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探討HR–XML 3.0標準於人力資源管理之應用與發展

EXPLORING THE APPLICATION AND DEVELOPMENT OF HR
– XML 3.0 IN HUMAN RESOURCE MANAGEMENT

吳徐哲 

國立中正大學會計與資訊科技學系助理教授

林立翔

國立中正大學會計與資訊科技學系研究生

Hsu-Che Wu

Assistant Professor, Departmant of Accounting and Information Technology
National Chung Cheng University

Li-Siang Lin

Master, Departmant of Accounting and Information Technology
National Chung Cheng University


摘要

一直以來，「選賢與能，因才適任」為企業於人力資源管理上之期望與目標，同時也是企業邁向成功的第一步，在現今資訊發達的時代裡，求職徵才理應更加便利迅速，然而卻因缺乏系統化與標準化之規範，導致企業於人才遴選上曠日費時，求職者無法適得其所，再多的人力銀行的產生依然無濟於事。所以，為能有效發揮企業求職媒合之最大綜效，人力資源領域內必須擁有一套具備公信力與通用的資料標準，廣為百大企業所採用之HR-XML 3.0即為一套適用於人力資源管理之資料標準，導入HR-XML 3.0標準將使資料交換更加迅速，而以HR-XML 3.0標準為基準所設計之職能差異分析系統涵蓋了知識，技術，能力及心理與認證層面，將有助於強化企業內外部人力資源之資訊交流。因此，本研究將針對HR-XML應用於人力資源管理及整合進行分析與探討，提出HR-XML 3.0之架構、優勢、與現存人力銀行系統之差異和未來發展性，藉由蒐集國內外相關文獻並以文獻資料分析法加以彙整及分析近年來HR-XML 3.0於人力資源管理之應用情形，目的在於找出HR-XML 3.0標準於人力資源管理上之發展趨勢及未來性，而研究結果將可作為企業未來欲導入HR-XML 3.0標準於人力資源管理之應用參考。

關鍵字：HR-XML 3.0、人力資源管理、資料標準、文獻資料分析法

 

ABSTRACT

The new approaches of speeding right people into right enterprises have been expectation in the human resource management. By the way, it is a successful factor for human resource management. Nowadays, in the 21 century, whether applying for a job or recruitment should be more convenient and quickly. However, lacking of systematize and standardize paradigm makes enterprises wasting more time on recruiting and the employee could not get a suitable job, either, even though so many job banks are available, the problem still exists. In order to matching recruitments with candidates more and more efficiency, the domain of human resource should need data exchange standard includes credibility and generalization. 
HR-XML 3.0 is widely used by hundreds of large enterprises. Implementing HR-XML 3.0 into human source management will makes data exchanging more quickly and efficiency. Applying HR-XML 3.0 to develop competency analysis system can base on attributes of knowledge, skill, ability, psychometric and certification. Using HR-XML 3.0 will strengthen information exchanging on internal and external human resource of enterprises.
Consequently, this research focuses on analyzing and exploration of application and integration between HR-XML 3.0 and human resource management, furthermore, presenting the infrastructure, advantages, the difference from the existed job bank system and the development in the future. By collecting mass of references and using literature review method, to find the circumstances of HR-XML 3.0 standard implementing into human resource management and the purposes are exploring the trend for future development. The results of this research could provide direction about implementing HR-XML 3.0 standard into human resource management in the near future.

Keywords：HR-XML 3.0, Human Resource Management, Data Standard, Literature Review Method

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供應鏈關係利益與關係品質對動態能力之影響

THE IMPACTS OF SUPPLY CHAIN RELATIONAL BENEFIT AND
 RELATIONAL QUALITY ON DYNAMIC CAPABILITY

湯宗益

國立政治大學資訊管理系教授

劉文良 

環球科技大學行銷管理系助理教授

Tzung-I Tang

Professor, Department of Management Information System,
National Chengchi University

