臺灣博碩士論文加值系統

知識已成為企業最重要的策略性資源。如何透過有效的組織學習以提昇組織知識的價值，將是21世紀企業獲取競爭力重要的課題。因此，人才培育與知識的不斷學習與更新，已愈顯重要。欲將知識不斷創新、累積、擴散及運用，則有賴人力資源充分的發揮；而透過組織學習來提昇人力資源管理效能，將進一步掌握資訊時代之競爭優勢。因此，如何利用人力資源管理創新來提昇組織核心能力，已成為企業重要的課題。
本研究利用問卷調查的方式來探討組織學習、人力資源管理創新、人力資本、組織核心能力之間的關係。有效問卷130份來自中小企業人力資源主管，透過因素分析、信度分析及線性結構方程式(SEM)來驗證各研究構念的關係。結果發現組織學習有助於企業實行創新性人力資源管理活動、累積人力資本及提升組織之核心能力，實行創新性人力資源管理活動及優厚之人力資本有助於提升組織核心能力。組織學習可透過企業實行不同的創新性人力資源管理活動或所累積的人力資本的中介角色，來提升組織之核心能力；再者，創新性人力資源管理活動可透過人力資本之累積的中介角色，提升組織之核心能力。故本研究建議台灣中小企業應盡可能建立持續學習之組織文化，甚至轉型為學習型組織，以激發人力資源部門實行創新性的管理制度，累積組織之人力資本，進而提升組織之核心能力，得以在全球化的競爭環境下，走出自己的經營之路，達成永續經營之目標。

Knowledge is becoming the most important strategic resource of the enterprise. How to enhance the value of organizational knowledge by organization learning is the key factor in acquiring the enterprises’ competitiveness in the 21st century. Significantly, it is essential for the enterprise to develop knowledge management in terms of personnel training, continuous learning and keeping update of latest knowledge. In order to continuously innovate, accumulate, distribute and apply the knowledge, the human resource function must be fully implemented. Through the efficient management of human resource, the advantages of competitiveness in computing era can be further obtained. Therefore, how to efficiently apply Innovation Human Resource Management to enhance the core competence of the enterprise is becoming very important subject.
The purpose of this research is to study relationship of the organization learning, Innovation Human Resource Management, Human Capital and the core competence of organization by using questionnaire survey. The 130 samples of effective questionnaire from the human resource manager of Small and Medium Firms in Taiwan are applied by using Factor analysis , consistency analysis and SEM. The result shows that the organization learning is helpful for the enterprise to implement Innovation Human Resource Management activity, accumulate human capital and enhance core competence of organization. Therefore it is suggested Small and Medium Firms establish the continuous learning organization culture. From then move forward to Organization Learning to arouse human resource department implement Innovation Human Resource Management, accumulate human capital and enhance core competence of organization. Finally the enterprise can find out its way to sustainable manage in this globally competitive environment.

誌謝 I
摘要 II
ABSTRACT III
目錄 IV
表目錄 VI
圖目錄 VIII
第一章 緒論 1
第一節 研究動機與背景 1
第二節 研究目的 4
第三節 研究範圍 5
第四節 研究流程 6
第二章 文獻探討 7
第一節 組織學習 7
第二節 創新性人力資源管理 26
第三節 人力資本 39
第四節 核心能力 54
第五節 各變項間之關係 63
第三章 研究方法 74
第一節 研究架構 74
第二節 研究假說 75
第三節 研究變項之操作性定義與問卷設計 77
第四節 抽樣設計與樣本分析 90
第五節 資料分析方法 93
第六節 效度與信度分析 97
第七節 研究限制 106
第四章 實證結果與討論 107
第一節 研究變項基本特性資料分析 107
第二節 各變項間之複迴歸分析 116
第三節 研究架構整體式分析 124
第四節 不同企業特性在各變項的差異分析 139
第五章 結論與建議 145
第一節 結論 145
第二節 管理意涵與建議 148
參考文獻 151
一、 中文部份 151
二、 英文部份 153
附錄 163

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