The Relationships between Human Resource Management Controls and Firm Performance--Testing the Model of Perrow's Technology Clasification

人力資源控制與經營績效之關係－－Perrow模式的實證研究

本研究旨在探討人力資源控制與工作特性（以Perrow的科技分類模式為基礎）之間的交互作用對經營績效的影響，從168家只有單一事業單位的公司所得到的資料分析結果如下：人力資源控制以行為控制為主時，工作可分析性越高則績效越佳；人力資源控制以產出控制為主時，對績效無顯著影響；人力資源控制以輸入控制為主時，工作例外性越高則績效越佳。結果顯示企業領導人應對於採用人力資源控制的情境有所認知，以掌握兩者之間的相乘效果。

This study examined the interactive effects of human resource management （HRM） controls and task characteristics on firm performance. The empirical data from 168 firms with a single business unit show that when the approach to HRM was based on behavior control, firm performance was higher when task analyzability is high. HRM based on output control had neither a direct nor a moderating effect on firm performance. When the approach to HRM was based on input control, performance was higher when number of exceptions is high. These findings suggest that executives should be cognizant of several contingencies that might guide their choice among various approaches to HRM, as well as the effects these choices have on the performance of their firm. The value of any approach to HRM control can be augmented or diminished by simultaneously managing the task characteristics.