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研究生:謝佩書
研究生(外文):Hsieh,Pei-Shu
論文名稱:組織學習能力丶人力資本丶研發人力資源管理與創新能力關係之研究
論文名稱(外文):The Study of the Relationship among Organizational Learning Capability, Human Capital, R&D Human Resource Management and Innovation Capability
指導教授:余明助余明助引用關係
指導教授(外文):Yu, Ming-Chu
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:2007
畢業學年度:95
語文別:中文
論文頁數:160
中文關鍵詞:組織學習能力丶人力資本丶研發人力資源管理丶創新能力
外文關鍵詞:organizational learning capabilityhuman capitalR&D human resource managementinnovation capability
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現今,台灣產業面臨市場全球化、高度複雜及變動的環境,必須強化企業本身的彈性及差異化。且隨著產業環境的變化,未來決定企業競爭力的關鍵因素,將取決於企業的創新能力。為了生存及獲取優勢,企業必須不斷地去學習及應用新的知識,特別是與創新息息相關的人力資本及研發人力資源管理。因此,本研究經由探討台灣企業如何透過學習能力的提昇來建立競爭優勢,並探討如何應用人力資本及研發人力資源管理的影響,來提昇企業之創新能力。
本研究針對台灣企業,透過實證研究來探討「組織學習能力」、「人力資本」、「研發人力資源管理」及「創新能力」之間的關係。以2006年台北縣工商展覽館出版之「全國工業區廠商名錄」做為研究母體,並以人力資源管理部門主管為問卷填答對象,有效樣本為161份。利用SEM進行實證分析,研究結果如下:
一、組織學習能力、人力資本、研發人力資源管理與創新能力之間,均有正相關。
二、組織學習能力愈強,對人力資本蓄積有正向顯著影響;同時企業的人力資本愈豐厚,對提昇創新能力亦有正向顯著影響。
三、組織學習能力愈強,對強化研發人力資源管理具有正向顯著影響;同時企業的研發人力資源管理愈佳,對提昇創新能力亦有正向顯著影響。
四、人力資本及研發人力資源管理在組織中扮演重要的中介角色,亦即組織學習能力會分別透過人力資本及研發人力資源管理的中介作用進而提昇創新能力。
Nowadays, there are many enterprises facing the competitive, complex and highly changeable environment of the global economic policies in the world. Specially, they need pursuing the advantage position of the environment with reinforcing the flexibility and differentiation of the enterprises in Taiwan.
It is very important to possess innovation capability of the enterprises due to perform the competitive advantage and capability that the innovation and competitive advantage will lead the important factor of the survivor from the enterprises. And enterprises are able to learn and apply new knowledge, especially in the innovation is related with the human capital and R&D human resource management. Thus, this paper tends to study that enterprise in Taiwan how to use the human capital and R&D human resource management to promote the innovation capability of the organization.
This research tends to probe into the relationships among organizational learning capability, human capital, R&D human resource management, and innovation capability for enterprise in Taiwan by an empirical research. The research use the「Directory of Industrial Parks 2006」 as the empirical study. And regard executive of the human resource management department as the questionnaire and fill out the target of answering, the effective sample are 161. The research use SEM method and the results indicate that:

1. Among organizational learning capability, human capital, R&D human resource management, and innovation capability have the high positive correlation.
2. It is positive and significant effect between the organizational learning capability and the human capital, meanwhile the human capital also have positively influence with the enterprise of the innovation capability.
3. The more organizational learning capability and the more R&D human resource managements than you have positively efficient as the enterprise is enforcing toward the R&D human resource managements, meanwhile R&D human resource management also raises positively influence with the innovation capability.
4. Human capital and R&D human resource management play the important mediator. That means organizational learning capability affects innovation capability are mediated by Human capital and R&D human resource management.
目錄
摘要 I
Abstract II
目錄 IV
表目錄 VI
圖目錄 VIII
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 5
第三節 研究範圍 6
第四節 研究流程 7
第二章 文獻探討 8
第一節 組織學習能力 8
第二節 人力資本 18
第三節 研發人力資源管理 25
第四節 創新能力 34
第五節 各變項間關係之推導 42
第三章 研究方法 51
第一節 研究架構 51
第二節 研究假設 53
第三節 研究變數之操作性定義與衡量 54
第四節 問卷設計 59
第五節 問卷調查與有效樣本結構 64
第六節 資料分析方法與流程 67
第七節 信度與驗證性因素分析 69
第八節 經因素分析調整後之研究架構 83
第四章 實證結果與討論 85
第一節 研究構面基本特性資料分析 85
第二節 研究架構整體模式分析 94
第三節 不同企業特性在各構面間之差異分析 110
第五章 結論與建議 119
第一節 結果與討論 119
第二節 研究意涵與建議 123
第三節 未來研究方向與建議 126
第四節 研究限制 127
參考文獻 128
一、中文部份 128
二、英文部分 133
附錄-本研究問卷 146

