國際商港面臨國際化、自由化、全球化的衝擊，為因應國內、外市場的競爭壓力，企業急需組織改造，港務機構刻正研擬由現行交通事業機構，具公務體系改制為行政法人，其特色在於具有人事自主權，組織可彈性運用人力，藉由實施職能彈性、數量彈性、時間彈性、薪資彈性等策略來體現，其目的就是要服務航商，提升員工組織適應力、工作效率、員工生產力、服務品質，達到預算目標及降低人事成本。同時，組織運用彈性策略時也要考慮員工知覺工作情形的改變，調整員工的工作態度，包含工作滿足、工作投入，及組織承諾等事項，才能真正提升組織績效。
本研究以個案機構交通部高雄港務局(以下簡稱高港局)員工進行調查，運用員工問卷方式，調查組織改造期間實施人力彈性運用策略對組織績效的影響。本研究的分析發現分述如下：
1.員工知覺與組織績效有正向影響。
2.實施職能彈性與組織績效有正向影響。
3.實施數量彈性與組織績效有正向影響。
4.實施時間彈性與組織績效有正向影響。
5.實施薪資彈性與組織績效有正向影響。
6.員工對各項人力運用策略的看法會因員工個人屬性而有部分差異產生。
研究結論顯示實施人力彈性運用對組織績效大多呈現正向影響，但員工對各項人力運用策略的看法，會因員工個人屬性而有部分差異。高港局需要再透過各種改善措施來整合員工不同的意見，並與員工溝通協調，讓員工瞭解組織改造的重要性，對組織績效方有助益，也才能提高競爭力。

International commercial harbor is being in international, liberal and global conflict. It is facing the pressure of domestic and overseas market’s competition. The enterprises need to reform the organization urgently. Harbor organization is researching to change from the enterprising organization of transportation into administrative legal person. The characteristics have the autonomy of personnel matters and utilize human resource flexibly. It is realized by way of implementing functional flexibility, numerical flexibility, temporal or working-time flexibility, wage or financial flexibility. The object is to serve for shipping company and increases employees ’organizational adaptability, job efficiency, employees’ productivity, service quality, personnel cost reduction and achieving budget target. At the same time, the organization utilizes flexible strategy have to consider the employees who have realized the change of job conditions. BY adjusting employees’ work attitude which including job satisfaction, job involvement and organizational commitment etc. And then, it will increase organizational performance really.
The study surveys the case organization which is the employees of the Kaohsiung Harbor Bureau (KHB). It utilizes employees’ questionnaires to survey the influences of organization performance during the period of the strategy of implementing organization reform. The study finds the following results:
1. The perception of employees has significantly influences on organizational performance.

2. The functional flexibility has significantly influences on organizational performance.
3. The numerical flexibility has significantly influences on organizational performance.
4. The temporal or working-time flexibility has significantly influences on organizational performance.
5. The wage or financial flexibility has significantly influences on organizational performance.
6. The employees ’different point of view on human resource utilization strategy will produce some differences due to different characteristics.
According to the research result, implementing human resource flexible utilization which has significantly influences on organizational performance mostly. But different point of view on the strategy of human resource utilizing still have differences due to different characteristics. The KHB needs various kinds of improvable action to integrate employees’ different point of view by communicating and coordinating with employees. Let employees understand the organizational reform is very important. It is in favor of organizational performance and increasing competitive power.

論文提要 i
中文摘要 ii
Abstract iii
誌 謝 辭 v
目 錄 vi
表目錄 viii
圖目錄 xi
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究對象與範圍 3
第四節 研究流程 4
第二章 文獻探討 5
第一節 人力彈性運用 5
第二節 組織績效 17
第三節 人力彈性運用與組織績效之相關性研究 20
第三章 個案機構簡介-高港局 24
第一節 現有人力結構 24
第二節 人力彈性運用與組織績效業務之執行 31
第四章 研究設計 44
第一節 研究架構及假設 44
第二節 研究變數之操作性定義及衡量方法 45
第三節 資料收集方法 52
第四節 資料分析方法 54
第五章 人力彈性運用與組織績效實證分析與討論 57
第一節 量表之因素分析及信度檢定 57
第二節 樣本結構敘述性分析 66
第三節 各變數的相關分析與迴歸分析 83
第六章 結論與建議 93
第一節 研究結論 93
第二節 管理意涵 103
第三節 研究限制及未來研究方向 107
參考文獻 109
中文部分 109
英文部分 114
網站部分 124
附錄、問卷 125
簡 歷 128

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