國立臺南大學教師基本資料

基本資料
姓名 曹瓊文
系所 經營與管理學系
職稱 教授
校內分機 7011
傳真 06-3017119
辦公室/研究室 ZC105-1
E-mail cwtsao@mail.nutn.edu.tw
網址
專長/研究領域 人力資源管理,組織行為,家族企業治理
 

畢業學校國別主修學門學位修業期間
國立中山大學中華民國,台灣人力資源管理研究所博士2002~2007

服務機關部門 / 系所職稱服務期間
勤業會計師事務所審計部門審計員1997-1998
美國伊利諾大學香檳分校勞工關係研究所Fulbright學者2005-2006
大仁科技大學行銷與流通管理系助理教授2007-2010
國立臺南大學經營與管理學系助理教授2011-2016

著作
名稱2015中國家族企業傳承報告
年度2015
類別學術專書
摘要
關鍵字家族資本,妻子,家族企業
名稱芝麻開門兒童美語-創業家人力資本與創業行為
年度2015
類別學術專書
摘要
關鍵字創業家,人力資本,創業行為
名稱Founding-Family Ownership and Firm Performance: The Role of High Performance Work Systems.
年度2009
類別期刊論文
摘要
關鍵字
名稱Exploring Effects of Team Behavioral Integration on Top Management Team International Experience Heterogeneity –Firm Performance Relationship
年度2013
類別期刊論文
摘要This study examines the relationship between top management team (TMT) demographic heterogeneity (i.e., team diversity in terms of TMT international experience), firm performance (i.e., ROA, ROE, and perceived performance), and the moderation effect of team members’ behavioral integration among the relationships. Results from surveyed and public data of 112 chief executives in Taiwanese publicly listed firms revealed that TMT international experience heterogeneity was positively related to firm performance, and team members’ behavioral integration positively and significantly moderated the association between TMT international experience heterogeneity and firm performance, such that the association is stronger when the degree of team behavior integration is higher than when the degree is lower.
關鍵字Firm performance; team behavioral integration; top management team (TMT) ; TMT international experience heterogeneity; upper-echelon theory..
名稱The Moderating Impact of TMT Behavioral Integration on the Relationship between TMT Perceptions of HR Value and Firm Adoption of High-Performance Work Systems
年度2014
類別期刊論文
摘要A substantial number of studies have indicated a significant positive relationship between high performance work system (HPWS) and firm performance. However, a consideration of the potential effects of top management teams (TMT) in firm adoption of HPWS is largely absent from the literature studying antecedents of HPWS adoption. Using a sample of 111 Taiwanese publicly-listed firms, we draw on upper echelons theory to investigate the linkages between TMT?s perceptions of HR value, team behavioral integration, and firm adoption of HPWS. We found that TMT?s perceptions of HR value positively affects the firm?s adoption of HPWS. Additionally, when the level of TMT behavioral integration was accounted for, the results show that the relationship between TMT?s perceptions of HR value and HPWS is significantly positive for TMT with higher degree of team behavioral integration. The contributions and implications of this study are also discussed.
關鍵字upper-echelons (UE) theory, top management team (TMT), high performance work system
名稱「夢幻員工」或「炸彈員工」?重新省思人力資本、個人與組織適配性和工作績效的關係
年度2014
類別期刊論文
摘要
關鍵字
名稱芝麻開門兒童美語-創業家人力資本與創業行為
年度2015
類別期刊論文
摘要芝麻開門文教公司成立於1997年,是一個單點營運的兒童美語補習班,從一人公司到現在教師團隊12人,設有教務專員,並且營收年年成長,突破四千萬元,在少子化日趨嚴重的環境下,績效卓越,近日更因人語工程教材開發獲得創投關注。創辦人邱泰元先生雖然高中未畢業,但豐富的人生經歷讓他累積許多無形資產,在被公司派赴至美求學時期種下了創業的種子,回國工作後沒多久拒絕他人的創業邀約,自己創立了補習班。本個案在描述邱先生的工作經歷、創業的經過,以及創業後遭遇的大小困境和因應做法。此個案可以幫助學員學習創業家人力資本累積過程,以及創業家如何在創業歷程運用這些無形的資源,因應環境挑戰,並進行較適策略選擇。
關鍵字創業家人力資本、創業行為、創業機會、創業歷程
名稱HRM Retrenchment Practices and Firm Performance in Times of Economic Downturn: Exploring the Moderating Effects of Family Involvement in Management.
