(52.201.27.211) 您好!臺灣時間:2019/03/23 20:18
字體大小: 字級放大   字級縮小   預設字形  
回查詢結果

詳目顯示:::

我願授權國圖
本論文永久網址: 
line
研究生:周柏宏
研究生(外文):Bo-Hung,Chou
論文名稱:高科技產業知識管理與組織創新之相關研究-以主管領導力為調節變項
論文名稱(外文):A Study of the Relationships between Knowledge Management andOrganizational Innovation in Hi-Tech Industry:Supervisor Leadership asModerator
指導教授:吳淑敏吳淑敏引用關係
指導教授(外文):Dr. Shwu Ming Wu
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
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:2012
畢業學年度:100
語文別:中文
論文頁數:93
中文關鍵詞:高科技產業知識管理組織創新主管領導力
外文關鍵詞:high-tech industryknowledge managementorganizational innovationsupervisor leadership
相關次數:
  • 被引用被引用:1
  • 點閱點閱:457
  • 評分評分:系統版面圖檔系統版面圖檔系統版面圖檔系統版面圖檔系統版面圖檔
  • 下載下載:25
  • 收藏至我的研究室書目清單書目收藏:0
近年來全球知識經濟儼然成為主流趨勢,而高科技產業由於相互間高度競爭,同時對於知識的掌握需求亦高於其他產業。因此,高科技產業應善用知識管理的優勢,激發出組織創新概念,以達競爭優勢,進而才能永續發展。據此,本研究旨在瞭解不同背景變項高科技產業在知識管理、組織創新與主管領導力之表現差異性及探討主管領導力、知識管理與組織創新之相互關係與影響,並探討主管領導力於知識管理與組織創新關係之調節效果。

本研究採取問卷調查,以不同高科技產業6家廠商共188名員工為研究對象。經由統計分析,本研究發現積體電路產業與資本額超過100億元以上的企業在「知識管理」與「組織創新」表現上皆高於其他產業及資本額低於100億元以下的企業。其次,高科技產業之「知識管理」、「組織創新」與「主管領導力」具有顯著相互關係,但僅知識管理對組織創新具有正向影響。另外,主管領導力對知識管理與組織創新之關係具有調節效果。因此,本研究建議強化高科技產業知識管理的建置與應重視主管領導力,以增進組織創新,達成提升企業競爭力與永續發展。
In recent years, the global knowledge economy has become the mainstream trend. Due to the high-tech industries and highly competitive, the demands of knowledge are higher than other industries. The high-tech industry needs to make use of the advantages of knowledge management and then to stimulate organizational innovation, which in turn, leads to achieve competitive advantage and sustainable development of the organization. Therefore, this study was to examine the background differences of high-tech industry with respect to knowledge management, organizational innovation and supervisor leadership. Moreover, it was to explore the relationahips and effects of supervisor leadership with knowledge management and organizational innovation. Finally, the study was to analyze the moderator of
supervisor leadership in the relationship between knowledge management and organizational innovation.
This study adopted a questionnaire survey approach and the research subjects were 188 employs in five manufacturers from different high-tech industry. Through statistical analysis, the findings indicated IC industry and the capital more than 10 billion of companies demonstrated stronger knowledge management and organizational innovation than other industries and those companies with capital lower than 10 billion. Next, knowledge management and organizational innovation were significant positively related to supervisor leadership. Also, knowledge management had positive effect on organizational innovation. Finally, supervisor leadership had moderating effect on the relationship between knowledge management and organizational innovation. The implications of this study for high-tech industry is to strengthen the knowledge management and to place importance on the supervisor leadership in order to enhance organizational innovation, which in turn lead to
achieve company competitiveness and sustainable development.
