Under the trend of fl ourishing development and rapid transformation in global fi nancial markets, the domestic fi nancial service industry needs to adjust their strategies more actively to accommodate to such a global trend. As these changes can not be implemented without manpower, the importance of human resources is more signifi cant then ever. The human resource management performance plays a vital role in reinforcing a company's competitive advantage. The way to measure human resource performance is an essential part in evaluating competitiveness. Academics and professionals have pay attention to developing the model measuring human resource performance. The purpose of this paper, therefore, is to develop a human resource performance measurement model that is suitable for Taiwan's fi nancial service industry through the collection and summarization of the literatures about human resource management, performance evaluation, balance scorecard and human resource performance, in conjunction with expert survey and analytic hierarchy process. The measurement model in this paper consists of four constructs: fi nance, customer, operation, and learning. Each construct is divided into two or three sub-constructs, and consists of some indices. The corresponding weights for each construct and index are computed by using the method of analytic hierarchy process. The results show that the order of importance for measurement constructs is customer, learning, fi nance, and operation. Among measurement indices, the index of employees' satisfaction on their jobs has the highest weight of importance. The results of this paper can provide some references for the fi nancial service industry while they measure human resource performance.
The primary purpose of this study is to develop Taiwan localization and suitable inventory for the measuring organizational innovation in information and electronic enterprises. In review of relevant literatures, and with reference to opinions from scholars and practical experience from enterprises, the framework of the inventory would be initially established. Concerning the inventory reliability, Cronbach's coefficient, item-total correlation and test-retest reliability coefficient have been employed to test the extent of internal consistency and the stability of the inventory. In the construction of validity, Linear Structural Relation was adopted to carry out confirmatory factor analysis. The suitability and fitness of the seven dimensions and 58 questions have been thus verified. As a result, this inventory with adequate validity and reliability can serve as effective instrument for the measurement of organizational innovation in domestic information and electronic enterprises. The developed questionnaire of this study is a method to quantify the organizational innovation. These instrument targets two areas OI and TI evaluation model-to assess innovativeness in an organization.
Entrepreneurship with organization setting has been conceptualized in a variety of ways. Studies in this area remain broad and appear relatively fragmented. From previous literature reviews, we found that little attention has been paid toward the entrepreneurial management model with the starting-up phases of Small & Medium Enterprises (SMEs) in Taiwan. In view of this, the purpose of this study is to fill this gap in the literature by proposing a research framework that integrates both entrepreneurship literature and Small & Medium Enterprises (SMEs) literature. To address this problem, a new research method based on integrating cases study and in-depth interviews methods are also proposed. According to the results, the individual factor was the central part among the four contributing factors (reproduction, imitation, valorization, and venture). With respect to the six dimensions of entrepreneurship (strategic orientation, commitment to opportunity, commitment to resources, control over resources, management frame, and compensation philosophy), the enterprises interviewed in this research all set forth their perspectives. As for the four kinds of entrepreneurial status, there were four entrepreneurial imitation companies and two entrepreneurial venture companies in this research. To conclude, several propositions were proposed, and the results released that the individual factor was the crucial part among the four contributing factors. Research also examined the main dimensions of entrepreneurship for analyzing the theoretical basis.
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