The Impacts of TTQS on Improvements of Human Capital and Organizational Performance：The Perspective of Organizational Culture

[[abstract]]隨著知識經濟時代的來臨，加上國際化的產業趨勢，人力資本成為創造企業競爭優勢之價值核心與重要關鍵因素之一。由於員工是企業的本體，員工的學習與提升決定了企業提升組織績效以及企業成長擴張的驅動力。有鑑於此，行政院勞委會職訓局建立國家訓練品質系統，藉由計畫、設計、執行、查核及成果等五大循環流程及相關職能系統之執行，使企業擁有更優質的人力資本與良好的組織績效表現。然由於不同類型的組織文化可能會影響企業對教育訓練之重視與投入程度，進而產生不同的評價與影響。因此，本研究旨在瞭解：不同類型的組織文化，對TTQS之整體落實度是否有顯著差異；以及探討在不同的組織文化下，導入TTQS對人力資本與組織績效之提升，是否有顯著效益與影響。本研究以問卷調查法進行調查，共計發放133份問卷，回收有效問卷數為117份。經由統計分析，本研究實證結果顯示：官僚型文化、創新型文化，以及支持型文化這三種不同類型的組織文化，對TTQS之整體落實度均有顯著影響與差異。另外，官僚型文化、創新型文化，以及支持型文化透過TTQS之投入，對企業在厚植人力資本以及整體績效之提升，均有顯著的正向效益。[[abstract]]With the advent of the era of knowledge-based economy and the industrial trend toward internationalization, human capital has become one of the core value and key factors that creating competitive advantage for enterprises. Because employees are the subject of enterprises, learning and improvement of the staff decides the driving force pushing the enterprises to improve organizational performance and expansion of growth.For this reason, the Bureau of Employment and Vocational Training established Taiwan TrainQuali System, which is based on implementation of relevant functional system and five circulation processes, including the plan, design, do, review, and outcome. Through this way, there could be higher quality of human capital and better organizational performance. However, different types of organizational culture may affect the enterprises on importance and degree of implementation of education and training, leading to different evaluations and impacts. In summary, the purpose of this study is to investigate whether there is a significant difference in the different types of organizational culture on the overall implementation of TTQS. Furthermore, it is also examined that if there is a significant impact of TTQS on the improvements of human capital and organizational performance in different types of organizational culture. The empirical study is performed by using questionnaire survey. The grand total provides 133, and the valid questionnaires are 117 copies. Through the statistic analysis, this study presents the conclusions：the three types of organizational culture, bureaucratic culture, innovative culture, and the supportive culture, present significantly differentiated impacts on the implementation of TTQS. In addition, through implementing TTQS, it also shows significant positive effects for the bureaucratic culture, innovative culture, and the supportive culture on enhancing both the human capital and the organizational performance for enterprises