目錄
第一章 緒論..... ................................1
第一節 研究背景及動機............................ 1
第二節 研究目的................................. 3
第三節 研究流程................................. 4
第二章 文獻探討................................. 5
第一節 知識管理................................. 5
第二節 組織創新................................. 13
第三節 主管領導力 ................................19
第四節 知識管理、組織創新與主管領導力之相關研究...... 28
第三章 研究方法................................. 31
第一節 研究架構與研究假設......................... 31
第二節 研究變項之操作性定義....................... 33
第三節 研究對象選擇與資料收集過程.................. 38
第四節 量表預試與信效度分析....................... 39
第五節 資料分析方法.............................. 45
第四章 研究結果與討論............................ 47
第一節 樣本資料描述性統計分析..................... 47
第二節 不同背景變項之高科技產業在知識管理、組織創新與主管領導力表現差異情形............................................. 49
第三節 相關分析................................. 64
第四節 知識管理對組織創新之預測力................. 67
第五節 主管領導力對知識管理與組織創新之調節效果..... 72
第六節 綜合討論................................. 74
第六節 研究假設之驗證............................ 76
第五章 結論與建議 ................................77
第一節 結論.................................... 77
第二節 研究限制與建議........................... 78
參考文獻........................................ 80
附錄一 研究問卷................................. 90

表目錄
表2- 1 知識管理定義彙整表......................... 8
表2- 2 組織創新的類型彙整表....................... 17
表2- 3 組織創新衡量模式........................... 18
表2- 4交易型與轉換型領導之差異..................... 26
表3- 1 知識管理操作型定義......................... 33
表3- 2 組織創新操作型定義......................... 34
表3- 3 主管領導力操作型定義....................... 34
表3- 4 知識管理量表.............................. 35
表3- 5 組織創新量表.............................. 36
表3- 6 主管領導力量表............................ 37
表3- 7 高科技產業類別及家數統計................... 38
表3- 8 樣本分佈................................. 39
表3- 9 知識管理之信度分析與因素分析................ 41
表3- 10 組織創新之信度分析與因素分析............... 42
表3- 11 主管領導力之信度分析與因素分析............. 44
表4- 1 高科技產業類別次數分配表.................... 47
表4- 2 高科技產業成立時間次數分配表 ................48
表4- 3 高科技產業資本額次數分配表.................. 48
表4- 4 高科技產業員工人數次數分配表................ 49
表4- 5 不同受測者產業類別之高科技產業在知識管理表現差異分析............................................. 50
表4- 6 不同受測者產業類別之高科技產業在組織創新表現差異分析.............................................. 51
表4- 7 不同受測者產業類別之高科技產業在主管領導力表現差異分析............................................. 53
表4- 8 不同成立時間之高科技產業在知識管理表現差異分析............................................. 54
表4- 9 不同成立時間之高科技產業在組織創新表現差異分析............................................. 55
表4- 10 不同成立時間之高科技產業在主管領導力表現差異分析............................................. 56
表4- 11 不同資本額之高科技產業在知識管理表現差異分析............................................. 57
表4- 12 不同資本額之高科技產業在組織創新表現差異分析............................................. 58
表4- 13 不同資本額之高科技產業在主管領導力表現差異分析............................................. 59
表4- 14 不同員工人數之高科技產業在知識管理表現差異分析............................................. 60
表4- 15 不同員工人數之高科技產業在組織創新表現差異分析............................................. 61
表4- 16 不同資本額的高科技產業在主管領導力之差異分析 ........................................62