表目錄
表1-1 台灣科技人力資源發展的主要問題 2
表1-2 本研究之研究範圍 6
表2-1 組織學習理論之三種觀點 9
表2-2 組織學習定義彙整 10
表2-3 組織學習能力的概念 16
表2-4 人力資本定義及內涵 19
表2-5 人力資本之衡量指標 21
表2-6 創新定義之彙整 34
表2-7 創新類型之分類 36
表2-8 創新能力定義之彙整 38
表2-9 組織創新能力的衡量構面 41
表3-1 組織學習能力之操作性定義 54
表3-2 人力資本之操作性定義 55
表3-3 研發人力資源管理之操作性定義 56
表3-4 創新能力之操作性定義 57
表3-5 產業類別構面之衡量變數及分類標準表 58
表3-6 企業特性構面之衡量變數及分類標準 58
表3-7 問卷回收狀況 64
表3-8 本研究樣本之基本資料 65
表3-9 KMO及Bartlett球形檢定表 69
表3-10 組織學習能力量表之因素分析及信度表 71
表3-11 人力資本量表之因素分析及信度表 72
表3-12 研發人力資源管理量表之因素分析及信度表 74
表3-13 創新能力量表之因素分析及信度表 76
表3-14 組織學習能力量表之驗證性因素分析結果表 78
表3-15 人力資本量表之驗證性因素分析結果表 79
表3-16 研發人力資源管理量表之驗證性因素分析結果表 80
表3-17 創新能力量表之驗證性因素分析結果表 81
表3-18 各構面驗證性因素分析之模式適合度考驗摘要表 82
表4-1 組織學習能力構面之基本資料分析 86
表4-2 人力資本構面之基本資料分析 88
表4-3 研發人力資源管理構面之基本資料分析 90
表4-4 創新能力構面之基本資料分析 92
表4-5 本研究理論架構模式中各潛在變數與觀測變數 96
表4-6 變數間之相關係數 97
表4-7 SEM配適指標之判斷準則 98
表4-8 SEM模式分析結果 100
表4-9 巢狀模式法之比較分析(n=161) 101
表4-10 理論結構模式之因徑係數與假設驗證-直接效果 102
表4-11 理論結構模式之因徑係數與假設驗證-中介效果 108
表4-12 假設路徑之關係與檢定結果 109
表4-13 不同產業類型之差異性分析 111
表4-14 不同成立年數之差異性分析 112
表4-15 不同資本額之差異性分析 113
表4-16 不同營業額之差異性分析 115
表4-17 不同員工人數之差異性分析 116
表4-18 研究假設與實證研究結果彙整表 118

圖目錄
圖1-1 研究流程 7
圖2-1 企業組織競爭優勢的完整面向 12
圖2-2 組織學習能力模式 13
圖2-3 人力資源的五大價值 26
圖2-4 促進創新與創造力的人力資源實務 27
圖2-5 員工價值主張模型 32
圖3-1 研究架構圖 52
圖3-2 經因素分析調整之研究架構圖 84
圖4-1 本研究理論架構模式 95
圖4-2 整體理論模式變數間的關係 108
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1. 人力資本對組織績效之影響-從人力資源管理角色觀點探討之
2. 體制壓力、人力資本、創新性人力資源管理與人力資源管理效能關係之研究
3. 體制性人力資源管理、個人學習能力、個人創新能力對個人工作績效之影響--以保險產業為例
4. 市場能力、適應能力與組織學習對創新能力影響之綜效研究
5. 供應鏈卓越之關鍵影響因素—參與決策、資訊科技的運用、組織學習能力、技術創新能力、製造彈性能力、新產品開發能力之探索研究
6. 人力資本投資與顧客資本之中介機制-創新能力與競爭積極性的角色
7. 組織創新與人力資源管理之研究
8. 人力資源管理策略、企業策略、知識策略及創新策略對組織績效之影響─策略配適的觀點
9. 以策略性人力資源管理之角度探討組織變革、組織學習、組織訓練移轉成效因素之關係(以南部某百貨流通業為例)
10. 運用結構方程模式探討領導型態、組織學習、內部服務品質、知識管理、創新能力與組織績效之關係-以行動通訊產業為例
11. 團隊人力資本、團隊學習型態異質性對團隊創新能力之影響:團隊互動型態、領導部屬交換關係之變異、以及團隊社會資本為干擾變項
12. 人力資源投資、人力資本與組織績效之研究
13. 創新能力、創新效率與公司價值:以台灣電子資訊業為例
14. 資源、物流服務能力、創新能力與經營績效關係之研究-以台灣地區定期海運業者為例
15. 體制性人力資源管理與組織績效之關係--人力資本及顧客資本的中介角色
 
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