臺灣博碩士論文加值系統

在日漸詭譎多變的產業環境下，以往扮演台灣經濟起飛支柱的中小企業，無不面臨轉型之需要。從資源基礎的觀點來看，傳統勞力密集或是以代工為主的產業將逐漸失去競爭優勢。許多學者皆認為，組織的創新氣候與組織所擁有的人力資本，對組織的轉型是重要的立基。因此，探討台灣的中小企業如何運用其本身所擁有的能力，達到成功推動技術創新轉型的目的，將是本研究所欲探究的主題，期能提供在激烈競爭，眾強環伺的中小企業參考。
本研究從經濟部專為中小企業廠商成立的獎項與補助網頁上的廠商為母體，選取近三年來曾得獎或獲得補助的中小企業共423家，回收130份有效問卷，針對此樣本，透過驗證性因素分析、信度分析、變異數分析、結構方程模式與巢狀分析等統計方法進行資料分析與驗證。實證分析結果發現：
1. 組織創新氣候程度愈強的中小企業，愈有助於其核心能力之強化。
2. 愈具備人力資本的中小企業，愈有助於其核心能力之強化。
3. 核心能力愈強的中小企業，愈有助於驅動技術創新轉型。
4. 組織創新氣候能藉由核心能力的中介，正向且顯著的驅動技術創新轉型。
5. 人力資本能藉由核心能力的中介，正向且顯著的驅動技術創新轉型。
6. 不同產業別、成立年數、創新轉型活動投資佔營業額的百分比、公司員工人數與創新團隊員工人數，在組織創新氣候、人力資本、核心能力與技術創新轉型這四個構面上，部份具有顯著性的差異。

In the gradually volatile industry environment, small and medium enterprises (SMEs) that used to be the support for Taiwan’s economy growth have been in face of an urgent need for transformation. From the resource-based view, traditional labor-intensive or OEM industries will gradually lose their competitive advantages. Many scholars have proposed that organizational innovation climate and human capital possessed by organizations will make up an important niche for organizational transformation. Thus, this study attempted to investigate how local SMEs use their existing competence to successfully achieve technology innovative transformation, in hope of providing a reference for SMEs in this highly competitive industry environment.
This study referred to the official website of Ministry of Economics (MOE) and selected the SMEs that received awards or subsidies as the population. A total of 423 SMEs received either awards or subsidies from MOE in the past three years were selected. Questionnaires were distributed to these SMEs, and 130 valid copies were collected. Factor analysis, validity analysis, variance analysis, structural equation model, and nested-model analysis were employed to analyze and verify the collected samples. Empirical findings include:
1. SMEs with a stronger level of organizational innovation climate are more benefited in the buildup of core competence.
2. SMEs with more human capital are more benefited in the buildup of core competence.
3. SMEs with stronger core competence are more benefited in driving technology innovative transformation.
4. Organizational innovation climate can positively and significantly drive technology innovative transformation through the mediation of core competence.
5. Human capital can positively and significantly drive technology innovative transformation through the mediation of core competence.
6. Different types of industries, years of establishment, percentages of investment on innovation transformation in revenue, numbers of employees, and numbers of innovation team members have partially significant differences in the four dimensions, namely organizational innovation climate, human capital, core competence, and technology innovative transformation.

摘 要 II
ABSTRACT III
目 錄 V
表 目 錄 VII
圖 目 錄 IX
第一章 緒論 - 1 -
第一節 研究背景與動機 - 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 中小企業 - 7 -
第二節 組織創新氣候 - 9 -
第三節 人力資本 - 16 -
第四節 核心能力 - 24 -
第五節 技術創新轉型 - 32 -
第六節 各變項間關係推導 - 38 -
第三章 研究方法 - 47 -
第一節 研究架構 - 47 -
第二節 研究假設 - 49 -
第三節 研究變項之操作性定義與衡量 - 50 -
第四節 抽樣方法與樣本 - 57 -
第五節 因素分析與信度分析 - 60 -
第四章 實證結果與分析 - 66 -
第一節 不同企業特性在各構面間的差異性分析 - 66 -
第二節 研究架構整體模式分析 - 74 -
第五章 結論與建議 - 91 -
第一節 結論 - 91 -
第二節 研究建議 - 94 -
第三節 研究限制 - 96 -

參考文獻 - 97 -
中文文獻 - 97 -
英文文獻 - 99 -
附錄 - 110 -
問卷信函 - 110 -
問卷 - 111 -

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