年度2016
類別期刊論文
摘要A substantial number of studies have indicated a significant negative relationship between human resource management (HRM) retrenchment practices such as downsizing, and firm performance. However, a consideration of the potential effects of business family involvement in management is largely absent from the general employment restructuring literature. Using a sample of 218 Taiwanese publicly listed firms, this study seeks to further our understanding in this area by examining the moderating effects of family involvement in management on the relationship between the adoption of HRM retrenchment practices and firm performance during the period of global economic downturn that erupted in the middle of 2008. Data analysis reveals that HRM retrenchment practices had a negative influence on firm performance, and that the relationship between HRM retrenchment practices and firm performance was negatively and significantly moderated by family involvement in management.
關鍵字economic downturn; family involvement; firm performance; HRM retrenchment practices; Taiwanese publicly listed firms
名稱Family Governance Oversight, Performance, and High Performance Work Systems.
年度2016
類別期刊論文
摘要Recent analyses of U.S. public family firms (PFFs) showthat family firms outperformother forms of organization. However, scholars call for more studies to determine why PFFs outperform themarket. High performance work systems (HPWSs) reflect the extent to which an organization adopts and implements a strategic approach in HRM practices and could be why PFFs outperform. Using the stewardship perspective, agency theory, and the resource-based view of the firm, this study empirically examines the relationship among family governance oversight, HPWS, and performance at PFFs. Using a sample of 159 Taiwanese public firms, the empirical results indicate that independent directors on the board and the level of family member board participation associate with HPWS adoption. Adopting HPWS also mediates the effect of independent directors and subjective firm performance.This finding has both theoretical and practical implications.
關鍵字Family governance oversight, High performance work systems (HPWSs), Firm performance, Public family firms (PFFs)
名稱The Effects of Person-Environment Fit and External Locus of Control on Organizational Affective Commitment: a Study of Immigrant Wives in Taiwan.
年度2017
類別期刊論文
摘要The National Immigration Agency of Taiwan reported that, by 2014, more than 498,000 immigrant spouses were registered in Taiwanese households, 91%of which was female. Immigrant wives are now a significant part of Taiwanese society, and they are an important aspect of the labor force in Taiwan’s economy. However, they face major challenges in the workplace, which influences their work outcomes, results in a reduced labor force for enterprises, and increases societal costs. This pioneering study employed the person-environment fit and locus of control concepts from the organizational behavior field to address this issue. A sample of 130 immigrant wives from Indonesia and Vietnam living in Taiwan was surveyed. The results of a hierarchical regression analysis found that immigrant wives’ person-job fit and person-supervisor fit significantly influenced their affective commitments to their workplaces. An external locus of control significantly weakened the relationship between person-environment fit and affective commitment. The contributions and implications of the study results were discussed.
關鍵字Immigrant wives . Person-environment fit . External locus of control . Affective commitment . Taiwan
名稱Family influences in the internationalization of the top 1,000 Taiwanese enterprises: Enduring relationships with stakeholders do count.
年度2018
類別期刊論文
摘要Purpose This paper aims to investigate the moderating effects of employee commitment, customer loyalty and corporate reputation on the relationship between family influence and international expansion. Design/methodology/approach A cross-national research design was conducted using both survey and secondary data of 119 firms taken from the top 1,000 Taiwanese enterprises. Findings This study found moderating effects in the positive impact of family influence on international expansion. Specifically, the study found the relationship between family influence and international expansion stronger for companies with greater relational support from employees, customers and the public. Research limitations/implications Multi-level data collection and a longitudinal research design in future research could help in further understanding the relationships between the variables in this study. Practical implications This paper suggests that family business should establish enduring relationship with their employees and customers and have a plan to improve family reputation that will benefit international market expansion. Originality/value This study draws on the relational perspective to investigate how family influence results in different international expansion.
關鍵字 Customer loyalty, Internationalization, Employee commitment, Family ownership, Corporate reputation, Relational support
名稱Internationalization Propensity in Family-Controlled Public Firms in Emerging Markets: The Effects of Family Ownership, Governance, and Top Management Team Heterogeneity.
年度2018
類別期刊論文
摘要Internationalization propensity is a growing issue faced by family firms. This study contributes to the family business literature by developing a conceptual framework that can identify the family and managerial determinants that affect the extensiveness of internationalization. Drawing on the socioemotional wealth and upper echelon perspectives, it empirically examines the association among family heterogeneity (i.e., family participation is heterogeneous in terms of ownership and governance oversight), top management team (TMT) heterogeneity (i.e., the TMT’s background is heterogeneous in terms of its overseas education and industry experience), and internationalization propensity in publicly traded enterprises. The analysis of data collected from 105 public firms in Taiwan shows that active family participation in ownership and governance oversight and TMT overseas industry experience heterogeneity are significantly and positively associated with internationalization propensity. However, family ownership is found to be significantly but negatively associated with internationalization propensity. We finally discuss the implications of the presented findings for practitioners and organizational theorists.
