台灣中小企業人力資源實務與創新能力：驗證組織學習能力的中介效果   全文下載

Human Resource Practices and Innovative Capability of Taiwanese SMEs：Examining the Mediating Effects of Organizational Learning

本研究的目的在探討台灣中小企業研發人員人力資源實務、組織學習能力與創新能力之間的關係。運用結構方程模式(SEM)分析來自製造業的161 位研發人員的資料。研究結果發現人力資源實務對中小企業的組織學習能力有直接正向的效果。其次，本研究也發現組織學習能力會中介人力資源實務與組織的創新能力之間的關係，這意謂著人力資源實務有助於培育組織學習能力和創新能力，可將其視為組織發展能力的機制。最後，實證結果也提供支持人力資源實務會提升研發專業人員的創新能力。

The purpose of this study is to discuss the relationships between human resource （HR）practices, organizational learning capability, and innovative capability for research and development （R & D）professionals in the context of small and medium-sized enterprises (SMEs) in Taiwan. Structural equation modeling was applied to analyse the datasets from 161 manufacturing SMEs. Results showed that human resource practices have direct positive effects on SMEs’ organizational learning capability. It was further found that organizational learning capability mediated the relationship between HR practices and innovative capability of an organization. This implied that while HR practices fosters the need for a strong innovative capability, organizational learning capability serve as the mechanisms for developing such capability. Lastly, empirical evidence was provided to support the notion that HR practices enhances the innovative capability for R & D professionals of SMEs.