根據以往之研究,組織學習與組織創新分別會影響智慧資本。因此,本研究欲探討組織學習之次構面是否會透過組織創新之次構面對智慧資本產生影響。本研究旨在透過結構方程模式進行驗證研究假設。以工研院為研究對象,針對工研院人員發放450份問卷,共回收144份有效樣本。研究結果顯示11個路徑假設中,只有學習承諾對技術創新,以及開放心智對智慧資本未獲支持。管理創新對學習承諾與智慧資本間、以及對分享願景與智慧資本間有部份中介效果;而管理創新對開放心智與智慧資本間有完全中介效果。然而技術創新對分享願景與智慧資本間有部份中介效果;對開放心智與智慧資本間有完全中介效果;但對學習承諾與智慧資本間無中介效果。從研究結果發現,在組織學習與組織創新的中介效果上,管理創新的重要性更勝於技術創新。
According to previous studies, organizational learning (OL) & organizational innovation (OI) respectively have a positive influence on intellectual capital (IC). The purpose of this research is to explore the relationship among sub-dimensions of OL, sub-dimensions of OI & IC. The analysis of the data is carried out by means of structural equation modeling (SEM) analysis. The 450 subjects who answered of the survey are the employees of Industrial Technology Research Institute (ITRI) in Taiwan. There are 144 effective samples received. The result of this study shows that learning-committing has no influence on technologic innovation (TI) and mind-opening has no influence on IC, others are supported among 11 hypotheses. Management innovation (MI) as a partial intervening variable makes learning-committing have a major influence on IC, & vision-sharing have a major influence on IC. But MI as a complete intervening variable makes mind-opening have a major influence on IC. TI has a partial mediating effect between vision-sharing & IC, & has a complete mediating effect between mind-opening & IC. But TI has no mediating effect between learning-committing & IC. Therefore, in order to accumulate IC, OL & OI play important role in ITRI.