臺灣博碩士論文加值系統

本論文焦點於台灣中小機械企業的組織學習朝向創新文化以改進創新績 效之研究。近年來全球經濟型態也漸漸轉變成以創新為主的知識經濟時代, 最大的組織變革導入知識管理以學習型組織為基礎的工作模式也逐漸形成, 企業以建立全新的知識價值觀並落實知識分享文化,不斷創新以及持續學習 成為組織決勝的關鍵因素。Huang and Li (2009) 的研究指出組織學習可以對 員工教育創新文化且使創新與文化有非常緊密的連結,而組織學習透過創新 文化來提高創新績效。創新文化已經成為當今成功企業的核心競爭力,由於 企業創新文化的獨特性將越來越表現為企業差異化策略和企業的核心競爭力, 創新變成了企業的生命來源,成功的企業家者往往是那些突破傳統遊戲的規 則,敢於大膽創新。本研究所要探討的主要是台灣中部某一家中小機械企業 的組織學習上如何影響創新的文化以達成創新績效,其中從組織學習的三項 內容:資訊的取得、資訊的解釋、行為與認知對創新文化的影響,並藉由創 新文化以影響創新績效。研究結果得知也指出組織學習有助於創新文化,企 業的資訊的取得、資訊的解釋及行為與認知能夠促進企業的創新文化,提高 創新意願及員工學習意願。

This article is focused on the Taiwan’s small and medium-sized machinery enterprise of organizational learning towards innovation culture enhancing innovation performance. In recent years, the global economic model has gradually become the era of Innovation-Oriented knowledge economy, the largest organizational changes into the knowledge management to learning organization- based work model has gradually formed, enterprises to establish a new knowledge and values knowledge sharing culture, continuous innovation and continuous learning become the key factor in organizational success. Huang and Li (2009) have shown that organizational learning can educate employees about innovative culture and have a very close link between innovation and culture, and organizational learning through innovative culture to improve innovation performance. Innovation culture has become the core competitiveness of today's successful enterprises, because the uniqueness of enterprise innovation culture will be more and more performance for the enterprise differentiation strategy and the core competitiveness of enterprises, innovation has become the source of life, successful entrepreneurs are often those who break through the traditional game rules, dare to innovate. This study explores how the organizational learning of a small and medium-sized mechanical enterprise in central Taiwan affects the culture of innovation in order to achieve innovative performance. Among them, three aspects of organizational learning: information acquisition, information interpretation, behavior and cognition on innovation Cultural impact, and through innovative culture to influence innovation performance. The results of the study also show that organizational learning can help to innovate the culture, to obtain the information of the enterprise, to explain the information and the behavior and cognition can promote the enterprise's innovation culture and improve the willingness of innovation and the willingness of the staff to learn.

目次
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 研究對象與範圍...............................4
第四節 研究流程.................................4

第二章 文獻探討.........................................6
第一節 組織學習之相關研究..........................6
第二節 創新文化之相關研究...............................9
第三節 創新績效之相關研究.................10

第三章 研究方法..........................................11
第一節 研究架構..............................11
第二節 組織學習.........................................12
第三節 創新文化................................15
第四節 創新績效...............................16

第四章 個案研究.........................................18
第一節 個案公司的組織簡介...............................18
第二節 問卷設計.........................................22
第三節 個案公司的組織學習、創新文化及創新績效.................26
第四節 個案公司的組織學習對創新文化之影響...............29
第五節 個案公司的創新文化對創新績效之影響.................32

第五章 結論與建議.......................................36
第一節 研究結論.........................36
第二節 策略意涵........................................40
第三節 研究建議...........................................40

參考文獻 ...............................................42
附錄...................................................50

表次
表2-1 組織學習之行為與認知的觀點....................................................9
表4-1 問卷變項的操作性定義............................22
表4-2 個案公司的組織學習..................................................................26
表4-3 個案公司的創新文化..........................27
表4-4 個案公司的創新績效...............................28
表 4-5 組織學習之資訊的取得對創新文化之影響和理由..................29
表 4-6 組織學習之資訊的解釋對創新文化之影響和理由..................30
表 4-7 組織學習之行為與認知對創新文化之影響和理由..................31
表 4-8 創新文化之技術創新的意願對創新績效之影響和理由..........32
表 4-9 創新文化之學習意願意願對創新績效之影響和理由..............33
表 4-10 創新文化之冒險意願意願對創新績效之影響和理由.............34
表 4-11 創新文化之重視未來市場對創新績效之影響和理由.............35

圖次
圖1-1 研究流程.....................................5
圖3-1 研究架構.......................................11

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