本研究運用資源基礎(resource-based view)理論及人力資本(human capital)理論的觀點，從微觀的觀點探討台灣美容時尚產業的人力資源管理實務與個人績效，分析組織內部人力資本專業化與員工創意自我效能、服務導向的高低程度，進一步釐清人力資本、服務導向及創意效能和服務產業的關聯性。以多層次分析進行探討，從360名員工與120名主管的120個配對有效樣本中發現，人力資本對員工工作績效具有正向作用，同時對高績效工作系統與工作績效具有中介效果。個人層次的創意自我效能調節分析中發現，相較於高創意自我效能，在低創意自我效能的條件下，負向調節人力資本對財務績效與創意績效的效果較明顯。組織層次的服務導向調節分析證實，相較於高服務導向情況下，在低服務導向的條件下，負向調節高績效工作系統對服務績效的效果較明顯。研究結果不僅顯示在跨層次的高績效工作系統研究中以人力資本解釋員工績效的適切性，擴展研究的深度，同時也提供進一步的管理與實務意涵。

By applying resource-based view and human capital theory, this study investigates human resource management and individual performance in Taiwan’s beauty and fashion industry at the micro-level by analyzing variations in intra-organizational human capital specialization, personnel creative self-efficacy, and service orientation and further clarifies the correlation among these elements. Based on a multi-level analysis and findings from 120 valid paired samples of 360 employees and 120 managers, human capital had a positive impact on job performance, and a mediating effect between high-performance work systems and job performance. Moderation analysis of individual-level creative self-efficacy showed that, compared with high creative self-efficacy, there was a more obvious negative moderation by human capital on financial and creative performance under low creative self-efficacy. Additionally, moderation analysis of organization-level service orientation indicated that, compared with high service-orientation, there was a clearer negative moderation by high-performance work systems on service performance in the low service orientation context. The results of this study not only demonstrate the suitability of using human capital to explain performance in the context of cross-level high-performance work systems, thereby extending previous research, but also provide further implications for management and practices.

目錄
論文審定書………………………………………………………… i
誌謝………………………………………………………………… ii
中文摘要…………………………………………………………… iii
英文摘要…………………………………………………………… iv
第一章 緒論……………………………………………………………1
第一節 研究背景與動機………………………………………………1
第二節 研究目的………………………………………………………5
第三節 研究流程………………………………………………………6
第二章 文獻探討………………………………………………………7
第一節 高績效工作系統………………………………………………7
第二節 人力資本………………………………………………………11
第三節 創意自我效能…………………………………………………14
第四節 服務導向………………………………………………………17
第五節 構念關係探討與假說發展……………………………………20
第三章 研究方法………………………………………………………31
第一節 研究架構………………………………………………………31
第二節 樣本與資料蒐集………………………………………………32
第三節 變數衡量………………………………………………………34
第四節 資料分析方法…………………………………………………38
第四章 研究結果………………………………………………………40
第一節 樣本資料分析…………………………………………………40
第二節 量表信、效度評量……………………………………………42
第三節 敘述性統計與相關分析………………………………………48
第四節 假設檢驗………………………………………………………50
第五章 結論與建議……………………………………………………58
第一節 研究結論………………………………………………………58
第二節 理論與實務意涵………………………………………………61
第三節 研究限制與研究建議…………………………………………65
參考文獻………………………………………………………………67
附錄……………………………………………………………………91


圖　次
圖1-1研究流程 ……………………………………………………………6
圖2-1 人力資本特徵構面…………………………………………………12
圖3-1 研究架構……………………………………………………………31
圖5-1 創意績效調節效果…………………………………………………52
圖5-2 服務績效調節效果…………………………………………………52
圖5-3 2-1-1模型 ………………………………………………………… 54
圖5-4 服務導向干擾圖……………………………………………………56


表次
表4-1 正式問卷信度………………………………………………………42
表4-2 收斂效度標準刪題說明……………………………………………43
表4-3 驗證性因素分析模式比較…………………………………………44
表4-4 研究工具CFA彙整表………………………………………………45
表4-5 組織層次彙總相關指標 ……………………………………………47
表5-1 變數敘述統計與相關分析…………………………………………49
表5-2 人力資本與創意自我效能預測工作績效之階層迴歸分析表……51
表5-3 跨層次中介效果分析結果…………………………………………54
表5-4 跨層次干擾效果分析結果…………………………………………55
表5-5 混合多層次模式分析結果…………………………………………57

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