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研究生:吳志元
研究生(外文):Wu Chih Yuan
論文名稱:知識管理與組織創新關係:以組織創新氣候及人力資本為中介變項
論文名稱(外文):The Relationship of Knowledge Management and Organizational Innovation-The Mediating Effects of Organizational Innovation Climate and Human Capital
指導教授:王湧泉王湧泉引用關係余明助余明助引用關係
指導教授(外文):Wang Yung ChuanMing chu Yu
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系碩士班
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2006
畢業學年度:94
語文別:中文
論文頁數:135
中文關鍵詞:知識管理組織創新氣候人力資本組織創新
外文關鍵詞:knowledge managementorganizational innovation climatehuman capitalorganizational innovation
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知識經濟時代最重要的兩件事就是知識管理與創新,而能夠掌握知識的公司往往就握有創新的契機,因而了解知識如何取得、創造、儲存、移轉,對於組織能否有效發現、運用知識並且引致持續創新,實具有刻不容緩的重要性。因此,組織內是否蘊含著創新的氣候,就整體組織的運作功能和活動表現上,可謂扮演一項重要的角色。而在知識經濟時代,為組織創造競爭優勢的資產不再是過去所強調的土地、資金、設備等實體的資本;相對的,以人為基礎所創造的知識技術等無形資產才是現代企業的核心競爭力來源。
本研究為探究知識管理、組織創新氣候、人力資本與組織創新之間之關係,以台灣製造業與服務業前500大企業為研究對象,共回收有效問卷107 份,進行複迴歸、LISREL及變異數等分析,以驗證本研究根據過去文獻探討所提出的假說,經實證研究之後,本研究的主要發現如下:
一、 知識管理對組織創新氣候及人力資本有顯著正向的影響,但對組織創新沒有顯著直接影響的關係。
二、 組織創新氣候及人力資本對組織創新有顯著正向的影響。
三、 知識管理亦會透過組織創新氣候與人力資本,間接顯著的正向影響組織創新。
四、 企業特性中,不同的產業別沒有顯著差異,不同的資本額、營業額及員工人數,在知識管理、組織創新氣候、人力資本與組織創新有顯著差異。
關鍵字:知識管理、組織創新氣候、人力資本、組織創新
Two of the most important issues in knowledge age are knowledge management and innovation. Thus, companies that are able to control knowledge, tend to develop the ability of innovation. Therefore, the ability of understanding how to acquire, create, store, and transfer the knowledge has significant influence on whether the organizations can effectively find out and apply the knowledge as well as lead to relentless innovation. Hence, in terms of the operation and the performance of the whole organization, the organizational innovative climate indeed plays a vital role. In knowledge economy century, the core competitive advantages of companies no longer originate from the so-called physical capital, such as land, fund, equipment and so on. Instead, virtual capital which is made by human beings, such as knowledge and skills are the sources of recent organizations’ competitiveness.
In order to further explore the interaction among knowledge management, organizational innovation climate, organizational innovation, and human capital, the questionnaire was sent to the employees who came from the top Taiwan 500 enterprising in the field of manufacture and service. Afterwards, 107 valid samples were collected and analyzed by SPSS For Windows 10.0 and AMOS 3.6 . The results of the research indicate that:
1. Knowledge management has significant and positive effect with organizational innovative climate and human capital, while it seems that it doesn’t direct relate to organizational innovation.
2. Organizational innovative climate and human capital both have positive and significant effect on the organizational innovation.
3. Knowledge management also indirectly and positively influences the organizational innovation through organizational innovative climate as well human capital.
4. Among the characteristics of organization, different capital volumes, business volumes, and the number of the employees have significant differences in knowledge management, organizational innovative climate and organizational innovation.

Key words: knowledge management; organizational innovation climate; human capital; organizational innovation
目 錄
中文摘要 -------------------------------------------------------------------------- i
英文摘要 -------------------------------------------------------------------------- ii
目錄 -------------------------------------------------------------------------- iii
表目錄 -------------------------------------------------------------------------- v
圖目錄 -------------------------------------------------------------------------- vii
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 觀念性架構------------------------------------------------------------ 4
第四節 研究流程-------------------------------------------------------------- 5
第二章 文獻探討-------------------------------------------------------------- 6
第一節 知識管理--------------------------------------------------------------- 6
第二節 組織創新氣候-------------------------------------------------------- 22
第三節 人力資本-------------------------------------------------------------- 30
第四節 組織創新--------------------------------------------------------------- 37
第五節 各構面之間關係之探討-------------------------------------------- 40
第三章 研究方法-------------------------------------------------------------- 47
第一節 研究架構-------------------------------------------------------------- 47
第二節 研究假設-------------------------------------------------------------- 50
第三節 研究變數之操作性定義--------------------------------------------- 52
第四節 問卷設計-------------------------------------------------------------- 56
第五節 抽樣方法與樣本------------------------------------------------------ 63
第六節 資料分析方法--------------------------------------------------------- 65
第七節 信度與效度分析------------------------------------------------------ 68
第八節 因素分析調整後之研究架構--------------------------------------- 83
第九節 因素分析後之研究假設--------------------------------------------- 85
第十節 研究限制--------------------------------------------------------------- 87
第四章 實證結果與討論------------------------------------------------------ 88
第一節 知識管理、組織創新氣候、人力資本與組織創新等構面間之複迴歸分析--------------------------------------------------------- 88
第二節 整體理論架構模式之關係分析------------------------------------ 96
第三節 不同企業特性在各研究構面之差異分析------------------------ 105
第五章 結論與建議------------------------------------------------------------ 113
第一節 研究結論--------------------------------------------------------------- 113
第二節 研究建議--------------------------------------------------------------- 118
參考文獻 --------------------------------------------------------------------------- 121
附錄一 問卷-------------------------------------------------------------------- 131

