透過您的圖書館登入
IP:3.233.219.31
  • 學位論文

高科技產業主管轉換型領導、組織學習與動態能力關係模式之研究 – 社會資本節制效果之驗證

A Study of the Relationship Model among Transformational Leadership, Organizational Learning and Dynamic Capabilities for Management of Hi-Tech Industry - Social Capital as a Moderating Variable

指導教授 : 李元墩
共同指導教授 : 顏義文(Yi-Wen Yen)

摘要


從二十世紀末期開始,世界各國皆利用各項資源全力投入高科技產業。台灣也不例外,隨著國家經濟的起飛與技術的進步,我國近年來的產業型態已經逐漸轉向高科技產業。高科技產業在台灣經濟發展佔有舉足輕重的地位。而只要有人存在的地方就須要領導,轉換型領導可在面對複雜的環境中,率領組織增加持續性的競爭優勢。至於現今企業中知識型員工已成為組織的重要資產,員工想要有效獲得所學的知識,則必須要有有效的組織學習存在。而在市場競爭激烈的今日,動態能力強調即時反應、更新、重新配置資源的能力來應對外在環境之變動,而社會資本是基於合作雙方的互信基礎,獲取廠商所需之重要或互補的資源,故廠商所擁有的社會資本強弱與其動態能力有關。 本研究引用及參考轉換型領導、組織學習、動態能力與社會資本量表,針對300家台灣高科技產業廠商之主管與部屬發放問卷,採配對問卷,且本研究採分層立意抽樣方式共發出1,200份問卷,有效回收問卷為256份,有效回收率為21.3%,接著採典型相關分析、複迴歸分析、層級迴歸分析與線性結構方程模式等統計方法加以驗證本研究假設與理論模式之適配程度。根據分析結果歸納出研究結論如下:1.轉換型領導與組織學習、組織學習與動態能力、轉換型領導與動態能力均有顯著正相關,且轉換型領導對組織學習有顯著正向影響;2.組織學習中的知識應用經由社會資本的激發信賴交互作用後,對動態能力之吸收能力有顯著影響;3.轉換型領導會因組織學習之中介作用對動態能力產生顯著正向影響;4.整體關係模式具有良好的適配程度。最後就本研究之結論與發現作深入探討,呈現研究貢獻與建議,以供學術界及企業界參酌。

並列摘要


Since the end of the 20th century, countries in the world invest all kinds of resources in Hi-Tech industry. With the growth of the economy and the progress of the technology, the industry in Taiwan becomes hi-tech style by degrees. Hi-tech industry plays an important role in the economic development of Taiwan. Transformational leadership increases the sustainability of competitive advantages in organizations. Cultured-workers have become an important asset of the organization. If employees want to get knowledge, it must have effective organizational learning. In the highly competitive environment, the dynamic capabilities emphasized that the capability of immediate reaction, update and reconfiguration for deal with the changes in the external environment. Social capital is based on mutual cooperation and trust to get the important or complementary resources for enterprises. Therefore, strong or weak social capitals which the enterprises own were related to dynamic capabilities. The study excerpted the measuring scale on transformational leadership, organizational learning, dynamic capabilities and social capital. Also, the researcher chose 300 Hi-tech industries in Taiwan to fill questionnaires and took managers-subordinates questionnaires. After using stratified and purposive sampling, there were 256 effective questionnaires returned among 1200 questionnaires distributed. The usable returned rate was 21.3%. The data were analyzed by a variety of statistical methods, such as canonical correlation analysis, regression analysis, hierarchical regression analysis, ANOVA and SEM to testify the hypotheses of this study and Fit model of theory building. According to the research result, the following conclusion is produced: 1. transformational leadership has significant positive correlation on organizational learning and, and organizational learning also has significant positive correlation on dynamic capabilities. Besides, transformational leadership has significant positive influence on organizational learning. 2. Application of knowledge on organizational learning has a significant positive influence on absorptive capabilities on dynamic capabilities with Inspire trust on social capital as a moderating variable. 3. the intervening effect of organizational learning is significant among transformational leadership and dynamic capabilities. 4. Good model fitness of relationship exists among each construct. Finally, the researcher conducted thorough analysis on the conclusion of the research and meanings of management. she also provides concrete research contribution and suggestions for industrial and academia reference.

參考文獻


31. 產業技術白皮書1998(民88)。經濟部技術處。
21. 林鉦棽、王政智、江吉文(民94),職能、社會資本與組織公民行為關係之研究,亞太經濟管理評論,第九卷第一期,頁49-72。
19.林東清、劉勇志、劉怡君(民96)。以社會資本理論探討組織掌握創業契機能力的影響因素。資訊管理學報,第十四卷第三期,頁197-228。
14.李元墩、吳濟民、艾昌瑞、凃嘉峪(民96)。組織學習、知識分享與新產品開發績效關係之研究:台灣知識密集產業之實證。科技管理學刊,第十二卷第一期,頁55-86。
43. 蔡正飛、施智婷(民96)。An Exploratory Study of the Relationship between Responsible Downsizing Strategies and Firm Performance: The Mediating Role of Dynamic Strategic Capabilities.人力資源管理學報,第七卷第二期,頁113-135。

被引用紀錄


謝惠婷(2013)。醫療服務機構中主管領導風格與組織文化對員工工作績效與組織承諾影響之研究-以動態能耐為中介變項〔碩士論文,淡江大學〕。華藝線上圖書館。https://doi.org/10.6846%2fTKU.2013.00810
吳昱蒼(2010)。高科技產業策略領導、組織創新能力與動態能力關係模式之研究–組織創新氣候節制效果之驗證〔碩士論文,長榮大學〕。華藝線上圖書館。https://doi.org/10.6833%2fCJCU.2010.00127
張詠仁(2013)。組織動態能力與臺灣訓練品質系統對組織績效影響之研究〔碩士論文,國立中正大學〕。華藝線上圖書館。https://www.airitilibrary.com/Article/Detail?DocID=U0033-2110201613544395

延伸閱讀