碩士 / 長庚大學 / 企業管理研究所 / 96 / Due to the objective and subjective environment changes in Taiwan for the recent 2 manufacturing industry decades, offshore migration of has gradually occurred and the overseas factory is hence established. Due to the existence of the regional difference, there will be many management problems brought for cooperation operation, especially in the aspect of human resource management. The main purpose of the research aims on discussion of the relationships between human resource management practices and employee work outcomes in the overseas factory of Taiwan asset enterprises and further understand the role of organization justice in the relation. Conclusions and suggestions are hoped to be obtained through relevant theoretical analysis and practical investigation in order to improve methods of human resource management, raise the staff working attitude and achieve the goal of cooperation profit earning. The practices of human resource management is divided into salary, welfare, promotion and training, 4 aspects in the research; working attitude is divided into organization commitment and work satisfaction, 2 aspects as organization justice is into distributive justice and procedural justice. Basic cadres of 3 Taiwan asset factories in the east & south of China and Hanoi of Vietnam are the targets of the questionnaire survey. Effective 219 questionnaires are collected from the survey method as the data is analyzed by SPSS for statistic analysis. Each research assumption is verified by One-way ANOVA, Pearson relevant analysis and regression analysis and the research conclusions are listed as below:
I. Obvious positive relation exists between salary, welfare, promotion & training and organization commitment.
II. Obvious positive relation exists between salary, welfare, promotion & training and working satisfaction.
III. Meditating effect of the distributive justice does not exist among the relation between salary, welfare and organization commitment.
IV. Meditating effect of the procedural justice does not exist among the relation between promotion, training and organization commitment.
V. Meditating effect of the distributive justice does not exist among the relation between salary, welfare and work satisfaction.
VI. Meditating effect of the procedural justice does not exist among the relation between promotion and work satisfaction.
Meditating effect of the procedural justice exists among the relation between training and work satisfaction.
Last but not least, management suggestions and discussion of the future research direction are brought for the case study based on the conclusions of the analytical results.
| Identifer | oai:union.ndltd.org:TW/096CGU00121004 |
| Date | January 2008 |
| Creators | Wang,Pen-Tsung, 王本宗 |
| Contributors | 黃正雄 |
| Source Sets | National Digital Library of Theses and Dissertations in Taiwan |
| Language | zh-TW |
| Detected Language | English |
| Type | 學位論文 ; thesis |
| Format | 96 |
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