表4- 17高科技產業知識管理、組織創新與主管領導力積差相關分析摘要表............................................. 65
表4- 18 知識管理各構面預測組織創新之產品創新多元逐步迴歸分析表............................................. 67
表4- 19 知識管理各構面預測組織創新之製程創新多元逐步迴歸分析表............................................. 68
表4- 20 知識管理各構面預測組織創新之人員創新多元逐步迴歸分析表............................................. 68
表4- 21 知識管理各構面預測組織創新之組織結構創新多元逐步迴歸分析表............................................. 69
表4- 22 知識管理各構面預測組織創新之創新氣候多元逐步迴歸分析表............................................. 69
表4- 23 知識管理各構面預測組織創新之創新氣候多元逐步迴歸分析表............................................. 70
表4- 24知識管理預測組織創新之多元逐步迴歸分析表............................................. 70
表4- 25 主管領導力對知識管理與組織創新之調節效果圖............................................. 73
表4- 26 假設彙整表.............................. 76

圖目錄
圖1- 1 研究流程圖................................ 4
圖2- 1 知識螺旋.................................. 10
圖2- 2 組織知識創造的螺旋構型..................... 11
圖2- 3 美國俄亥俄州立大學對領導行為的分類........... 22
圖3- 1 研究架構圖................................ 31
圖4- 1 主管領導力對知識管理與組織創新之調節圖....... 73
參考文獻
一、中文部分
1.尤曉鈺(2001)。國民小學知識管理現況之調查研究:以臺北市和嘉義縣市為例。國立中正大學,教育研究所碩士論文。
2.王念孟(2005)。運用結構方程模式探討領導型態、組織文化、組織承諾、組織學習、知識管理以及組織績效之關係-以保險金融業為例。國立東華大學企業管理學系碩士未出版碩士論文。
3.王采白(2001)。高科技產業知識管理文化與組織績效之關聯性分析,國立中山大學人力資源管理研究所碩士論文。
4.池文海、陳瑞龍、彭明光(2008)。知識管理基礎建設與知識管理能力對組織績效之影響-以台灣電力公司為例。電子商務學報,10(3),595-623。
5.余鑑、于俊傑、蔡志純(2012),儲備分行經理管理職能發展之實務研究,國際貿易與企業經營學術研討會
6.吳志元(2006)。知識管理與組織創新關係:以組織創新氣候及人力資源資本為中介變項。未出版碩士論文,國立高雄應用科技大學人力資源發展系碩士班,高雄市。
7.吳明烈(2001)。知識管理的概念、策略及其對學習型組織的啟示。成人教育雙月刊,63,12-23。
8.吳思華(1998),「知識流通對產業創新的影響」,第七屆產業管理研討會,國立政治大學科技管理研究所主辦。
9.吳啟絹 (2010 ),知識管理、組織學習、組織創新與組織績效之關聯性研究,淡江大學管理科學研究所博士論文。
10.吳淑敏(2009)。高中職校長領導力、情緒智慧與學校執行力之關係研究。高應科大人文社會科學學報,Vol. 6 (1),141-163。
11.李仁芳、張如蓮(1997)。高科技事業中創新類類型與組織知識創造之研究。論文發表於第二屆管理學定性研究研討會,台北。
12.李國甄(2009)。幼稚園園長轉型領導對教師知識管理與創意教學表現之研究。朝陽科技大學幼兒保育系碩士論文,未出版,臺中市。
13.周芸薇(1999)。「學習型組織」評鑑量表之建立,國立中央大學人力資源管理研究所碩士論文。
14.林東清(2007)。知識管理(knowledge management)。台北:智勝。
15.林義屏(2001)。市場導向、組織學習、組織創新與組織績效間關係之研究-以科學園區資訊電子產業為例。國立中山大學博士論文,高雄市。
16.林澄貴(2001)。《知識管理、工程專業人員核心能力與工作績效關係之研究─以中鋼公司為例》。中山大學人力資源管理研究所碩士論文
17.邱正翰 (2002)。企業知識管理架構通用模式之初期探討研究。國立臺灣大學工業工程學研究所碩士論文。
18.俞靖嫻(2002)。織創新氣候與企業運用網際網路於知識管理之分析。國立中央大學人力資源管理研究所碩士論文。
19.徐君伊(2007)。學校組織文化、領導風格與知識管理之關係研究。國立東華大學教育研究所碩士論文,未出版,花蓮縣。
20.張世偉(2008)。領導型態、工作士氣與組織績效之關係研究-以空軍司令部為例,國立成功大學高階管理碩士在職專班碩士論文
21.莊立民(2002)。組織創新模式建構與實證之研究-以台灣資訊電子業為例,國立成功大學企業管理研究所博士論文。
22.莊淇銘(2006)。「學習」已經落伍了!:掌握知識管理才是贏家。台北:新自然主義出版。
23.曾智顯(2001)。《我國企業知識管理與組織創新之相關研究》。中山大學人力資源管理研究所碩士論文。
24.曾曦葒(2005),創新資本、核心能力對組織創新績效影響之研究。國立彰化師範大學。台灣彰化。
25.馮清皇(2002)。創新管理在國民小學校務經營的意涵,教師天地,117期,32-42。
26.黃奕源(2006)。人格特質、工作特性、領導行為與工作滿意度之關聯性-以臺灣高科技產業不同職務員工為例。台南:成功大學高階管理碩士在職專班碩士論文。
27.黃英忠(2001)。現代管理學。台北:華泰。
28.黃啟倫 (2001)。高科技產業知識管理人員能力內涵, 國立彰化師範大學工業教育學系, 碩士論文
29.溫源鳳、湯凱喻(2007)。《知識管理-科技、研發、資訊與績效》(再版)。臺北縣五股鄉:普林斯頓國際有限公司。
30.劉上嘉 (2008),組織文化、主管領導風格與組織創新績效的關係研究-國立成功大學經營管理研究所碩士論文,全國博碩士論文。
31.劉京偉(2000)。「知識管理的第一本書」。商周出版。
32.劉常勇(2000)。「知識管理」。取自於:http://www.cme.org.tw/know/
33.劉榮欽(2004)。領導行為、組織氣候及工作投入關係之研究-以某地區軍醫院為例,國立中山大學人力資源管理研究所碩士論文。
34.蔡明田、余明助(2000),企業文化、組織生涯管理與組織績效之關係研究--以台灣高科技產業為例,政大管理評論,第19卷第3期,頁51-75。
35.蔡明田、莊立民、劉春初(2002)。「組織創新衡量之研究」,產業論壇,3(2), 頁63-72。
