政大機構典藏-National Chengchi University Institutional Repository(NCCUR):Item 140.119/131350
English  |  正體中文  |  简体中文  |  Post-Print筆數 : 27 |  全文筆數/總筆數 : 113822/144841 (79%)
造訪人次 : 51796388      線上人數 : 434
RC Version 6.0 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.
搜尋範圍 查詢小技巧：
  • 您可在西文檢索詞彙前後加上"雙引號"，以獲取較精準的檢索結果
  • 若欲以作者姓名搜尋，建議至進階搜尋限定作者欄位，可獲得較完整資料
    •  進階搜尋


    請使用永久網址來引用或連結此文件: https://nccur.lib.nccu.edu.tw/handle/140.119/131350


    題名: 泰國傳產製造業中小型企業之轉型策略－以汽機車零件製造Y公司為例
    Transformation Strategies of Small and Medium-sized Enterprises in Thailand`s Production and Manufacturing Industry-Taking Motor Vehicle Parts Manufacturing Company Y as an Example
    作者: 鄭至婷
    Cheng, Chih-Ting
    貢獻者: 林月雲
    Lin, Yeh-Yun
    鄭至婷
    Cheng, Chih-Ting
    關鍵詞: 傳統產業
    製造業
    汽車零件
    轉型策略
    泰國
    台商
    SME
    Automobile
    Transformation strategy
    Manufacturing
    Thailand
    Taiwanese
    日期: 2020
    上傳時間: 2020-08-03 18:42:38 (UTC+8)
    摘要: 台灣政府推行新南向政策，並加強與東盟及其他南向國家的貿易。在東盟國家中，台灣在泰國的投資增長率最高。本研究主題為位在泰國的Y公司，其為汽車零組件中小型跨國製造商。自30年前Y公司在泰國成立工廠以來，面臨內部管理議題及外部市場競爭，利潤逐年壓縮。對於在泰國投資的公司而言，都將面臨因工資上漲而增加運營成本之挑戰。
    本研究採用個案研究方法，結合深度訪談和SWOT，分析外部環境變化和內部資源對Y公司運營的影響。
    研究發現，提升自動化並尋求新的業績來源，以維持公司當前的利潤是保持公司競爭力的關鍵策略之一。此外，以往製造業更注重作業管理而忽略人力資源管理，然而，隨公司經營目標和產品的逐步轉型，高層管理人員也意識到人才的重要性以及教育訓練對員工生產力的影響。
    The Taiwanese government promotes the New Southbound Policy and strengthens the trades with ASEAN and other southbound countries. In ASEAN countries, Taiwan`s investment growth rate in Thailand was the highest. The subject of this research is Y company in Thailand. It is an automobile parts small and medium-sized manufacturer with multinational operations. Since the establishment of Y Company’s factory in Thailand 30 years ago, it has been faced internal management issues and fierce competition in the industry. The profit margin has been gradually compressed over the year. For all companies investing in Thailand, they will all face the increasing operating costs caused by rising wages and the inflation.
    The research adopts the case study method, a combination of in-depth interviews and SWOT analyzing the impacts of external environmental changes and internal resources on Y Company’s operations.
    Research finding shows that enhancing automation and seeking new sources of performance to maintain profits in the future is one of key strategies to keep company competitive. In additional, manufacturing industries used to pay more attention to the operation management and ignore the human resource management. Yet, with the gradual transformation of the company`s operating goals and products, the top management realized the importance of talents, and the impact of education and training on employee productivity.
    參考文獻: English reference
    Analoui, F. (1995). Workplace sabotage: its styles, motives and management. Journal of Management Development,14(7).
    Armstrong, M. & Baron, A. (2002). Strategic HRM:The route to improved business performance. London: CIPD.
    Ashraf Zeeshan,Jaffri Abuzar,Sharif Muhammad,Khan Muhammad. (2012). Increasing Employee Organizational Commitment by Correlating Goal Setting, Employee Engagement and Optimism at Workplace. European Journal of Business and Management.
    Baldwin, T. T., & Ford, J. K. (1988). Transfer of training: A review and directions for future research. Personnel Psychology, 41(1).
    Barron, JM, Black, DA, & Loewenstein. (1989). Job matching and on-the-job training. Journal of Labor Economics,7(1), 1-19.
    Biech, E. (2009). 10 Steps to Successful Training. Alexandria‎: Association for Talent Development.
    Bottazzi, G., Secchi, A., & Tamagnci, F. (2008). Productivity, profitability and financial performance [Special issue]Schumpeterian Themes on Industrial Evolution. Structural Change and Their Microfoundations, 17, 711-751.
    Clarke, M. (2008). Understanding and managing employability in changing career. Journal of European Industrial Training, 32, 258-284.
    Collett, S. (1999). SWOT Analysis. Computerworld,33(29), 58-61.
    Crowe, S., Cresswell, K., Robertson, A., Huby, G., Avery, A. & Sheikh, A. (2011). The case study approach. BMC Medical Research Methodology, 11(1), 100.
    Draper, A., & Swift, J. A. (2011). Qualitative research in nutrition and dietetics: Data collection issues. Journal of Human Nutrition and Dietetics, 24(1), 3-12..
    Fotopoulos, C. V., & Psomas, E. L. (2010). The structural relationships between TQM. TQM Journal, 22, 539-552.
    Freddy, R. (2009). Strategi Promosi yang Kreatif dan Analisis Kasus Integrated Marketing Communication. Jakarta: PT.GramediaPustakaUtama.
    Goldstein, I. L. (1986). Training in Organizations: Needs Assessment, Development and Evaluation. Monterey: Brooks-Cole.
