| 摘要: | 本研究主要在研究管理制度對經營績效之影響，並加入異文化對管理制度與經營績效之干擾關係，進一步來探討日、韓MNE在台子公司其人事管理制度之差異
本研究期能綜合歸納理論分析、相關文獻探討及實證研究結果，提出研究發現，並就此結論提出分析與建議，希望這能有助多國籍企業之管理制度對其經營績效之評估。
結果本研究發現，人力資源與經營績效之構面銷售成長率、營業利潤率、員工滿意度呈現正向關係。激勵制度與經營績效之構面銷售成長率、營業利潤率、員工滿意度呈現出正向關係之型態。
在干擾變項方面，以經營理念、招募制度、員工晉升、員工訓練、薪資制度、福利制度、獎金制度、裁員制度、退休制度九構面來討論異文化的差異，研究結果顯示，管理制度與績效構面以銷售成長率所受異文化干擾最多。
This study is based on cross-cultural management of MNE and also reviews existing literatures. In order to extend the knowledge field of cross-cultural management MNE, the purpose of this study is to explore the effect of management system of MNE on operating performance and further to compare the difference between Japanese and Korea MNEs in electronic industry in Taiwan.
In addition, this study controlled corporate scale and corporate seniority to purify the relation between independent variables and dependent variables. Parent-country organizational culture, host-country organizational culture, and compatible parent-country and host-country organizational culture were used as moderators to test the conditional relationship between independent variables and dependent variables.
The data for this research were collected from 154 samples through Japanese and Korea in electronic industry MNEs in Taiwan. Finally, three findings are summarized as below:
l. The relationship among management system (for examples, leadership style, HRM system, and system of actuate) and operating performance (for examples, sales growth rate, trade growth rate, and satiation of employee) is moderated by cultural differences.
2. Management system of Japanese and Korea MNEs in electronic industry in Taiwan by using the compatible parent-country and host-country organizational culture are positively related to operating performance.
3. Recruiting, operating ,training, promoting, compensation, welfare, incentives, retiring, recruitment , are as different as organizational of Japanese and Korea in electronic industry MNEs in Taiwan. |
