近年來，對於企業而言，由於競爭環境的改變，使得企業中人力資源的角色亦逐漸轉變成為策略性人力資源角色。此外，有越來越多的企業高度的仰賴其人力資本來做為競爭優勢的來源，來增加企業的價值，由此可以看出人力資源對企業的重要性。除此之外，企業有效的進行選才、育才、用才及留才等活動，亦會使的組織運作更為流暢，能夠讓組織找到更合適的人來任職，並且培育出更優秀的員工，進而提升組織績效。因此，本研究希冀藉由探討人力資源管理效能與組織績效之間的相關性，以及透過了解策略性人力資源角色程度對於人力資源管理效能與組織績效之干擾效果，來提供實務界在加強人力資源管理效能與推動策略性人力資源角色時相關之參考與建議。 本研究的調查是以天下雜誌所列之國內一千大企業為研究對象，共發出問卷530份，有效問卷合計共118份，有效回收率為22.26％。透過SPSS軟體來進行相關分析與迴歸分析，對本研究所提出之假設加以驗證。 研究結果發現，人力資源管理效能與組織績效呈現顯著的正相關，並且與策略性人力資源角色程度呈現顯著的正相關；組織績效則與策略性人力資源角色呈現顯著的正相關。再者，人力資源管理效能對於組織績效有正向且顯著的影響；策略性人力資源角色程度對人力資源管理效能有正向且顯著的影響；策略性人力資源角色程度與人力資源管理效能之交互作用，將會對組織績效有正向的影響。 Because of the changing environment, nowadays, the roles of human resource transform from the administrative roles to the strategic roles. Furthermore, there are more and more companies rely on their intangible asset to add value. It’s also the reason why human resource is getting more and more important for organizations. Besides, companies can also improve organizational performance through effective HRM activities. The purpose of this research is to examine the relationship between HRM effectiveness and organizational performance. Moreover, the study also examines the interaction effect between HRM effectiveness and Strategic HR role on organizational performance. Total 530 questionnaires were sent to the best one thousand companies in Taiwan and 118 valid questionnaires were returned. The results indicate that HRM effectiveness is positively associated with organizational performance, and strategic HR role is positively associated with HRM effectiveness. Furthermore, the interaction effect between HRM effectiveness and Strategic HR role is positively associated with organizational performance. According to the results of the research, HRM effectiveness and the interaction effect between HRM effectiveness and Strategic HR role are positively associated with organizational performance. Organizations can enhance their HRM effectiveness and focus on the strategic HR roles to get the better organizational performance.