    Grote, D. (2000). Public Sector Organizations: Today`s Innovative Leaders in Performance Management.
    Gruman, J. A., & Saks, A. M. (2011). Performance management and employee engagement. Human Resource Management Review, 21, 123-136.
    Harlow, H. (2008). The effect of tacit knowledge on firm performance. Journal of Knowledge Management, 12, 148-163.
    Henderson, R. (1979). Compensation Management: Rewarding Performance. Reston,Viginia: Reston Publishing Co.
    Hoflund, A. B. (2013). Exploring the Use of Grounded Theory as a Methodological Approach to Examine the `Black Box` of Network Leadership in the National Quality Forum. Journal of Health & Human Services Administration, 4, 469-504.
    Huselid, M. A. (2017). The Impact Of Human Resource Management Practices On Turnover, Productivity, And Corporate Financial Performance. Academy of Management Journal,38(3).
    Ilgen, D. R., & Hollenbeck, J. R. (1991). The structure of work: Job design and roles. Handbook of industrial and organizational psychology, 165–207.
    Ishikawa, K. (1985). What Is Total Quality Control? The Japanese Way.Translated by Lu, D.J., Prentice-Hall. New Jersey: Englewood Cliffs.
    Jackson, S. E., & Schuler, R. S. (1985). A meta-analysis and conceptual critique of research on role ambiguity and role conflict in work settings . Organizational Behavior and Human Decision Processes, 36(1).
    Jon M. Werner, Randy L. DeSimone. (2009). Human Resource Development. South-Western/Cengage Learning.
    Pearce, J.L., Stevenson, W.B. and Perry, J.L. (1985). Managerial Compensation Based on Organizational Performance: A Time Series Analysis of the Effects of Merit Pay. The Academy of Management Journal, 261-278.
    Lance, P. & Dorothy, B. (1999). The Compensation Handbook, 4th. McGraw-Hill.
    Lawler, E. E., Mohrman, S. A., & Ledford, G. E. (1992). Employee involvement and total quality management: Practices and results in Fortune 1000 companies. San Francisco: Jossey-Bass.
    Lebas, M. J. (1995). Performance Measurement and Performance Management. International Journal of Production Economics, 41.
    Louis E. Boone, David L. Kurtz. (2013). Essentials of Contemporary Business. John Wiley & Sons, Incorporated, 2013.
    Muller, P., Genta, G., Barbato, G., De Chiffre, L., & Levi, R. (2012). Reaming process improvement and control: An application of statistical engineering. CIRP Journal of Manufacturing Science and Technology, 5(3),196-201.
    Nadler, J. T., Cundiff, N. L., Lowery, M. R., & Jackson, S. (2010). Perceptions of organizational attractiveness. Management Research Review, 33, 865-876.
    Paul J. Taylor & Jon L . Pierce. (1999). Effects of Introducing a Performance Management System on Employees` Subsequent Attitudes and Effort.
    Podsakoff, N., Whiting, S., Podsakoff, M., & Mishra, P. (2011). Effects of organizational citizenship behaviors on selection decisions in employment interviews. Journal of Applied Psychology,96, 310-326.
    Organization for Economic Co-operation and Development (2001). Productivity measurement manual. Organization for Economic Co-operation and Development(OECD).
    Radley, A., & Chamberlain, K. (2012). The study of the case: Conceptualising case studyresearch. Journal of Community & Applied Social Psychology, 22, 390–399.
    Robbins, S. P. (1978). Personnel, the management of human resources. Englewood Cliffs: Prentice Hall.
    Rodgers, R., & Hunter, J. E. . (1991). Impact of management by objectives on organizational productivity. ournal of Applied Psychology, 76(2), 332-336.
    Rothwell, W. J., & Kazanas, H. C. (1993). Developing management employees to cope with the moving target effect. Performance and Instruction, 32(8).
    Rubin, H. J., & Rubin, I. S. (2012). Qualitative interviewing: The art of hearing data (3rd). Thousand Oaks: Sage Publications Inc.
    Schuler, R.S. and Jackson, S.E. (1996). Human Resource Management: Positioning for the 21st Century. 6th Edition. New York: West Publishing Company.
    Shucka, B., Reio, T., & Rocco, T. (2011). Employee engagement: An examination of antecedent and outcome variables. Human Resource Development International,14, 427-445..
    Tremblay, M. A., Blanchard, C. M., Taylor, S., Pelletier, L. G., & Villeneuve, M. (2009). Work extrinsic and intrinsic motivation scale: Its value for organizational. Canadian Journal of Behavioural Science/Revue Canadienne Des Sciences Du Comportement, 41(4), 213-226.
    Villara, E., & Albertína, P. (2010). It is who ‘knows’ you” the positions of university students regarding intentional investment in social capital. 137-154.
    Zigarmi, D., Nimon, K., Houson, D., Witt, D., & Dieh, J. L. (2009). Beyond engagement:Toward a framework and operational definition for employee work passion. Human Resource Development Review, 8, 300-326.

