human resource. 4.The HRM involvement has not distinctive monitor effect to human resource strategic and efficacy of human resource.