人力資源管理在企業的組織編制中，越來越受到重視，企業對於人員職能的提升與運用，已漸漸脫離以往的行政作業層次。台灣的保全產業來自仿效日本的保全產業模式建立，因仿效繼而發展出公司內部組織結構分佈與同業之間的人力資源分配接近同形，所以國內的保全業者最初形成的服務型態是由模仿而成型的。本研究搜尋關於人資與保全服務業之研究，發現鮮少有兩者結合之研究，故將人力資源同形運用到研究者所熟悉之產業上，觀察此產業中人力資源同形模仿與競爭之態勢，進而更仔細檢視公司內組織氣候以及組織承諾對於人力資源同形的影響，期望可以有更多不同的研究產出。
本研究是以問卷調查方式獲取初級資料，以進行後續的統計分析，本研究以台灣的個案保全公司為研究對象的抽樣母體，並隨機抽取南部營業所公司為樣本對象。由抽樣結果統計顯示，組織氣候與人資同形之合作活動具有顯著正向關係，組織氣候與人資同形之競爭活動具有顯著正向關係，人資同形之合作活動與組織承諾具有顯著正向關係，人資同形之競爭活動與組織承諾具有顯著正向關係，組織氣候與組織承諾具有顯著正向關係。
在最後建議上，建議可擴充抽樣至個案公司所有營業據點，重新檢視部分題項之內容以及採用質性研究運用訪談方式深入了解在同業間人力資源同形之制度建置想法和邏輯，以健全新興議題之資料。

In regard to an enterprise’s organizational structures, human resource management has drawn more and more attention. Enterprises have gradually departed from the past administrative operation level in regard to the enhancement and utilization of an employee’s competency. The Security Industry model in Taiwan imitated Japan’s Security Industry. Through this process of imitation, companies in the Security Industry have developed internal organizational structures which are pretty similar to the distribution of human resources adopted by other companies’ in the same industry. This study aimed to investigate researches focusing on human resources and security businesses and found very few studies dealing with both. Consequently, in this study, similar human resource management practices, with which the researcher is familiar, have been applied to the Security Industry. The purposes of this study were to observe the imitation and competition of similar human resource management practices in the Security Industry and to further explore the influences of organizational climate and organizational commitment on the similar human resource management practices. This study also expected to generate different research outputs.

This study obtained its preliminary data via questionnaire survey in order to carry out the subsequent statistical analysis. The research object was one of the security companies in Taiwan, used as the sampling population. The company’s southern branch office was selected as the random sample. The statistical results show that there are apparent positive correlations between: organizational climate and cooperative activities; organizational climate and competitive activities; cooperative activities and organizational commitment; competitive activities and organizational commitment; as well as organizational climate and organizational commitment, of similar human resource management practices.

In conclusion, this study suggests that the sampling can be expanded to all of the branch offices of the company. Then the contents of some relevant issues are reexamined, qualitative research adopted and interviews conducted to further understand the concepts and logic of similar human resource management practices in the Security Industry in order to obtain more insights regarding this new topic.

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