In this highly competitive environment, innovation seems to be the inevitable challenge to every company. The employees within the companies have become the key point for the companies to be innovative. So how do these companies use human resource management practices to promote innovation capabilities? In this thesis, the study will explore the relationship between human resource management practices and innovation capabilities and as well as the relationship between innovation capabilities and organizational performance. In addition, the business strategy as the moderator is also discussed.
This thesis is conducted through opinion survey. This study gathered 86 valid questionnaires replied by the directors of research and development department in each company and the findings of this thesis can be summarized as follows:
1.Training and teamwork impact the exploratory innovation positively.
2.Recruitment, career system and employee participation impact the exploratory innovation positively.
3.Performance reward impacts the exploitative innovation positively. Performance appraisal does not have evident impact on exploitative innovation.
4.Recruitment, career system and employee participation impact the exploitative innovation positively.
5.Exploratory and exploitative innovations impact the organizational performance positively.
6.Business strategy does not have evident moderating effect.
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0710112-005341 |
| Date | 10 July 2012 |
| Creators | Chuang, Tzu-Lin |
| Contributors | Liang-Chih Huang, Jin-Feng Uen, Shyh-Jer Chen |
| Publisher | NSYSU |
| Source Sets | NSYSU Electronic Thesis and Dissertation Archive |
| Language | Cholon |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0710112-005341 |
| Rights | user_define, Copyright information available at source archive |
Page generated in 0.0022 seconds