關鍵字Family governance, TMT heterogeneity, Internationalization propensity
名稱看不見的資本:經營者之妻對家族 核心價值觀發展的影響
年度2019
類別期刊論文
摘要女性經常是家族企業研究中被忽略的價值創造角色,為了彌補此研究缺 口,本研究以創辦「國際牌」電器的洪建全家族兩代經營者之妻為研究對象, 分析她們的人力資本與其在家族中被賦予的正式與非正式角色,如何影響家族 價值觀的發展。本研究發現,家族的核心價值理念起源自第一代創業家夫婦共 有的價值觀,但兩代經營者之妻在適切的角色分工下,扮演倡導、示範、傳承 與實踐價值精神的角色,推動家族價值觀融入組織文化的一部分。在理論上, 本研究解釋經營者之妻對家族價值觀發展的影響,點出賦予責任和信任能加速 外來的家族新成員建立較高的家族情感連結,並透過符合其專長、志趣的職務 安排使妻子的角色發揮對家族與事業的影響。
關鍵字妻子、人力資本、核心價值觀、企業家族
名稱Organizational antecedents of firms’ adoption of strategic human resource practices: Toward a reconciliation of CEO perceptions and family influence
年度2019
類別期刊論文
摘要There is lively debate in the literature about the effects of family influence on employment practices. Particularly, little empirical research explores the role of family influence in driving a firm’s adoption of specific strategic human resource practices such as high-performance work systems. Drawing from the tenets of the resource-based and stewardship theories, this study examines the relationship between chief executive officers’ perceived human resource capability and firm adoption of high-performance work systems in family business, and the joint moderating effect of family management and ownership on the above linkage. Our analysis uses chief executive officer–human resource manager matched samples of 145 Taiwanese publicly listed firms, the results show that chief executive officers perceived human resource capability is significantly and positively associated with the adoption of high-performance work systems. Moreover, this relationship is found to be the strongest when the family assumes leadership in management (i.e. the firm has a family chief executive officer) and family ownership is high.
關鍵字CEOs’ perceived human resource capability, family management, family ownership, high performance work systems, family-controlled public firms
名稱高績效工作系統對工作績效之影響:人力資本及員工創 意自我效能之調節式中介模型檢測
年度2019
類別期刊論文
摘要從資源基礎理論(resource-based view, RBV)及能力—動機—機會(ability–motivation–opportunity, AMO)理論的觀點,跨層次分析鑲嵌於員工本身之人力資本在高績效工作系統(high performance work system, HPWS)與工作績效關係間之中介效果,並檢視員工創意自我效能(creative selfeffi cacy, CSE)對上述中介機制的調節影響。從120 家獨立及連鎖美容/美髮店,以一位店長對三位 美容師/美髮設計師,共360 組配對的有效樣本分析發現,員工人力資本中介HPWS 與個人工作績 效的正向關係,以及員工的CSE 高低將影響人力資本中介效果顯著與否。研究結果顯示在跨層次的 HPWS 研究中,納入員工人力資本及CSE 解釋員工績效的適切性,除嘗試釐清HPWS 與工作績效間 關係之疑義,亦提供相關管理與實務意涵。
關鍵字高績效工作系統、人力資本、創意自我效能、工作績效
名稱Firing managers: The benefits of family ownership and costs of family management
年度2020
類別期刊論文
摘要We investigate how family ownership versus family management moderates the relationship between involuntary managerial turnover (IMT) and organizational performance in public firms. We postulate extended socioemotional priorities for family owners versus more restricted socioemotional priorities for family managers, thus arguing that family ownership versus management have contrasting effects on the performance implications of IMT, the former more positive than the latter. By combining hand collected survey and archival data from 299 Taiwanese listed family firms, we find that IMT is associated with better subsequent financial performance, but more so under family ownership than family management.
關鍵字Family ownership; Family management; Involuntary managerial turnover; Socioemotional wealth (SEW)
名稱家族治理:一個被人管研究領域忽略的議題
年度2016
類別研究計畫成果報告
摘要
關鍵字家族治理, 人力資源管理