    中文文獻
    傅肅良. (1988). 員工訓練學. 三民書局.
    劉家瑜. (2013). 國際眺望, 260.
    劉文章. (1991). 薪資調整的種類及其計算方式—調薪贏得民心. 管理雜誌, 201, 117-122.
    吳美連. (2005). 人力資源管理—理論與實務. 台北市: 智勝文化.
    周旭華. (1999). 競爭策略產業環境及競爭者分析. 台北市: 天下遠見出版公司.
    張峯銘. (2002). 薪資制度、組織承諾與工作績效關係之研究—以鍋爐製造業為例. 高雄市: 中山大學人力資源管理研究所.
    李丁文、歐陽良裕、楊明宗. (2000). 企業薪資結構與薪資調整相關問題之研究. 管理與系統, 7(2), 271-282.
    李漢雄. (2000). 人力資源策略管理. 台北市: 揚智文化事業股份有限公司.
    李誠,黃同圳,房美玉,蔡維奇,林文政,鄭晉昌,劉念琪,胡昌亞,陸洛. (2000). 人力資源管理的12堂課. 台北市: 遠見天下文化出版股份有限公司.
    林潔盈(譯). (2002). 如何行銷博物館. 台北市: 五觀出版社.
    洪榮昭. (2002). 人力資源發展-企業教育訓練完全手冊. 台北市: 五南出版社.
    范麗娟. (2004). 質性研究, 81-126. 台北市: 心理出版社.
    袁芳煌. (2002). 工作評估、績效管理與薪資管理之關係應用於實務之研究-以國內製造業為例(碩士論文). 取自https://hdl.handle.net/11296/3vb73d
    謝安田. (1986). 人事管理. 台北市: 五南圖書.
    黃英忠. (1997). 現代人力資源管理. 台北市: 華泰文化.
    黃誌瑩. (2001). 教育訓練制度規劃之個案研究---以K公司為例(碩士論文). 取自https://hdl.handle.net/11296/3vb73d

    Website reference
    Bank of Thailand. (2019). Retrieved from https://www.bot.or.th/App/BTWS_STAT/statistics/ReportPage.aspx?reportID=812&language.
    Creative Safety Supply. (2020). Retrieved from https://www.creativesafetysupply.com/content/education-research/5S/index.html.
    eurostat. (2014). Retrieved from https://ec.europa.eu/eurostat/statistics-explained/index.php/Glossary:Labour_cost_index_(LCI).
    Quality-One. (2020). Retrieved from https://quality-one.com/services/.
    描述: 碩士
    國立政治大學
    企業管理研究所(MBA學位學程)
    107363062
    資料來源: http://thesis.lib.nccu.edu.tw/record/#G0107363062
    資料類型: thesis
    DOI: 10.6814/NCCU202000965
    顯示於類別:[企業管理研究所（MBA學位學程）] 學位論文

    文件中的檔案:

    檔案 描述 大小格式瀏覽次數
    306201.pdf2011KbAdobe PDF20檢視/開啟


    在政大典藏中所有的資料項目都受到原著作權保護.


    社群 sharing

    著作權政策宣告 Copyright Announcement
    1.本網站之數位內容為國立政治大學所收錄之機構典藏，無償提供學術研究與公眾教育等公益性使用，惟仍請適度，合理使用本網站之內容，以尊重著作權人之權益。商業上之利用，則請先取得著作權人之授權。
    The digital content of this website is part of National Chengchi University Institutional Repository. It provides free access to academic research and public education for non-commercial use. Please utilize it in a proper and reasonable manner and respect the rights of copyright owners. For commercial use, please obtain authorization from the copyright owner in advance.

    2.本網站之製作，已盡力防止侵害著作權人之權益，如仍發現本網站之數位內容有侵害著作權人權益情事者，請權利人通知本網站維護人員(nccur@nccu.edu.tw)，維護人員將立即採取移除該數位著作等補救措施。
    NCCU Institutional Repository is made to protect the interests of copyright owners. If you believe that any material on the website infringes copyright, please contact our staff(nccur@nccu.edu.tw). We will remove the work from the repository and investigate your claim.
    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library IR team Copyright ©   - 回饋