民間參與公共建設是希望透過私部門效率的投入，使公部門能創造更高的高的施政績效。但是無論是「民營化」或「公辦民營」，其焦點都在於「營運」，而營運本來就是商業名詞，談的無非是損益及獲利等等，獲利是其手段，藉著獲利的可能性來驅動政府組織的運作。但是以獲利為導向的經營方式是否會扼殺了原本公共建設活動的主旨？若為了顧全公共建設的營業主旨，是否會造成經營廠商綁手綁腳，無法企業化的經營及獲利？因此，營運中所投入的人力素質可能是達成政府與民間雙方目標的關鍵因素。對政府而言，委託民間經營是為了節省人力及成本支出，因此在合約中往往對民間採用之人力有所要求，而民間在獲利的同時，勢必對人力也有所控制，以便節省成本。
　　所以，本研究針對桃園縣婦女館、南區青少年活動中心及國立台灣科學教育館為研究對象，先以文獻支持人力特質與組織經營績效之間關聯性，再以問卷分析各項人力特質對績效之關聯程度，透過統計分析來檢定各項假設的解釋力。
　　根據研究分析的結果，雖然各項假設結果皆不成立，主要原因是因為各項資本轉換交互影響績效的結果有二十五種，本研究目前只探討有關人力成本會影響的部份，尚未對其他資本會影響績效的部份做研究，所以廻歸結果不影著。但是，在本研究中仍然可以發現，建立員工穩定的環境工作，讓員工在工作中發揮潛能並滿足員工工作之成就感，有助於提高員工
組織績效。

Abstract:
    Private Organize efficiently participate public construction is hope government create higher performance .Whether “Private “or “BOT(Build-Transfer-Operate)”,the problem is focus on “Operateion”. Operation is mercantile terminology . The discussing of operation is profit and loss. Although profit is a method and profit can propel government organization to progress , the profit of operation direction will hinder the motif of public construction activity. Whether the consideration of motif of public construction will hinder the profit of private company? So , the quality of human resource is a key element for government and private to reach their goal. In order to reduce cost and human resource , government usually authorize private company to operate . The contract of government usually has requirement for human resource that private company employ. When gained their profit ,private company will control human resource  and reduce cost.
    This dissertation is focus on Center for women of TAOYOAN country , Community Center of South District , and National Taiwan Science Education Center .Using the document to support the relationship between character of human resource and the operation of organization and using the questionnaire to analysis the relationship between human character and performance. This dissertation also use statistic data to examine every explanation of hypothesis.
    Although every hypothesis result is fail by using analysis result , the primary problem is every capital exchanges that effect to each other. There are 25 results that effect capital exchanges .Because Regression Analysis result is not prominence ,  our research is focus on the part that effect human capital and we do not discuss   other capitals that effect performance .Finally , in our research we can find that a stabile environment can help employee to create their potential , satisfy their working achievement , and increase their Organization performances .

論文目次
論文目次..................................................Ι
表目錄..................................................III
圖目錄...................................................IV
第壹章  緒論..............................................1
　　　第一節 研究背景與研究動機...........................1
　　　第二節研究目的......................................2
   　 第三節研究流程......................................3
　　　第四節論文架構......................................4
第貳章  文獻探討..........................................5
　　　第一節  人力資本....................................5
　　　第二節  人力資本衡量指標...........................12
      第三節  人力資本與組織績效之關聯...................17
第參章　研究設計.........................................25
　　　第一節  觀念性架構.................................25
　　　第二節  研究設計...................................26
　　　第三節  研究模型...................................27
第四節	研究假設........................................28
第五節	研究對象........................................28
      第六節　衡量工具及資料分析方法.....................29
第肆章  實證結果與分析...................................32
      第一節  問卷基本資料分析...........................32
      第二節  各構面因素萃取及效度分析...................34
      第三節  信度分析...................................40
      第四節  各變數之相關分析...........................40
      第五節  各變數間之廻歸分析.........................42
      第六節  市場價值之五大層面.........................49
      第七節  訪談時程及訪談結果彙整.....................52
第五章  結論與建議.......................................54
      第一節  研究結論...................................54
      第二節  後續研究價值...............................55
參考文獻.................................................56
附錄1:問卷...............................................60
附錄2:深度訪談同意書.....................................64

表目錄            
表2-1  人力特質文獻整理表.................................9
表4-1  樣本背景變項之次數分配資料敘述性統計..............33
表4-2  能力構面的KMO與Bartlett檢定.......................35
表4-3  專業構面的KMO與Bartlett檢定.......................35
表4-4  技術構面的KMO與Bartlett檢定.......................35
表4-5  經驗構面的KMO與Bartlett檢定.......................36
表4-6  組織文化構面的KMO與Bartlett檢定...................36
表4-7  能力構面因素萃取及效度分析........................37
表4-8  專業因素萃取及效度分析............................38
表4-9  技術因素萃取及效度分析............................38
表4-10 技術因素萃取及效度分析............................39
表4-11 組織文化構面因素萃取及效度分析....................39
表4-12 各構面因素之信度值................................40
表4-13 研究變數相關係數表................................41
表4-14 行銷因素對其他因素廻歸分析摘要表..................42
表4-15 流程因素對其他因素廻歸分析摘要表..................43
表4-16 已備專業因素對其他因素廻歸分析摘要表..............43
表4-17 在職訓練因素對其他因素廻歸分析摘要表..............44
表4-18 員工認知因素對其他因素廻歸分析摘要表..............45
表4-19 防護能力因素對其他因素廻歸分析摘要表..............46
表4-20 維護設施因素對其他因素廻歸分析摘要表..............46
表4-21 背景資料因素對其他因素廻歸分析摘要表..............47
表4-22 支援因素對其他因素廻歸分析摘要表..................47
表4-23 公司制度因素對其他因素廻歸分析摘要表..............48
表4-24 員工態度因素對其他因素廻歸分析摘要表..............49
表4-25 五大資本轉換圖....................................51
表5-1  研究結果彙整......................................54

圖目錄             
圖 1-1  論文架構圖........................................3
圖 3-1　觀念性架構圖.....................................25
圖 4-1  市場價值組織圖...................................50

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