36.蔡啟通(1997)。組織因素、組織成員整體創造性與組織創新之關係,台灣大學商學研究所博士論文
37.蔡啟通、黃國隆、高泉豐(2001)。「組織因素、組織成員整體創作性與組織新的關係」,「管理學報」,18卷,4期,頁次 527-566。
38.鄭伯壎(2005)。《華人領導—理論與實際》,台北:桂冠圖書公司。
39.顏弘欽(2009)。國民小學組織學習、組織創新與學校效能關係之研究。國立政治大學教育行政與政策研究所碩士論文,台北市。
40.蘇國禎(2000)。我國服務業領導模式之發展及其應用之研究,國立彰化師範大學工業教育系博士論文。

二、英文部分
1.Aiken, L. S., & West, S. G. (1991). Multiple Regression: Testing and interpreting interactions. Newbury Park, CA: Sage.
2.Allen, K. E., Stelzner, S. P., & Wielkiewicz, R. M. (1998).The ecology of leadership: Adapting to the challenges of a changing world. The Journal of Leadership Studies,5(2), 62-82.
3.Amabile(1996).Assessing the work environment for creativity, Academy of Management Journal, 39(5) :pp.1154-1184.
4.Amabile, T. M. (1988), A Model of Creativity and Innovation in Organization, Edited by Behavior, 10, 123-167.
5.Andersen Consulting. (1999). Theevolving role of executive leadership(Executive Summary). N.p.:Author.
6.Andersen, A., & APQC. (1996). the American Productivity and Quality Center, “The Knowledge Management Assessment Tool,” External Benchmarking Version: Winter
7.Andrew, H. and Gold A.(2001). Knowledge management : An organizationalcapabilities perspective. Journal of Management Information Systems, Summer; 18(1):pp.185-214.
8.Andrews(1996), Scientists in Organizations; Productive Climates for Research and Development, John Willey & Sons,N.Y.
9.Badaracco(1991). The Knowledge Link How Firms Compete Through Strategic Alliance. Boston, MA:Harvard Business School Press.
10.Bass & Avolio(1990). Handbook of Leadership: Theory, Research & Managerial Applications, New York: The Free Press.
11.Bass, B. (1985). Leadership and Performance: Beyond Expectations. New York: Free Press.
12.Bass, B. (1990). From Transactional to transformational leadership: Learning to share the vision. Organizational Dynamics, 19-31.
13.Bassi. (1997). Harnessing the power of intellectual capital, Training and Development, 51, pp. 25-31.
14.Beijerse, 2000, “Knowledge management in small and medium-sized companies: knowledge management for entrepreneurs”, Journal of Knowledge Management, Vol. 04, pp. 162-179.
15.Betz (1987). Frederick, Managing Technology-competiong through New Ventures. Innovation and corporate Research, Prentice-Hall,New York.
16.Blau, J. R. and McKinley, W. (1979).Idea, Complexity, and Innovation, Administrative Science Quarterly, 24, 200-219.
17.Bougrain F., Haudeville B., (2002). Innovation, collaboration and SMEs internal research capacities. Research Policy 31(5), 735-747.
18.Burgess, B .H. (1989), Industrial Organization, Prentice-Hall, Englewood Cliffs, N.J.
19.Burns, J. M.(1978).Leadership. New York: Harper and Row.
20.Chang, S. C., & Lee, M. S. (2008). The linkage between knowledge accumulation capability and organizational innovation. Journal of Knowledge Management, 12(1), 3-20.
21.Collins(2002),Good to Great(從A到A+).
22.Conger & Kanungo (1987).Toward a behavioral theory of charismatic leadership in organizational settings, Academy of Management Review, vol. 12, pp. 637-647.
