| Summary: | 碩士 === 國立屏東商業技術學院 === 經營管理研究所 === 96 === Take the global market as the guidance new economical time, also in the desire infinitely with the resources limited environment. The affiliation unceasing share proliferation by the human resources value and the information value, it will be able to accumulate the invisible wisdom capital for the organization. Enterprises mold the organization competitive advantage in the resources. No doubt, the human resources are the most important management functions. (Barney & Wright, 1998). In other words, through human resources management, the organization can gain the capital. Although the human resources management uses to promote the organization achievements to have positive influence, was confirmed in many researches. But exterior gathers the harmony and the internal uniform idea of view is more important, also the strategy human resources management importance has gradually floated the time. Strategy human resources management refers to plan the person resources disposition and the activity assists the organization to achieve the organization goal. (Wright & McMahan, 1992). In the past research had more researches to confirm the person resources management activity and the organization achievements which had connected (Pfeffer, 1994; Delery & Doty, 1996; Delaney & Huselid, 1996). Human resource strategy and practices are effective ways to sustain organizational of competitive advantages under the concept of strategic human resource management. It was proved that human resource strategy and business strategy have causal relationship. However, the human resources management of concept is extensively, we need to explore the relationships between long–term Investment in human capital, organizational climate, organizational structure, industry environment and human resource management strategy.
This study is based on the “Top-5000-The Largest Corporations in Taiwan,” reported by china credit information service in 2007 as the research population, and used questionnaire to survey the department performance. Totally 700 questionnaire were sent, 91 feedback were collected, with 86 valid replies. The valid receiving rate is 12.0%. The collected data were analyzed using Pearson correlation analysis and Multiple Regression analysis methods. This samples include of high-tech industry－telecommunication communication industry, biotechnology industry, semiconductor, computer peripheral equipment, electronics industry, and traditional manufacture industry－papermaking industry, textile industry, chemical product industry, metal product industry, rubber product industry and so on.
We need to know that the relationships between long–term investment in human capital, organizational climate, organizational structure, industry environment and human resource management strategy which have significant effect on firm performance. And according to the literature discussion deduces its supposition.
1. The study examines the interaction effect between HRM strategy and organizational performance on long–term investment.
2. The study examines the interaction effect between HRM strategy and organizational performance on organizational climate.
3. The study examines the interaction effect between HRM strategy and organizational performance on organizational structure.
4. The study examines the interaction effect between HRM strategy and organizational performance on industry environment.
The study results show that the prize reward climate, the organizational structure divides power, the industrial environment complexity and the unstable degree is low, must select the discretionary human resources management. Accumulating knowledge of the exterior talented person by the study and the training constantly, and use the reward measure to encourages. Besides, the organizations can through moderately release, increases staff itself the right to satisfaction in the treating processes procedure which causes the human capital to be allowed through the human resources management process to let the organization unceasingly innovation and the growth. In other words, when the organization of power and responsibility climate, the organizational structure centralization degree high, the industrial environment highly unstable and complex, the human resources management must by the official rules and regulations and the management, enables the staff work flow high standardization, then creates the maximum efficiency for the organization, promotes the organization competitive ability.
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