隨著市場經濟自由化、國際化的蓬勃發展,過去許多中小型企業已逐漸朝向集團化的型態為經營趨勢。隸屬同一集團的子公司們,往往在集團總部的要求下,互相進行不同程度的支援與合作。然而當各個子公司分屬獨立的利潤中心時,彼此可能也存在競爭關係。子公司間為了爭取集團總部認同相互競爭,使得子公司間關係發生變化。本研究以組織學習觀點,探討集團子公司間在競爭關係之下,子公司間學習競賽的進行與集團子公司學習效果之動態過程。在研究方法上,採用個案研究法進行資料收集驗證,選取集團子公司間合作與競爭學習事件為研究分析主體。 研究結果發現,在初期子公司間的技術能力差距甚大,彼此競爭強度較為薄弱,讓雙方形成合作學習競賽,如同過去文獻所說內部集團網絡有助於子公司間學習,達到快速技術移轉的子公司學習效果。然而,隨著時間演變,子公司間的技術能力差距縮小,使得彼此競爭關係強度越強,讓子公司間形成競爭學習競賽,原本易於子公司間學習之內部集團網絡失去效用,使得子公司更加積極自主學習,以及向外部尋求更多學習路徑,更能提升子公司本身的技術能力,以及增加集團知識總存量的學習效果。針對上述,共提出五組命題予以補充理論上之缺口,於本研究實務意涵對於集團企業,提供管理旗下各家子公司成長之策略參考與運用。
With economy liberalization and internationalization development, many small-medium enterprises has transformed into conglomerate companies. To some extent, subsidiaries, under the same conglomerate, collaborate and support each one owing to the demand from the headquarter. Subsidiaries might compete with each other when it belongs to independent profit center. Relationships among subsidiaries changed as they competing for recognition from the headquarter. The study, based on organizational learning perspective, discussed learning race between subsidiaries, and its dynamic learning effect process. Adopted case study method to collect data. The unit of analysis was learning cases between subsidiaries. The study found that the larger subsidiaries technical capabilities gap at early stage, the weaker competition intense which facilitates collaborative learning race between subsidiaries. As the closer subsidiaries technical capabilities gap; however, the stronger competition intense which forms competitive learning race between subsidiaries that impedes subsidiaries collaborate and support each other. Therefore, subsidiaries need to spontaneous learning and seek for more resources outside to enhance subsidiary technical capability, and sum total of conglomerate knowledge. The study proposed five propositions to bridge theoretical gap and provided growth strategy for conglomerate in practice.