Wen-Liang Liu

Assistant Professor, Department of Marketing Management,
Tranworld University


摘要

過去有關動態能力的研究主題，很少從外部關係利益的角度切入。由於供應鏈管理思維的興起，研究主題近年來漸漸移向供應鏈成員的動態能力之形成。雖然已有學者注意到供應鏈組織間關係對供應鏈成員的動態能力有所影響，但卻很少有學者從社會交換理論的角度，探討關係利益對供應鏈成員動態能力的成效影響，更缺乏對其中重要中介因素的瞭解，例如，關係承諾與信任。為此，本研究從社會交換理論的觀點，以台灣製造業為研究對象，並加入信任與承諾二項中介影響因素，深入探討供應鏈關係利益對供應鏈成員動態能力形成之影響。本研究所提出之研究架構與假設，利用結構方程模式進行驗證與檢定。實證結果發現，供應鏈組織間關係利益中的信心利益會透過中介變數—關係承諾與信任，正向影響組織動態能力，而中介變數中的信任也會正向影響關係承諾。

關鍵字：關係利益、關係品質、動態能力、供應鏈、社會交換理論

ABSTRACT

We find that the literature of dynamic capability mostly focused on the internal organization. But the new thinking of supply chain management emerges, now the literature of dynamic capability gradually focused on dynamic capability of supply chain. Though already scholars have noticed that the supply chain relationship will influence the dynamic capability. But few scholars in terms of relationship benefit to discussion dynamic capability, and lack the knowledge of important intermediary's factor among them even more, such as commitment and trust. For this reason, this research regards Taiwanese manufacturing industries as the research object. And join intermediary's influence factors, such as commitment and trust, deeply to discussion the impact on dynamic capability of the relationship benefit. The model and hypothesized relationship are empirically tested using the structural equation modeling approach. This research hopes to get three following conclusions: (1) the relationship benefit of supply chain will influence the dynamic capability. (2) the relationship benefit will pass the commitment and trust to influence dynamic capability. (3) the confidence benefits of relationship benefit will pass the commitment and trust to influence dynamic capability.

Keywords: Relational Benefit, Relational Quality, Dynamic Capability, Supply Chain, Social Exchange Theory

回目錄

組織變革歷程中成員行為改變之研究－以一中小企業顧問個案為例

THE STUDY OF THE EMPLOYEES’ BEHAVIOR CHANGE DURING
ORGANIZATIONAL CHANGE PROGRAM – ONE CONSULTANT CASE IN
SMALL AND MEDIUM ENTERPRISES

鄭瀛川

銘傳大學諮商與工商心理學系副教授

林俊宏

輔仁大學心理學系博士

蔡佩珊

國立政治大學心理學系碩士

Ying-Chuan Cheng

Associate Professor, Department of Counseling and Industrial
Organizational Psychology Ming Chuan University

Chun-Hung Lin 

Ph.D. Department of Psychology 
Fu-Jen Catholic University

Pei-Shan Tsai

Master, Department of Psychology
National Chengchi University


摘要

過去台灣中小企業的競爭優勢曾為台灣創造經濟奇蹟，然而在現今產業的快速變遷與全球化的衝擊之下，傳統經營模式面臨前所未有的困境。因此，許多產業紛紛尋求變革與轉型，以期公司存續，而後再更進一步開創出新的發展契機。本研究以一家台灣傳統製造業為例，深入研究組織變革活動對其組織成員的影響。本研究採用個案研究法，探討組織變革介入方案對組織成員的影響，研究者以個案公司的三位高階主管為對象，透過深度訪談當事人及其重要關係人，並進行兩年的長期觀察與紀錄，廣泛收集資料與分析。
研究結果發現，組織變革過程中組織成員在認知、情感與行為三種面向產生轉變，而變革資源的提供與落實及組織成員行為模式的相互影響乃是影響變革的關鍵要素。個案公司導入變革方案，歷經兩年蛻變，不僅組織成員在變，組織發展的效益也漸漸浮現，從個案公司變革過程中組織成員的心理反應與行為改變，更彰顯「人」的因素在變革過程中的重要性。研究結果可作為組織變革的學術研究與實務應用之參考。