表 目 錄
表2-1 內隱知識與外顯知識比較表----------------------------------------------- 7
表2-2 內隱與外顯知識主要的特性差異----------------------------------------- 9
表2-3 知識管理定義彙整表-------------------------------------------------------- 11
表2-4 知識管理意涵----------------------------------------------------------------- 21
表2-5 國內學者對組織創新氣候定義-------------------------------------------- 23
表2-6 影響組織創新氣候因素----------------------------------------------------- 24
表2-7 KEYS各構面內涵------------------------------------------------------------ 26
表2-8 國內學者組織創新氣候量表----------------------------------------------- 28
表2-9 組織創新氣候構面意涵----------------------------------------------------- 29
表2-10 人力資本觀點摘要彙總----------------------------------------------------- 31
表2-11 人力資本衡量指標----------------------------------------------------------- 34
表2-12 組織創新的定義與觀點----------------------------------------------------- 38
表2-13 組織內部員工分類----------------------------------------------------------- 43
表3-1 知識管理之操作性定義----------------------------------------------------- 52
表3-2 組織創新氣候之操作性定義----------------------------------------------- 53
表3-3 人力資本之操作性定義----------------------------------------------------- 54
表3-4 組織創新之操作性定義----------------------------------------------------- 55
表3-5 本研究之問卷回收狀況----------------------------------------------------- 63
表3-6 研究對象之基本資料分析-------------------------------------------------- 64
表3-7 決策標準表-------------------------------------------------------------------- 65
表3-8 KMO及Bartlett球形檢定表------------------------------------------------ 68
表3-9 知識管理量表之因素分析及信度表-------------------------------------- 71
表3-10 組織創新氣候量表之因素分析及信度表-------------------------------- 73
表3-11 人力資本量表之因素分析及信度表-------------------------------------- 75
表3-12 組織創新量表之因素分析及信度表-------------------------------------- 77
表3-13 知識管理量表之驗證性因素分析結果表-------------------------------- 79
表3-14 組織創新氣候量表之驗證性因素分析結果表-------------------------- 80
表3-15 人力資本量表之驗證性因素分析結果表-------------------------------- 81
表3-16 組織創新量表之驗證性因素分析結果表-------------------------------- 82
表4-1 知識管理對組織創新氣候之複迴歸分析-------------------------------- 89
表4-2 知識管理對人力資本之複迴歸分析-------------------------------------- 91
表4-3 知識管理對組織創新之複迴歸分析-------------------------------------- 92
表4-4 組織創新氣候對組織創新之複迴歸分析-------------------------------- 93
表4-5 人力資本對組織創新之複迴歸分析-------------------------------------- 94
表4-6 原始模式中各潛在變數與觀察變數-------------------------------------- 97
表4-7 LISREL配適指標之判斷準則--------------------------------------------- 98
表4-8 LISREL 模式分析結果----------------------------------------------------- 100
表4-9 理論結構模式之因徑係數與假設驗證─中介效果-------------------- 104
表4-10 不同產業別之公司在各研究構面之變異數分析----------------------- 106
表4-11 不同資本額之在各研究構面之變異數分析----------------------------- 107
表4-12 不同營業額之公司在各研究構面之變異數分析----------------------- 109
表4-13 不同員工人數之公司在各研究構面之變異數分析-------------------- 111
表5-1 研究假設與實證研究結果彙整表----------------------------------------- 117































圖 目 錄
圖1-1 本研究之觀念性架構圖------------------------------------------------------ 4
圖1-2 研究流程----------------------------------------------------------------------- 5
圖2-1 知識建構及維持模式--------------------------------------------------------- 16
圖2-2 知識的循環示意圖------------------------------------------------------------ 17
圖2-3 知識創造活動------------------------------------------------------------------ 19
圖2-4 KEYS:評鑑工作環境創造力量表之基本架構-------------------------- 25
圖2-5 願景、知識管理與組織創新------------------------------------------------- 41
圖2-6 知識與組織創新--------------------------------------------------------------- 45
圖3-1 研究架構圖--------------------------------------------------------------------- 49
圖3-2 修正後研究架構--------------------------------------------------------------- 84
圖4-1 原始因果模式------------------------------------------------------------------ 97
圖4-2 本研究LISREL驗證結果---------------------------------------------------- 102
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