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研究生:蔡淑美
研究生(外文):TSAI, SHUMEI
論文名稱:技術關鍵人員流入對知識創新和知識相依的影響
論文名稱(外文):THE EFFECT OF KEY TECHNOLOGISTS INFLOW ON KNOWLEDGE INNOVATION AND KNOWLEDGE DEPENDENCE
指導教授:陳銘薰陳銘薰引用關係
指導教授(外文):Chen, Ming Shiun
學位類別:博士
校院名稱:國立臺北大學
系所名稱:企業管理學系
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:2007
畢業學年度:95
語文別:中文
論文頁數:108
中文關鍵詞:知識相依知識創新人員流動路徑相依知識移轉資源基礎
外文關鍵詞:InnovationKnowledge DependenceEmployee TurnoverPath DependenceKnowledge TransferResouce Based View
相關次數:
  • 被引用被引用:6
  • 點閱點閱:538
  • 評分評分:
  • 下載下載:268
  • 收藏至我的研究室書目清單書目收藏:0
挖角行為一直盛行於所有產業,雖然聘僱同業精英人才的作為被視為有助於組織績效,但一直缺少實證研究加以證實。本研究旨在探討聘僱同業技術關鍵人員能否成為改變廠商技術軌跡和提昇知識創新的手段;並進一步探討流入人員的來源背景差異和數量,對知識相依和知識創新的影響程度和限制。
本研究以台灣和美國半導體廠商為研究對象,運用美國專利商標局之專利資料庫1976-2006年的專利資料作為資料來源,以負二項迴歸進行實證分析。研究結果顯示,
1.聘僱同業技術關鍵人員有利於知識創新績效。流入技術關鍵人員的來源不會影響知識創新績效,但流入人數與創新績效間的關係呈倒U型曲線關係。
2.聘僱不同來源的同業技術關鍵人員可以降低流入廠商的知識相依程度,但是隨著人數的增加,知識相依程度上升的幅度比降低的幅度更大。
在管理意涵上,本研究證實人力資源是有力的競爭武器,挖角策略可以作為廠商提昇創新績效和改變技術軌道的良好手段。
Employing the talent from competitors is regarded as the useful strategy to acquire additional performance, but there is little evidence to prove it. This paper examines the possibility that employing key technologists from other firms in the same business would enchance the innovation and impact the technology trajectory, especial focus on the background and number of employed technologists. This study is aimed at semiconductor firms in USA and Taiwan that hired inventors from their competitors. The results are based on 1976-2006 patent data from U.S. Patent and Trademark Office patent database and statistical findings from negative binomial regressions.
This study demonstrates that the firms performed better when they hired the inventors from competitors. But the performance of innovation and the number of raided inventors are related in curvilinear owing to potential beneficial effects of mobility at moderate levels.This study also shows that the hiring firm is less knowledge dependence when the background of flow-in inventors are more variant, but the rate of knowledge dependence speeds quicker than the number of technologists employed.
This results support the idea that mobility is a useful tool to enchance the performance of innovation. When hiring-to-innovation is applied, the number and quality of target human resource should match the future direction of knowledge trajectory and strength of inertia.
第一章 緒論 1
第一節 研究動機 1
第二節 研究問題與研究目的 3
第三節 研究流程與章節安排 5
第四節 名詞定義 6
第二章 文獻探討 7
第一節 知識移轉(KNOWLEDGE TRANSFER) 7
第二節 人員媒介與資訊豐富理論(INFORMATION RICHNESS THEORY) 22
第三節 路徑相依(PATH DEPENDENCE)理論 31
第四節 人員流動(LABOR TURNOVER) 38
第三章 研究設計 43
第一節 研究假設 43
第二節 研究變數定義 50
第三節 資料蒐集與統計方法 55
第四章 資料分析 57
第一節 樣本結構 57
第二節 研究變項基本屬性分析 61
第三節 變數相關分析 67
第四節 迴歸分析 75
第五章 結論與研究限制 84
第一節 結論 84
第二節 研究限制和未來研究方向 88
參考書目 90
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