關鍵字：中小企業、組織變革、行為改變、個案研究
 

ABSTRACT

The aim of the research is to explore psychological and behavioral changes of organizational members in their experience of organizational change process. An in-depth case analysis approach is applied in the current project, which involves long-term observations for two years and interviews of three senior managers in a medium-sized manufacture enterprise in Taiwan. 
The results show that organizational members experience all cognitive, behavioral and emotional changes during the process. Nevertheless, the interaction between the availability of resources provided by the organization for the work of organizational change and the changes of behavioral patterns of organizational members turns out to be a critical factor for the success of organizational change process. Furthermore, rather than the change agent, it is the change of the system that influences the behavioral patterns of the employees, which in turn, improves the productivity. The results provide researchers and business managers a basis for their discussion on the future successful organizational change in terms of changes happening in individual organizational members and their influences.

Keywords: Small and medium enterprises, Organizational change, Behavioral change, Case study

回目錄

以知識分享為中介變數探討學習動機、學習互動以及學習平台對協同學習滿意度的影響

EXAMINING THE MEDIATING EFFECT OF KNOWLEDGE SHARING WILLINGNESS ON
THE RELATIONSHIPS BETWEEN LEARNING MOTIVATION, LEARNING INTERACTION,
SUPPORTIVE LEARNING PLATFORM, AND LEARNING SATISFACTION

高淑珍 

崑山科技大學資管系副教授

Shu-Chen Kao

Associate Professor, Dept of Information Management, 
Kun-Shan University 


摘要

協同學習（Collaborative learning）是具有相同學習目標的群組成員，透過互相交流知識以及互相學習的環境，讓學習方式更具自發性與自主性。然而，知識分享意願已逐漸成為影響協同學習滿意度的一項重要指標，因而被視為協同學習發展相當重要的一個議題。因此，本研究以知識分享意願為中介觀點，探討學習動機、學習互動以及學習平台的支援對於協同學習滿意度的影響。本研究的對象為具有協同學習系統使用經驗者，經由247份有效問卷的分析結果指出：(1)知識分享意願的中介效果可以強化學習者的內在與外在學習動機，進而提昇學習者的學習滿意度。(2)知識分享意願在學習者溝通回應對於學習過程滿意的關係中具有中介效果，因此營造有益於學習者彼此溝通回應的環境，則會提昇學習者知識分享的意願，並進而增加成員對於學習過程的滿意。(3)知識分享意願在協同學習系統平台支援對於學習者整體的學習滿意度並不具中介效果；但是平台的操控性相較於平台知識的可靠性，對於成員知識分享意願與學習整體滿意度的影響均較為顯著。

關鍵字：協同學習，知識分享，學習動機，學習互動

 

ABSTRACT

Collaborative learning is a learning approach of which members having the same group learning objective can mutually exchange knowledge in a spontaneity and autonomy manner. The knowledge sharing willingness gradually becomes one of the most important factors that influence the learning satisfaction. Therefore, it is regarded as a very important issue for the development of collaborative learning. With the mediating perspective of knowledge sharing willingness, the current study examines the effect of learning motivation, learning interaction, and supportive learning platform on the satisfaction of collaborative learning. Based on the collected 247 valid examples having the experience of using collaborative learning systems, the data analysis results show that：(1) the mediating effect of knowledge sharing is more likely to strengthen the learners’ intrinsic/extrinsic learning motivation, and thus increasing the learning satisfaction；(2) the knowledge sharing willingness shows a significant mediating effect on the relationship between learners’ communication and responses and learning process satisfaction. This implies that developing a platform with better communication and response will be more likely to increase the willingness of knowledge sharing, and thereafter the satisfaction of members’ learning process will be likely enhanced；(3) the knowledge sharing willingness does not show a significant mediating effect on the relationship between supportive learning platform and learning satisfaction. However, the effect of platform interface on the knowledge sharing willingness and learning satisfaction is more likely stronger than that of platform reliability.  

Keywords: Collaborative learning, Knowledge sharing, Motivation, Interaction

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