23.Daft, R. L.(1978), A Dual-core Model of Organizational Innovation, Academy of Management Journal, Vol.21, pp.193-210.
24.Damanpour (2001). The Dynamics of the adoption of product and process innovations in organizations. Journal of Management studies, Vol.38 Issue 1.
25.Damanpour, Fariborz. (1991), “Organizational Innovation: A Meta Analysis of Effects of Determinants and Moderators,” Academy of Management Journal, 34(3), 555-590.
26.Darroch, J. and McNaughton, R. (2002),‘Examining the Link between Knowledge Management Practice and Types of Innovation,’ Journal of Intellectual Capital, 3 (3), 210-222.
27.Davenport & Prusak. (1998). Working Knowledge, Harvard Business School Press, Boston.
28.Dori, Y. J., Belcher, J., Bessette, M., Danziger, M., McKinney, A, and Hult, E. (2003), Technology for active learning, Materials Today, 12 (6), 44-49.
29.Duffy. (2000). The KM technology infrastructure. Information Management Journal, Prairie Village.
30.Dyer & Singh. (1998). The Relational View: Cooperative Strategy and Sources of Interorganizational Competitive Advantage, Academy of Management Review, Vol.23, No.4, pp.660-679.
31.Fiedler(1967) A theory of leadership effectiveness. New york: MC Graw Hill.
32.Gattiker, U. E. (1990), Technology Management in Organization, Sage,CA.
33.Gilbert & Gordey-Hayes. (1996). Understanding The Process of Knowledge Transfer to Achieve Successful Technological Innovation. Technovation, 16(4), pp. 301-302.
34.Grant, R. M. (1996). Prospering in dynamically-competitive environments: rganizational capability as knowledge integration, Organization Science, 7(4), pp. 375-387.
35.Gronhang, Kjell and Geir Kaufmann(1988), Innovation: A Cross-Disciplinary Perspective, Oslo, Norway: Norweigan University Press.
36.Henderson, R. M., Clark, K. B.(1990). Architectural innovation: The reconfiguration of existing product technologies and the failure of established firms. Administrative Science Quarterly, 35, 9-30.
37.Hersey, P. and Blanchard, K. H. (1969). Life cycle theory of leadership. Training and Development Journal, 23 (5), 26–34.
38.Holsapple, C. W. and Joshi, K. D.(2001), Organizational Knowledge Resources, Decision Support Systems, Vol. 31, pp. 39-54
39.House, R. J. (1971), A path-goal Theory of Leader Effectiveness, Administrative Science Quarterly, 16, pp. 321-338.
40.Hult, G. Tomas M., Hurley, Robert F. and Knight, Gary A. (2004), “Innovativeness: Its antecedents and impact on business performance”, Industrial Marketing Management, Vol. 33 No. 5, pp. 429-438.
41.Inkpen, A. C. (1996). Creating knowledge through collaboration. California Management Review, Vol. 39, No. 1,pp. 123-140.
42.Joseph A. Schumpeter (1950). Capitalism, Socialism and Democracy Chapter VII: The Process of Creative Destruction.
43.Ju, T., Lin, B., Lin, C., & Kuo, H.-J. (2006). TQM critical factors and KM value chain activities. Total Quality Management, 17(3), 373–393
44.Kanter, R. M. (1988), When a Thousand Flowers Bloom: Structural, Collective, and Social Conditions for Innovation in Organization, Research in Organizational Behavior, 10, 169-211.
45.Kimberly, J. R. (1986), The Organizational Context of Technological Innovation, edited by D. D. Davis, Managing Technological Innovation, Jossey-Bass, 23-43.
46.Knight, K. E.(1967), A Descriptive Model of the Intra-Firm Innovation Process, The Journal of Business, 478-495.
47.Kouzes J M, Posner B Z (2002), The Leadership Challenge, 3rd Edition, Jossey-Bass
48.Leonard-Barton, D., (1995). Wellsprings of knowledge: Building and sustaining the sources of innovation, Massachusetts, Harvard Business School Press.
49.Lester C.Thurow., (1999). Building Wealth:the new rules for individuals ,companies,and Nation in a knowledge based economic . U.S.A.:Andrew Hurnberg Associates LTD。
50.Lev, B. (2001). Intangibles: Management, Measurement, and Reporting. Washington, DC: Brookings Institution Press.
51.Lumpkin, & Dess, (1996). Clarifying the entrepreneurial orientation construct and linkinh it to performance. Academy of Management Review, 21(1),pp.135-172.
