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研究生:梁家俊
研究生(外文):Chia- Chun Liang
論文名稱:影響高科技廠商創新活動執行因素之研究
論文名稱(外文):Study on the Factors Affecting the Implementation of Innovative Activities in High-tech Firms
指導教授:鍾宜展鍾宜展引用關係
指導教授(外文):Yi- Chan Chung
學位類別:碩士
校院名稱:元培科技大學
系所名稱:企業管理研究所
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
畢業學年度:101
語文別:中文
論文頁數:49
中文關鍵詞:創新活動領導風格組織學習新產品開發績效
外文關鍵詞:Innovative activitiesLeadershipOrganizational learningNew product development performance
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本研究以台灣高科技產業為研究對象,探討領導風格、組織學習程度、組織文化類型、創新活動執行程度之影響,以及創新活動執行程度與新產品開發績效之關聯性,本研究是以台灣三大科學園區670家高科技廠商為研究對象,以郵寄發放問卷的方式收集相關之資料,有效回收樣本為 89 家,問卷填答者為公司的主管,研究結果顯示領導風格不同,對於創新活動的執行程度具有顯著不同程度的影響;組織學習程度越高,對於創新活動執行程度具有顯著正向的影響;理性型文化、層級型文化、共識型文化、發展型文化的程度均顯著的影響創新活動的執行程度。因此高科技產業可藉由重視目標取向型、體恤支持型、創新適應型的領導風格,強化組織學習程度,結合並運用理性型文化、層級型文化、共識型文化、發展型的文化此四種文化的特質,以提升創新活動的執行程度,進而達成提升新產品開發績效的目標。
This study treated the high-tech industry of Taiwan as the target to probe into the relationships among leadership, level of organizational learning, type of organizational culture, level of implementation of innovative activities, and new product development performance. Research subjects were 670 high-tech firms in the three major science parks of Taiwan. A questionnaire survey was conducted by mail, and 89 valid samples were retrieved. The respondents were the supervisors of the firms. According to research findings, different types of leadership significantly and differently influence the level of implementation of innovative activities. When the level of organizational learning is high, it positively and significantly influences level of implementation of innovative activities. The levels of rational culture, hierarchical culture, consensual culture and developmental culture significantly influence level of implementation of innovative activities. Thus, high-tech industry can enhance organizational learning by goal-oriented, caring and supportive, and innovative and adaptive leadership. By combining and adopting the characteristics of rational culture, hierarchical culture, consensual culture and developmental culture, firms can enhance the level of implementation of innovative activities in order to upgrade new product development performance.
中文摘要 I
Abstract II
圖目錄 V
表目錄 VI
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 論文架構 2
第二章 文獻探討 4
2.1 領導風格 4
2.2 組織學習 4
2.3 組織文化 5
2.4 創新活動 5
2.5 新產品開發績效 6
2.6 領導風格與創新活動執行程度 7
2.7 組織學習程度與創新活動執行程度 7
2.8 組織文化類型與創新活動執行程度 8
2.9 創新活動與新產品開發績效 8
第三章 研究方法 9
3. 1 研究架構 9
3. 2 研究假設 11
3. 3 問卷收集與資料分析 11
3. 4 使用的統計方法 11
3.5 變數的衡量方式 12
3.5.1領導風格之衡量 12
3.5.2組織學習程度之衡量 13
3.5.3組織文化類型之衡量 14
3.5.4創新活動執行程度之衡量 15
3.5.5新產品開發績效之衡量 16
3.5.6企業特性之衡量 16
第四章 資料分析 17
4.1樣本描述 17
4.2信度分析 19
4.3樣本關聯性之分析 21
4.3.1領導風格與創新活動執行程度之變異數分析檢定 21
4.3.2組織學習與創新活動執行程度之關聯性 22
4.3.3組織文化與創新活動執行程度之關聯性 24
4.3.4創新活動執行程度與新產品開發績效之關聯性 26
4.4背景變項的影響 28
4.4.1高科技廠商對於創新活動執行程度 29
第五章 結論與未來研究方向 31
5.1結論 31
5.1.1領導風格與創新活動的執行程度之關係 31
5.1.2組織學習與創新活動的執行程度之關係 31
5.1.3組織文化對於創新活動的執行程度之關係 31
5.1.4創新活動的執行程度與新產品開發績效之關係 32
5.2未來研究方向 32
參考文獻 33
附錄 39

一、中文部分
1.周玲香,競值架構領導型態應用在派遣人員對組織公平、組織承諾及組織效能之研究,國立中正大學企業管理研究所碩士論文,2009。
2.莊立民,組織創新模式建構與實證之研究-以臺灣資訊電子業為例,國立成功大學企業管理研究所博士論文, 2002。
3.孫瑞霙,競值架構下領導型態、組織文化與組織效能之研究—以台灣地區技術學院為例,國立台北大學企業管理學系博士論文,2002。


二、英文部分
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1. 組織創新模式建構與實證之研究---以台灣資訊電子業為例
2. 競值架構下領導型態、組織文化與組織效能之研究---以台灣地區技術學院為例
3. 競值架構領導型態應用在派遣人員對組織公平、組織承諾及組織效能之研究
4. 領導型態、企業文化對學習型組織運作與員工工作滿足之關聯性研究
5. 運用結構方程模式探討領導型態、組織文化、組織學習、工作滿足、組織承諾以及組織績效之關係--以台灣地區人壽保險業為例
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