臺灣博碩士論文加值系統

在面臨當今巨變的環境當中，企業無不致力於持續創新並建立企業間之網絡合作關係以降低衝擊來獲取競爭優勢。過去的許多研究並指出，為了達成組織的創新與能力，組織必須持續不斷的學習。除了組織學習外，許多學者指出社會資本也為一重要因素，由於社會資本可以藉由最小化資源閒置，以幫助企業增進資訊傳遞效率，透過社會資本，組織可以間接或直接的提升組織的創新能力，幫助企業適應環境，增進組織間相互合作以提高創新能力。
然而，過去文獻卻顯少評估社會資本、組織學習對組織創新所產生之綜效影響，亦甚少透過實證研究的方式，探討社會資本與組織學習之互動，在組織創新上所扮演之干擾效果。因此，針對以上之研究議題，本研究以文獻整合及實證分析之方式，採取台灣北、中、南各縣市中小企業會員為樣本進行研究問卷調查，藉由問卷分析調查結果來探討社會資本、組織學習對組織創新之影響，其結果對於企業如何提高創新能力，將具有指標性之作用，且對學術界未來之理論推展與企業界之實務運用都甚具參考價值。
本研究結果顯示，社會資本愈活絡有助於提升組織學習之成效，組織學習成效愈好，其組織之創造力愈強；以及社會資本與組織學習兩者間對組織創新亦產生部分顯著之綜效影響。

In order to be able to seize the opportunity that a dynamic operating environment opens up, promoting innovation ideas and building cooperative relationship of network between enterprises are two of the most important issues for firms to achieve competitive advantage. Recent studies contended that organizational learning should be considered seriously to promote innovation and capability.
In addition, studies have also stated that social capital is a critical influential factor that provides either direct effects or indirect effects on innovation. It is suggested that social capital helps firms to expedite the efficiency of information diffusion through minimizing redundancy. Social capital aids to adaptive efficiency and to encourage cooperative behavior and innovative organization.
However, very little studies have evaluated the synergistic effects of organizational learning, social capital on a firm’s innovation. Seldom studies have empirical tested the moderating effects for the interaction of social capital and organizational learning on the innovation. This study intends to fill these research gaps and develops a research model to integrate the above research variables.To adopt the samples which are the middle-small size businesses around the area of the north,the center and the south in Taiwan. Empirical validation for the research model will be done through a series of expert interview and questionnaire survey. Also by means of the integration of theories and the analysis of practice. It is expected that the results of this study could provide a breakthrough on how to promote innovation capability, which can be extended by academia and practitioners for their further theoretical validation and practical application. The research indicated that the more dynamic social capital will be the more promoting effects for organizational learning , the better for the effect of organizational learning means the stronger for innovative capability of organization.Both of social capital and organizational learning showed the significant effect for organizational innovation.

中文摘要 i
Abstract ii
誌謝 iii
目錄 iv
表目錄 vi
圖目錄 vii
第一章 緒論 1
1.1 研究背景與動機 1
1.2 研究目的 2
1.3 研究步驟 3
第二章 文獻探討與假設 4
2.1 社會資本 4
2.2 組織學習 8
2.2.1 學習型組織 9
2.2.2 學習型組織與組織學習 10
2.3 創新 12
2.4 組織創新 15
2.5 社會資本與組織學習關係 18
2.6 社會資本與組織創新關係 19
2.7 社會資本及組織學習之互動關係對組織創新關係 20
第三章 研究設計 22
3.1 研究架構 22
3.2 研究方法 23
3.2.1 文獻探討 23
3.2.2 問卷調查與分析 23
3.3 研究範圍及抽樣設計 23
3.4 研究變項(基礎構面)及操作性定義 24
3.4.1 社會資本 24
3.4.2 組織學習 24
3.4.3 組織創新 25
3.5 資料分析方法 27
3.5.1 敘述性統計分析 27
3.5.2 信度與效度分析(Reliability Analysis) 27
3.5.3 變異分析(ANOVA) 29
3.5.4 各基礎構面之互動分析 29
第四章 研究內容實證分析 30
4.1 敘述統計分析 30
4.1.1 樣本資料敘述統計分析 30
4.1.2 各構面資料敘述統計分析 33
4.2 因素及信度分析 37
4.2.1 社會資本構面分析 37
4.2.2 組織學習構面分析 38
4.2.3 組織創新構面分析 39
4.3 相關分析 41
4.3.1 社會資本構面對組織創新構面之相關分析 41
4.3.2 社會資本對組織學習之相關分析 42
4.3.3 組織學習之系統思考、改善心智模式及自我超越對組織創新之產品創新、市場潮流、製程創新及管理創新之相關分析 43
4.4 變異數分析 44
4.4.1 職稱對組織創新變異數分析 44
4.4.2 成立年限對組織創新變異數分析 44
4.4.3 公司產業別對組織創新變異數分析 44
4.4.4 員工人數對組織創新變異數分析 45
4.4.5 資本額對組織創新變異數分析 45
4.4.6 公司所在地對組織創新變異數分析 45
4.5 迴歸分析 46
4.5.1 社會資本對組織學習之迴歸分析 46
4.5.2 社會資本對組織創新之迴歸分析 47
4.5.3 組織學習對組織創新之迴歸分析 47
4.5.4 社會資本與組織學習之交互作用對組織創新之層級迴歸分析 48
第五章 結論與建議 50
5.1 研究結論 50
5.1.1 社會資本與組織學習之關係 50
5.1.2 社會資本與組織學習分別對於組織創新之關係 51
5.1.3 社會資本與組織學習的交互作用對於組織創新之關係 51
5.2 研究建議 53
5.2.1 對企業界建議 53
5.2.2 管理意涵 53
5.3 後續研究建議 54
5.4 研究限制 54
附錄一 參考文獻 55
一、中文部分： 55
二、英文部份： 57
附錄二 問卷 65

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