葉俶禎Chu-Chen Rosa Yeh嚴雪萁Hsueh-Chi Yen2019-08-282017-8-192019-08-282013http://etds.lib.ntnu.edu.tw/cgi-bin/gs32/gsweb.cgi?o=dstdcdr&s=id=%22GN060086013I%22.&%22.id.&http://rportal.lib.ntnu.edu.tw:80/handle/20.500.12235/84896近年來，有關電子化人力資源資訊系統的研究已被廣泛討論，但鮮少研究著重在探討使用電子化人力資源資訊系統的導入原因與產生的影響。因此，本研究旨在探討台灣上市公司使用電子化人力資源實務之前因與後果。研究架構採用科技-組織-環境理論挑選出競爭程度、策略領導、及資訊能力為前因，而人力資源效率、ROA、及EPS則為組織層級之後果。研究中共採納204家台灣上市公司之回答，部分最小平方(PLS)以及結構方程式模型(SEM)更進一步探索使用電子化人力資源實務程度與其他變數的關係。研究發現，公司高階經理人的策略領導與內部資訊部門的能力，會影響組織使用電子化人力資源實務之程度，而產業競爭程度則無顯著影響。此外，公司若採用越高程度的電子化人力資源實務，對公司的EPS會有正向之影響，但不能助於提高公司之人力資源效率與ROA。其他變數討論與研究建議在本文中會有更詳細的討論。The research on electronic human resource (e-HR) systems has been extensively investigated, while the antecedents and consequences of e-HR adoption in a country are relatively unexplored. This research aims to study the usage of e-HR practices in Taiwan and detect the possible antecedents and outcomes. Applying the technology-organization-environment framework, this research selected competitive tension, strategic leadership, and IT capability as the antecedents, while HR efficiency, ROA, and EPS as organizational level outcomes of e-HR adoption. This study focused on companies listed in Taiwan Stock Exchange as the samples. Human resources professionals in those listed companies were the primary informants to provide data on strategic leadership, IT capability, e-HR practices and HR efficiency. These data were collected by implementing a census-approach with mail survey as the main instrument. For higher rate of responses, the questionnaires were also distributed at campus recruitment activities and to personal networks. A total of 204 responses were kept for data analysis after screening out invalid responses. Data on competitive tension, ROA and EPS of these 204 companies were retrieved from public sources. Partial least square (PLS) structural equation modeling (SEM) technique was used to examine the relationship of antecedents and outcome variables of e-HR practices. The result indicated that strategic leadership and IT capability positively affect the usage of e-HR practices, while competitive tension showed no effect. As for the outcomes, only EPS as the organizational outcome was supported. ROA was not affected by the use of e-HR practices. Contrary to the study hypothesis, e-HR practices showed a negative effect on HR efficiency as measured by employee to HR personnel ratio. Implications and suggestions for future research were discussed in the study.電子化人力資源實務科技-組織-環境 架構競爭程度策略領導資訊能力財務表現e-HR practicesTOE frameworkcompetitive tensionstrategic leadershipIT capabilityfinancial outcome