研究限制與後續研究建議

第五章結論與建議

第三節研究限制與後續研究建議

雖然本研究根據人力資源管理理論與訪談資料提出了探索性高績效人力資源管理實務、網絡關係與組織績效之關係架構，發現網絡關係對於高績效人力資源管理實務與網絡關係有干擾影響之外，我們也發現內部網絡關係也會影響高績效人力資源管理實務。另外，本研究進一步發現外部網絡關係與組織績效呈現相互影響之關係。即使皆符合研究目的，本研究存在以下幾點限制。首先，本研究透過立意抽樣方法，選取5 家台商企業為研究樣本，後續研究可以藉由收集其他產業或區域的資料來進一步驗證本研究結果。部分樣本因為行業因素在資本額與勞工人數上差異頗大，後續研究在處理樣本差異上可以多加注意。本研究因為著重在廈門地區，研究的廣泛度不足以推論至整個中國大陸地區，建議後續研究可以擴大範圍去做更廣泛的探討。

其次，本研究為探索性研究，在分析上無法使用量化的資料及統計來做驗證後的結論，建議後續研究可依照此架構關係，進一步透過量化的數據分析其因果關係之探討。

第三，本研究個案資料原本就取得不易，對於透過何種人力資源管理實務與何種網絡關係的敏感問題，致使部分主管對訪談問題可能有所保留，即使有所透露亦顧及公開後造成不便，可能導致資料的完整性不足，建議後續研究可採用縱貫研究設計來蒐集資料。

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在文檔中高績效人力資源管理實務、網絡關係與組織績效－以廈門台商為例 (頁 67-76)

第五章 結論與建議

第三節 研究限制與後續研究建議

參考文獻

第五章結論與建議

第三節研究限制與後續研究建議