52.Lunenburg&Ornstein(1995).Trust and Power, Chichester: Wiley.
53.Malhotra (1998).Knowledge Management for the New World of Business, Asia Strategy Headship Institute Review, 6, pp.58-60.
54.Marquardt, M. J., and Kearsley, G(1999). Technology-based learning. Boston: St. Lucie Press.
55.Mayfield, M. & J. Mayfield. (2004).The effects of leader communication on worker innovation. ,American Business Review, 22(2), pp 46-51.
56.Mumford MD, Scott GM, Gaddis B, Strange JM (2002). Leading creative people: Orchestrating expertise and relationships. Leadersh. Q. 13: 705–750
57.Mumford, M. D. (2000). Managing creative people: Strategies and tactics for innovation. Human Resources Management Review, 10, 313-351.
58.Nonaka & Takeuchi. (1995). The Knowledge-Creating Company, UK: Oxford University Press.
59.Nonaka, I. and Teece, D. (2001). Managing Industrial Knowledge - Creation, Transfer and Utilization. London, Sage.
60.Nonaka.,(1994).A dynamic theory of organizational knowledge creation. Organization Science,5(1),pp.14-38.
61.OECD. (1996). The knowledge-based economy. Paris.
62.Papows (1999). Enterprise com. Massachusetts: Perseus Publishing.
63.Polanyi, (1966). The Tacit Dimension, Doubleday, Garden City, NY, 1966.
64.Porter, Michael E. (1985). Competitive Advantage: Creating and Sustaining Superior Performance, N. Y. The Free Press,.12-.23
65.Rhodes, R. E., Matheson, D. H., Blanchard, C. M., & Blacklock, R. E. (2008). Evaluating timeframe expectancies in physical activity social cognition: Are short- and long-term motives different? Behavioral Medicine, 34, 85-93.
66.Robbins (2003). Organization Behavior 10th . Englewood Cliffs, New Jersey: Prentice-Hall.
67.Robbins&Judge. (2007). Organization Behavior. 12th ed., Prentice Hall: New Jersey.
68.Robbins, S.P.(1996). Organization Behavior: Concepts, Controversies and Applications, Englewood Cliffs, N.J.:Prentice-Hall.
69.Ross Dawson, (2000) .Knowledge capabilities as the focus of organisational development and strategy, Journal of Knowledge Management, Vol. 4 Iss: 4, pp.320 – 327
70.Sarvary. (1999). Knowledge management and competition in the consulting industry, California Management Review, 41(2), pp. 95–107.
71.Scott, S. G., and Bruce, R. A.(1994) .Determinants of innovative behavior: a path model of individual innovation in the workplace. Academy of Management Journal, 37(3), 580-607.
72.Smith.(1995).Interaction in Knowledge Systems: Foundations, Policy Implications and Empirical Methods,STI Reviews,no. 16,pp. 69~102
73.Tannenbaum, S.I. & Dupuree-Bruno, L.M. (1994). The relationship between organizational and environmental factors and the use of innovative human resource practices. Group & Organization Management, 19(2), 171(32).
74.Tidd, Bessant.&Pavitt. (2001).Managing Innovation:Interpreting Technological. Market and Organizational Change,2th ed, NY:John Wiley & Sons Press.
75.Tushman & Nadler (1986). Organizing of Innovation, California Management Review, 28(3).
76.Warren Bennis, (1988) .Confessions of a Song-and-dance Man, Journal of Management Development, Vol. 7 Iss: 5, pp.54 – 60
77.Wiig (1995). Knowledge Management Methods: Practical Approaches to Managing Knowledge. Schema Press, 17-24.
78.Wolfe, R. A. (1994).Organizational Innovation: Review, Critique and Suggested Research Directions. Journal of Management Studies, 31(3), 405-430.
79.Yukl(2002). Leadership in organizations. Upper Saddle River, NJ: Prentice Hall.
80.Zaccaro, S. J., Kemp, C, & Bader, P. (2004). Leader traits and attributes. In J. Antonakis, A. T. Cianciolo, & R. J. Stemberg, Eds. The nature of leadership, (pp. 101-123). Thousand Oaks: Sage Publications.
81.Zack, M. H. (1999). Managing Codified Knowledge, Sloan Management Review, 40(4) , pp. 45-58.
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top
系統版面圖檔 系統版面圖檔