隨著全球環境快速變遷，傳統資源的競爭優勢已經無法對企業再提供更好的持續優勢，對於跨國企業來說，要邁向全球化企業的策略，長期在全球市場的成功的要素就是則是要擁有核心能力、隱形資產以及組織能力。根據資源基礎理論(RBV)、策略人力資源管理(SHRM)以及組織理論(OB)作為本研究的研究架構，主要的貢獻包含 (1) 建構出一個從人力資本觀點為主的研究架構來探討學習型組織資本如何透過人力資本彈性為中介效果來促進公司內的創新能力。(2) 定義出人力資本彈性以及其七個構面。(3) 從知識理論為主的文獻中定義出從人力資本觀點分化出的組織資本概念以及其三個構面。

本研究使用了184個台灣擁有全球代工能力的跨國企業的子公司為樣本，實證研究進一步指出，人力資本彈性以及學習性組織資本對於公司的創新能力是有其正向影響。並且，人力資本彈性的確是能夠增強組織資本去促進公司內的創新能力中的一個非常強而有力的中介變數。

With the global environment changed rapidly, traditional sources of competitive advantage can no longer provide a sustainable strength for business, the approach to global business strategy point to core competencies, invisible assets, and organizational capabilities as key factors influencing MNC’s long-term success in global markets. Benefited by resource-based view (RBV), strategic human resource management (SHRM), and organization behavior (OB) theories as theoretical groundwork, and our contributions include of (1) We built up a theoretical framework from the perspective of human capital to investigate how learning organizational capital facilites firm’s innovative capabilities through human capital flexibility as a mediator. (2) Define human capital flexibility and its seven dimentions. (3) Define learning organizational capital with three dimensions derived from human capital perspective of knowledge-based literatures.

Using sample of 184 subsidiaries of Taiwanese MNCs with SEM technique, our empirical result further indicates that human capital flexibility and learning organizational capital has positive effects on firm’s innovative capabilities. Also, human capital flexibility plays a key role as a strong mediator that enhanced organizational capital to exert firm’s innovative capabilities

ABSTRACT………………………................7
中文摘要.........................................................8
CHAPTER 1 INTRODUCTION………........................9
1.1 RESEARCH MOTIVATION ……............................9
1.2 RESEARCH PUPORSE ……………....................9
1.3 RESEARCH QUESTION …………......................10
1.4 RESEARCH FLOW …………………....................11
CHAPTER 2 LITERATURE REVIEW ….....................13
2.1 INNOVATIVE CAPABILITIES ………………….....13
2.1.1 Incremental innovative capabilities ………….13
2.1.2 Radical innovative capabilities …………….....13
2.2 LEARNING ORGANIZATIONAL CAPITAL ……...14
2.2.1 Organizational capital ……………………….....14
2.2.2 Learning organization…………………………..15
2.2.3 Learning and Sharing Culture …………….......15
2.2.4 Transformational Leadership ……………........16
2.2.5 Organic Organization Design ………………….16
2.2.6 Learning organizational capital to innovative capabilities ……………...................................................17
2.3 HUMAN CAPITAL FLEXIBILITY ………………......18
2.3.1 Human Capital ……………………......................18
2.3.2 Flexibility ……………………………….................18
2.3.3 Resource Flexibility ………………………..........19
2.3.4 Coordination Flexibility……………………….....20
2.3.5 Dimensions of Human Capital Flexibility…….20
2.3.5.1 Dynamic Mangerial Capabilities………….....21
2.3.5.2 Employee's Competence………………….....22
2.3.5.3 Diversified Recruiting………………………....22
2.3.5.4 Communication / Coordination Mechanism…...................................................................23
2.3.5.5 Competence-based Performance Appraisal......................................................................….24
2.3.5.6 High Performance HR Practices………….....24
2.3.5.7 Cross-training/ Job rotation…………….........25
2.3.6 Human Capital Flexibility to innovative capabilities…...................................................................26
2.4 MEDIATING EFFECT OF HUMAN CAPITAL FLEXIBILITY……………………………….....................28
CHAPTER 3 RESEARCH METHOD…………............30
3.1 RESEARCH FRAMEWORK……………………....30
3.2 INTRUMENT AND MEANSUREMENT………......31
3.2.1 Innovative Capabilities…………………………31
3.2.2 Learning Organizational Capital………………31
3.2.3 Human Capital Flexibility……………….............31
3.3 SAMPLING……………………………………….....32
3.4 DATA ANALYSIS…………………………………...33
CHAPTER 4 DATA ANALYSIS………………………...35
4.1 CONFIRMATORY FACTOR ANALYSIS……….....35
4.2 STRUCTURAL EQUATION MODELING………...36
CHAPTER 5 CONCLUSIONS AND SUGGESTIONS...............................................................40
5.1 FINDINGS……………………………......................40
5.2 LIMITATIONS……………………………………….42
5.3 FURTHER STUDY SUGGESTIONS……………………………………......43
REFERENCE…………………………………………..44
APPENDIX ……………..................................................61
Questionaires ………………………………………....61

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