臺灣博碩士論文加值系統

面對日益競爭的環境，創新已是企業生存的關鍵，企業若不求創新提升自身的競爭能力，而只求降低成本以換取利潤，終究是在紅海中載浮載沉。然而企業該如何提升自身的創新績效？綜觀過去有關組織創新的研究，大部份都著重於探討轉型領導對組織學習與組織創新績效的影響，但少有研究一併討論員工自我超越對於組織學習與組織創新績效的影響。因此，本研究之目的在探討轉型領導與自我超越對組織學習以及組織創新績效之影響。
本研究以2008年天下雜誌發表之台灣地區一千大企業為母體，進行實證研究，有效的樣本企業共133間，並以線性結構模式與AMOS7.0軟體，驗證本研究所提之各項假設。本研究結果發現：1.轉型領導對組織學習有正向顯著的影響，且會透過組織學習的中介，間接影響組織創新績效；2.自我超越對組織學習有正向顯著的影響，且會透過組織學習的中介，間接影響組織創新績效；3.組織學習對組織的創新績效有正向顯著的關係。因此，企業領導者應該採取轉型領導風格，並在企業內部塑造出適當的環境，以促進員工自我超越的精神，形成組織學習的氛圍，進而提升組織的創新績效。

Innovation is a successful key of fierce competition in the market at present; The corporation is able to keep the competitive advantages by pursuing innovation. Maintaining certain profit margin by lowering the production or operation cost is not only long-term strategy for a corporation. The purpose of this research is to investigate the influences of transformational leadership and personal mastery on its organizational learning and organizational innovation performance.
We investigate the top 1000 Taiwanese company issued by commonwealth magazine of Taiwan in 2008 to precede an empirical study. And the linear structure equation model and AMOS 7.0 of software for data analyses are used to verify the hypotheses. The search provides three outcomes. First, transformational leadership has positive effect on organizational learning, and transformational leadership will influence organization innovation performance through organization learning. Second, personal mastery has positive effect on organizational learning, and personal mastery will influence organization innovation performance through organization learning. Third, organizational learning has positive effect on organizational innovation performance. So the leader of company should used transformational leadership style, stimulate staff personal mastery spirit, form organization learning atmosphere in the company. Finally it raised organization innovation performance.

中文摘要..................................................Ⅰ
英文摘要..................................................Ⅱ
目次......................................................Ⅳ
表次......................................................Ⅴ
圖次......................................................Ⅵ
第一章 緒論................................................1
第一節 研究背景與動機.....................................1
第二節 研究目的...........................................3
第三節 研究流程...........................................4
第二章 文獻探討...........................................6
第一節 轉型領導...........................................6
第二節 自我超越..........................................11
第三節 組織學習..........................................15
第四節 創新績效..........................................22
第三章 研究方法..........................................28
第一節 研究架構..........................................28
第二節 研究假設..........................................29
第三節 研究變項之操作性定義與衡量........................31
第四節 研究設計..........................................35
第五節 資料分析方法......................................38
第六節 信效度分析........................................43
第四章 研究結果分析......................................48
第一節 樣本結構之描述性統計分析..........................48
第二節 研究構面之描述性統計分析與相關分析................51
第三節 結構方程模式分析..................................54
第五章 結論與建議........................................60
第一節 研究結論..........................................60
第二節 管理意涵..........................................63
第三節 研究限制..........................................65
第四節 未來研究建議......................................66
參考文獻..................................................67
一、中文部份..............................................67
二、英文部份..............................................68

壹、中文部份
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