臺灣博碩士論文加值系統

過去研究強調組織學習與競爭優勢間之關連性，然而組織不會學習，只有鑲嵌在組織中的「人」才會學習。因此，個人學習所產生的任務績效，才是有助於組織績效之達成。因此，在組織的整體環境下，組織學習與個人績效之關連性應加以探討。然而，綜合過去組織學習與個人績效之研究，兩者之關連性呈現正負皆存在的不一致性。因此，本研究運用跨層次概念與方式，將組織學習與任務績效分別置於組織的不同層級，以實證的研究方式探討，期以獲取更加完整之結論。組織除了藉由學習獲取競爭優勢外，在變動日趨快速的環境下，組織應具備並加強本身之動態能力，以調整並適時改變既有規則，以增加組織績效。而動態能力亦是由組織中的個體所產生。當組織中的員工能夠洞察及理解外在環境改變，就能夠調整本身學習及達成任務之方式。故如同組織學習之面向，本研究採用跨層次之概念與方式，探討動態能力對個人任務績效間之關連性。本研究以台灣科學園區及鄰近工業區的研發工程師為對象，共獲30家企業支持進行施測，包含主管30人及員工229人。在刪除無效樣本後，共計25份主管問卷及192份員工問卷。分析結果顯示，組織學習和動態能力分別對組織績效具有正向顯著影響。個人學習對任務績效亦具有正向的顯著影響。然而，在跨層級方面，動態能力對任務績效之主效果和干擾效果皆是正向的影響。組織學習對任務績效之主效果和干擾效果皆是負向顯著影響。故本研究之貢獻，主要是藉由多層級特性之方法進行檢測，以對於組織學習、動態能力、個人學習和績效間，具有更深入的了解。在過去組織學習的研究中，多只限於單一層級的分析(例如，個體、群體、組織階層)，導致結果具階層偏誤。故本研究認為，雖然單一層級研究可被使用，但結果將會導致不完整和錯誤之觀念。而為了避免此情況之發生，本研究採用多層級理論，並提出組織多層級之架構研究，藉此以提供理論和實務之結果。

The purpose of this paper focuses on three points. The first is about organizational level. Organizational learning and dynamic capability will be positively related to organizational learning individually. Secondly, individual learning will be positively related to task learning in individual level. The third purpose is the cross level of these. Organizational learning and dynamic capability in organizational level will be positively or negatively related to task learning. In addition, among organizational level with higher level of perceived organizational learning or dynamic capability, employees with learning capability will be associated with stronger or weaker the task performance. We propose an approach that these relationships test via Hierarchical Linear Model (HLM) analysis carried out with a sample of 25 industrial companies and 192 employees of R&D department from the high-tech company locating in the science parks and industrial parks in Taiwan. The outcomes of the application are appropriate for organizational learning will lead to the better task performance and influence the relationships between individual learning and task performance. Besides, the company should possess dynamic capability which adjust and change the rules in order to adapt the environment. It will have the good organizational achievement.

表目錄 iii
圖目錄 iv
第一章 緒論 1
第一節 研究動機 2
第二節 研究目的 4
第二章 文獻探討與假設推導 5
第一節 理論基礎 5
第二節 假設推導 11
第三章 研究方法 17
第一節 觀念性架構 17
第二節 樣本與資料收集 18
第三節 變數之操作型定義與衡量 18
第四節 資料分析方法 21
第五節 信度與效度檢定 24
第四章 資料分析 27
第一節 敘述性統計分析 27
第二節 階層線性模型 28
第三節 迴歸分析 33
第五章 結論與建議 34
第一節 研究結論 34
第二節 管理意涵 37
第三節 研究限制與後續研究建議 39
參考文獻 40
附錄一 研究問卷_主管 46
附錄二 研究問卷_員工 49
附錄三 探索性因素分析 52
附錄四 驗證性因素分析 53

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