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研究生:張士峰
研究生(外文):Shih-feng Chang
論文名稱:組織能力、組織能耐、組織動能與競爭優勢之關聯性的探討
論文名稱(外文):A Study on the Relationships among Organization Ability, Organization Competence, Organization Dynamic Capability and Competitive Advantage
指導教授:方世榮方世榮引用關係賴其勛賴其勛引用關係
指導教授(外文):Shyh-rong FangChi-shiun Lai
學位類別:碩士
校院名稱:國立雲林科技大學
系所名稱:企業管理系碩士班
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2003
畢業學年度:91
語文別:中文
論文頁數:96
中文關鍵詞:組織能耐組織動能競爭優勢組織能力
外文關鍵詞:organization abilitycompetitive advantageorganization competenceorganization dynamic capability
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以往,企業只要製造或研發出好的產品,自然能獲得顧客的青睞,而為其創造利潤,並帶來領先的競爭優勢。如今,由於時代和環境的變化,使企業間的競爭變得愈來愈激烈,導致企業原先的競爭優勢面臨著重大的考驗與挑戰。因此,企業必須回歸基本面,重新檢視和思考,並使用適當的策略來搭配,以提升其競爭優勢。
由於迄今尚無一套針對企業內部本質與外部資源結合的整合性模型來教導企業如何創造競爭優勢,即使Hamel & Prahalad(1990)率先提出組織能耐有助於提升企業的競爭優勢之概念,但在具體做法的建議上仍稍嫌不夠具體及不夠完整。有鑑於此,本研究擬以上述觀念為主軸,從組織能力、組織能耐及組織動能的觀點來建構一個影響企業建構及維持競爭優勢之概念性架構,並探討因素間的關聯性,期能提出一個洞察攸關於企業競爭優勢的本質及來源之新觀點,而且,亦將它命名為”核心錐模式(Core Cone Model)”。
為了驗證理論與實務的差距,本研究選取天下雜誌2002年針對國內1000大製造業、500大服務業及100大金融業所做的產業調查對象作為研究主體,並以50%的比率進行比率分層抽樣法,結果共寄發714份問卷,回收有效問卷359份,有效回收率為50.28%。至於在分析上,則同時採用SPSS 10.0及LISREL 8.3,並根據樣本回收資料進行資料的分析與構念間實質關係的檢測。
結果發現:(1)當企業愈重視組織動能的建構與維持時,則它就愈能獲得競爭優勢;(2)當企業愈重視組織能力的建構與維持時,則它就愈會透過組織間關係策略進行專屬性投資;(3)當企業愈重視組織能耐的建構與維持時,則它就愈會透過組織間知識管理策略進行知識移轉;(4)當企業愈重視與對方發展組織間知識管理策略,則愈有助於提升其組織動能。
此外,亦有三個額外發現:(1)組織間關係策略會正向顯著的影響組織間知識管理策略,(2)組織能耐可直接正向顯著的影響並轉換成組織動能,(3)組織能力可直接正向顯著的影響並轉換成組織動能。
最後,據此向後續研究者及業界做出具體且可行的建議。
In the past, if firms can manufacture or research and develop good products, they would get competitive advantage; but now, as era and environment changing, making them competing more violently, and leading them facing more challenges than before. So, they must recheck their main characteristics and use fit strategies to promote their competitive advantage.
Basing on these reasons, and there are many literatures about competitive advantage, but still no one developed an integrative model about combining firm’s internal nature and external resources so far. Even though, Hamel & Prahalad(1990) disclose the concept about organization competence increasing competitive advantage; however, it’s not concrete and not completely in the suggestion. In view of this, I explore the relationships among organization ability, organization competence, organization dynamic capability and competitive advantage, constructing a conceptual framework, expecting to bring up a new viewpoint of understanding the nature and sources of firm’s competitive advantage, and naming it “Core Cone Model”.
In order to examine the differences between theory and practice, I choose the preceding 1000 large manufacturing companies, 500 large servicing companies, and 100 large banking companies as research targets in this study. I use proportionate stratified sampling, and the rate of sampling is 50%, so I mail 714 copies of questionnaires, 359 effective copies are retrieved, and the effective rate of retrieve is 50.28%. And then, I use SPSS10.0 and LISREL 8.3 as analysis tools.
Finally, I find out: (1) When firms attach more and more importance to establish and maintain organization dynamic capability, they can get competitive advantage easier; (2) When firms attach more and more importance to establish and maintain organization ability, they can proceed more and more specialized investments through inter-organizational relationship strategy; (3) When firms attach more and more importance to establish and maintain organization competence, they can proceed more and more knowledge transfer through inter-organizational knowledge management strategy; (4) When firms attach more and more importance to develop inter-organizational knowledge management strategy with their partner suppliers, they can increase their organization dynamic capability easier.
In addition, I also find out: (1) Inter-organizational relationship strategy can affect inter-organizational knowledge management strategy positively and significantly; (2) Organization competence can affect and transfer to organization dynamic capability positively and significantly; (3) Organization ability can affect and transfer to organization dynamic capability positively and significantly.
At last, according to the conceptual framework and research findings, I provide some meaningful suggestions to further studies and firms.
中文摘要………………………………………………………………………………...i
英文摘要……………………………………………………………………………….iii
誌謝……………………………………………………………………………………..v
目錄………………………………………………………………………………….....vi
表目錄………………………………………………………..……………………….viii
圖目錄…………………………………………………………………………………..x
一、緒論…………………………………………………………….………………..…1
1.1 研究動機………………………………………………………………………1
1.2 研究目的………………………………………………………………………2
1.3 研究範圍………………………………………………………………………2
1.4 論文結構與研究流程…………………………………………………………2
二、文獻探討……………………………………………………………………………5
2.1 組織能力之相關文獻…………………………………………………………5
2.2 組織能耐之相關文獻…………………………………………………………7
2.3 組織動能之相關文獻………………………………………..………………10
2.4 競爭優勢之相關文獻………………………………………………………..13
2.5 組織間關係策略之相關文獻………………………………………………..16
2.6 組織間知識管理策略之相關文獻………………………………………..…21
2.7 各構面的關聯性之相關文獻…………………………………………..……24
三、研究方法…………………………………………………………………………..28
3.1 觀念性架構………………………………………………………………..…28
3.2 研究假設………………………………………………………………..……29
3.3 研究變數與操作性定義……………………………………………………..33
3.4 研究設計……………………………………………………………………..36
3.5 資料分析方法與流程………………………………………………………..41
3.6 整體的信度與效度分析……………………………………………………..44
四、資料分析與研究發現……………………………………………………….…….48
4.1 樣本公司的基本資料分析…………………………………………………..48
4.2 敘述統計分析………………………………………………………………..52
4.3 因素分析………………………………………………………………..……56
4.4 線性結構關係模式分析…………………………………………………..…63
五、結論與建議…………………………………………………………………..……74
5.1 結論……………………………………………………………………..……74
5.2 建議……………………………………………………………………..……77
5.3 研究限制……………………………………………………………………..78
5.4 研究貢獻…………………………………………………………………..…79
參考文獻………………………………………………….………………...…….……81
問卷………………………………………………………………………………….…92
自傳………………………………………………………………………………….…96
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