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博碩士論文 etd-0906115-224532 詳細資訊
Title page for etd-0906115-224532
論文名稱
Title
台灣跨國企業策略性人力資源管理應用於企業社會責任之實踐: 高效率資源利用以達到持續競爭優勢
Engagement of Strategic Human Resource Management in Corporate Social Responsibility Practices by Taiwan Multinational Enterprises: Effective Resources Utilization to Achieve Sustained Competitive Advantage
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
161
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2015-06-08
繳交日期
Date of Submission
2015-10-09
關鍵字
Keywords
策略性人力資源管理、人力資本資源、體制理論、資源基礎理論、短期競爭優勢、持續性競爭優勢、非正統做法、企業社會責任溝通
Alternative Measures, CSR Communication, Human Capital Resources, Strategic Human Resource Management, Institutional Theory, Short-term Competitive Advantage, Resource-Based View, Sustained Competitive Advantage
統計
Statistics
本論文已被瀏覽 5879 次,被下載 518
The thesis/dissertation has been browsed 5879 times, has been downloaded 518 times.
中文摘要
本研究專注於台灣跨國企業因商業倫理問題多年來在發展中國家各不同的區域例如中國和東南亞面臨間斷的反抗和暴亂。經過回顧過去台灣跨國企業在發展中區域與已發展區域的國際商業倫理的特異性,顯示出台灣跨國企業對當地的環境與基本人權的順從性有所偏離。研究發現過度低估人力資本資源為該結果構成的其一重大因素。更甚,因缺乏跨文化覺識的管理狀況,這些台灣跨國企業不具備專業操守的行為是跨越產業並高度忽略和不服從當地環境的要求和法規。利用資源基礎理論、體制理論及資源依賴理論的範圍可對倫理面所需做出的努力下定義,特別以策略性人力資源管理層面來探討可提高不僅在財務面上的獲利同時也可降低企業受到內部與外部懲處的風險。因此,我們提出企業的永續與持續性發展將高度依賴於利害關係人的共同合作。重新關注對人力資本資源待遇不公平問題的重要性和提出有理據的方案將極度逆轉利害關係人對台灣跨國企業的負面印象。
Abstract
In this study, we focused on ethical issues of Taiwan Multinational Enterprises (MNEs) experienced resistances and rampages from different regions in developing countries such as China and Southeast Asia discontinuously for many years. After reviewed the peculiarities on international business ethics practiced by Taiwan MNEs in developing regions and developed regions, it showed that these Taiwan MNEs were found to be ethically inclined toward the compliances of local environments and generic human rights. The findings showed that overly undervalued human capital resources is one of the major factors of the outcomes. Nevertheless, unethical practices found in these Taiwan MNEs are cross-industrial and are accused to highly ignorance and disobedience to environmental requirements or regulations by the managerial climate of deficiency in inter-cultural awareness. Using Resource-Based View, Institutional Theory and Resource Dependence Theory, measurements that can define these ethical efforts, especially Strategic Human Resource Management can enhance profit more than just in financial aspect, and further, able to decrease the risk of internal and external retribution of the enterprise. Thus, we proposed sustainability and continuous development of the enterprise will highly depend on stakeholders’ collaboration. Re-concern the importance and issues of Taiwan MNEs’ discrimination in human capital resources and provide feasible solutions will be critical to reverse negative impressions by the stakeholders.
目次 Table of Contents
Chapter 1 Introduction……………………………………………………………1
1.1 Research Background and Motivation……………………………...…1
1.2 What so Special about Taiwan CSR Issues?..........................................2
1.2.1 Irresponsible Recruiting Agency……………………..………...5
1.2.2 Vietnam Anti-China Protest in May, 2014………………...…...6
1.2.3 Taiwan Food Safety Scandals………………………………..…8
1.3 Profit before People is not the Forte of SMEs only, Large Enterprises can be the Top of the League.............................................11
1.3.1 The Evil Food Giant—Nestle……….……..…………..........12
1.3.2 A Selfish Pharmaceutical Leader’s Conspiracy—Pfizer…....13
1.3.3 Oil can buy People and Conscience—ExxonMobil…...........15
1.3.4 Do you want Polar Bears to be Homeless?—Shell………....16
1.3.5 “Save Your Money, I Live Better”—Wal-Mart…………….18
1.3.6 Can you Smell the Moneys?—Dow Chemical……………...19
1.3.7 Seeds of the Devil—Monsanto……………………………...20
1.4 Why Taiwan MNEs Choose to establish Sites in China and Southeast Asia?.....................................................................................................22
1.5 Relation between Cultural Similarity and Enterprise Ethics…………25
1.6 Affection of Individual Life Story to Value System…………………29

Chapter 2 Literature Review…………………….....……………………………37
2.1 Corporate Social Responsibility (CSR)……………………...............37
2.2 Strategic Human Resource Management (SHRM)…………….…….42
2.3 Resource Based View (RBV)………………………………………..48
2.4 Institutional Theory (IT)……………………………………………..54
2.4.1 Theory of Institutional Deficiencies (TIDE)………………..58
2.5 Resource Dependent Theory (RDT)…………………………………58
2.5.1 Merger and Acquisitions (M&As)/Vertical Integration…….60
2.5.2 Joint Ventures (JVs)………………………………………...61
2.5.3 Board of Directors………………………………………..…62
2.5.4 Political Action……………………………………………...63
2.5.5 Executive Succession……………………………………….64
2.6 Alternative Measures………………………………………………...65
2.7 Definition and Quotation of Research Specific Terms……………...67
Chapter 3 Research Methodology……………………………………….………76
3.1 Interview Questions……………………………………………….....79
3.1.1 Strategic Human Resource Management (SHRM)……........79
3.1.2 CSR Communication………………………….…………….80
3.1.3 Alternative Measures……………………….……………….81
3.1.4 Short-term Competitive Advantage (StCA)….…………......82
3.1.5 Sustained Competitive Advantage (SCA)……………..…....82
3.1.6 Mediating Effect of SHRM to CSR Communication….……83
3.1.7 Mediating Effect of Alternative Measures to SHRM…….…83
3.1.8 Mediating Effect of Alternative Measures to StCA……..…..84
3.2.9 Mediating Effect of CSR Communication to SCA………….84
Chapter 4. Analysis and Findings………………………………….…………….85
4.1 List of the Comparative Conducted Interviews………………………86
4.2 SHRM………………………………………………………………...97
4.3 CSR Communication…………………………………………………99
4.4 Alternative Measures…………………………………………..……102
4.5 StCA………………………………………………...…………….…104
4.6 SCA………………………………………………………………….108
4.7 Mediating Effect of SHRM to CSR Communication……………….111
4.8 Mediating Effect of Alternative Measures to StCA………………….113
4.9 Mediating Effect of Alternative Measures to SHRM……..…………114
4.10 Mediating Effect of CSR Communication to SCA…………………..116
Chapter 5. Conclusions, Suggestions and Limitations……………….………...119
5.1 Implications…………………………………………….……………..119
5.2 Suggestions……………………………………………………………122
5.3 Limitations…………………………………………………………….124
5.4 Conclusions……………………………………………………………125

Appendix...…………………………………………………………………………….128
Reference……………………………………………………………………………....133
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