影響台灣公私立大學人力資源管理與發展因素之研究

影響台灣公私立大學人力資源管理與發展因素之研究
范揚晧朱正一* 林清達**
慈濟大學總務處總務長
國立東華大學課程設計與潛能開發學系教育博士班博士生
慈濟大學公共衛生學系副教授*
慈濟大學教育研究所教授**

摘要
本文旨在探討我國大學人力資源管理（HRM）與發展之重要影響因素為何？
採用調查研究法進行研究，對象為我國所有公私立大學之HRM 部門主管，問卷
計應回收147 份，實際回收90 份，回收率61.22 %，發現如下：
一、校長支持度為五項HRM 活動之最大影響因素，顯示校長在各項HRM 活動
中之重要性。
二、第一項「教師教育訓練制度規劃推動」之教師參與度、第三項「進行各項人
事變革」之校內相關部門對HRM 專業認知度及第四項「處理各項重大人事
爭議事件」之事件有關部門對相關法令影響之平均數，同為各項目重要度認
知及各校實際表現最低之三個因素，且各校實際表現平均數均低於重要度認
知平均數，分別為.54、.39 及.44，此為各校可改進部分。
三、HRM 主管在參與學校重要會議比例高，顯示具有參與學校重要決策之合法
性地位與影響力。

關鍵字：公私立大學、大學人力資源管理、人力資源發展

A study of the factors affecting human resources
management and development in Taiwan’s public and
private universities

Yang-Haw Fann Cheng- I chu* C.D.lin**
Dean of General Affairs, Tzu Chi University
Doctoral Student, Ph.D Program of Education, Department of Curriculum Design and Ituman
Potentials Development, National Dong Hwa University
Associate Professor, Department of public health, Tzuchi University *
Professor, Graduate Institute of Education , Tzuchi University.**

Abstract
This study used questionnaires to investigate the factors affecting human resources
management in Taiwan’s universities. The samples included all 147 HR managers of public
and private universities. According to 61.22% (90 out of 147, not include the researcher) of
the university HR managers who returned the questionnaire, we found: (1) Out of the five
major activities which affecting HRM , the support from the president exhibited as the most
influential factor; (2) the lowest three affecting factors were “ teachers’ participation in
education and training system design and promotion”, “ profession recognition of HRM from
other departments when dealing with human resources changes”, and “ university employees’
familiarity with related regulations when handling major personnel conflicts”. The average
scores of the real performance levels of the above three factors were all lower that the average
scores of the recognized importance levels by .54, .39, and .44, respectively. There are where
the improvements could be; (3) university human resources managers played very noteworthy
roles in universities meetings. This study suggested that the president of the university should
play a major role in leading change and innovation, through the upgrading of the HRM
performance.

This study used questionnaires to investigate the factors affecting human resourcesmanagement in Taiwan’s universities. The samples included all 147 HR managers of publicand private universities. According to 61.22% (90 out of 147, not include the researcher) ofthe university HR managers who returned the questionnaire, we found: (1) Out of the fivemajor activities which affecting HRM , the support from the president exhibited as the mostinfluential factor; (2) the lowest three affecting factors were “ teachers’ participation ineducation and training system design and promotion”, “ profession recognition of HRM fromother departments when dealing with human resources changes”, and “ university employees’familiarity with related regulations when handling major personnel conflicts”. The averagescores of the real performance levels of the above three factors were all lower that the averagescores of the recognized importance levels by .54, .39, and .44, respectively. There are wherethe improvements could be; (3) university human resources managers played very noteworthyroles in universities meetings. This study suggested that the president of the university shouldplay a major role in leading change and innovation, through the upgrading of the HRMperformance.

Keywords：public and private university , HRM of university, human resource development

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