論文摘要
論文題目：人力資本彈性與組織資本對組織創新績效的影響
─以知識產業為例
院校系所：國立中山大學人力資源管理研究所
畢業時間及提要別：九十五學年度第一學期碩士論文摘要
研究生：吳宏志(Hung-chih Wu) 指導教授：趙必孝(Bih-Shiaw Jaw)

論文內容提要：
在知識經濟取代資產經濟的世紀中，企業成功的關鍵因素，已從有形的資
產的管理逐漸轉為到對人的智慧及系統的無形管理能力；知識已成為企業獲取
競爭優勢的主要關鍵。企業最大的核心價值來自於員工的智慧與知識；而人力
資本是所有無形資產中最具核心的資產，企業擁有優勢的人力資本，將創造企
業優異的價值。因此如何激勵員工的工作意願及發揮創新之價值，使人力資本
充份發揮是企業首要的重大工作。本研究是以知識產業為研究對象，探討知識
密集產業人力資本發揮之表現，透過組織資本對創新績效之影響。
本研究經過實證資料的蒐集與統計分析，得到以下發現：
一、人力資本彈性構面包括：管理能力、員工能力、多元雇用與工作協調等四
個構面。
二、組織資本構面包括：組織學習性文化、知識領導力、團隊式工作設計與人
系力資源統等四個構面。
三、創新績效構面包括：產品創新與製程創新等二個構面。
四、人力資本彈性對創新績效的影響：
(一)管理能力及員工能力對產品創新與製程創新均具有顯著的正向影響。
(二)多元雇用及工作協調對產品創新與製程創新均呈現不顯著的負向影響
。
五、組織資本對創新績效的影響：
(一)知識領導力對產品創新與製程創新均有顯著的正向影響。
(二)組織學習性文化對產品創新有顯著的正向影響，對製程創新呈現不顯
著的正向影響。
(三)團隊式工作設計對產品創新與製程創新均呈現不顯著的正向影響。
(四)人力資源系統對產品創新呈現不顯著的正向影響，對製程創新呈現不
顯著的負向關係。
六、人力資本彈性與組織資本之交互作用對創新績效的干擾效果：
(一)員工能力與知識領導力交互作用對產品創新具有顯著的正向影響。
(二)員工能力與團隊式工作設計交互作用對產品創新具有顯著的正向影
響。


(三)員工能力與組織學習性文化交互作用對產品創新具有稍顯著的負向影響。
(四)員工能力與團隊式工作設計交互作用對製程創新具有顯著的正向影
響。
(五)管理能力、多元雇用、工作協調分別與組織資本構面各變數交互作
用均成呈現不顯著。

關鍵字：人力資本、人力資本彈性、組織資本、創新績效、知識產業

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目錄
圖目錄..... .....................................................IV
表目錄..... .................................................. ...V
第一章 緒論......................................................1
第一節 研究動機..............................................1
第二節 研究目的與觀念性架構..................................3
第三節 研究流程..............................................4
第二章 文獻探討..................................................6
第一節 知識產業..............................................6
第二節 人力資本.............................................14
第三節 組織資本.............................................31
第四節 創新績效.............................................40
第三章 研究方法.................................................57
第一節 研究架構與研究假設...................................57
第二節 研究變項的操作性定義與衡量...........................59
第三節 抽樣方法與樣本特性分析...............................65
第四節 問卷信度分析與量表構面重整...........................68
第五節 資料分析方法.........................................76
第四章 實證結果與分析...........................................77
第一節 研究變項的描述性統計分析.............................77
第二節 人力資本彈性、組織資本與創新績效的關係...............79
第三節 人力資本彈性與組織資本對創新績效的影響...............81
第四節 驗證假設結果.........................................89
第五章 結論與建議...............................................91
第一節 研究結果與建議.......................................91
第二節 研究限制與後續研究建議...............................94
參考文獻.........................................................95
一、中文部份.................................................95
二、英文部份.................................................97
附錄一 研究問卷................................................105




圖目錄

圖 1-2-1 觀念性架構圖........................................3
圖 1-3-1 本研究之研究流程....................................5
圖 3-1-1 研究架構...........................................57
圖 4-3-1 員工能力與組織學習性文化交互作用對產品創新的影響...82
圖 4-3-2 員工能力與知識領導力交互作用對產品創新的影響.......83
圖 4-3-3 員工能力與團隊式工作設計交互作用對產品創新的影響...83
圖 4-3-4 員工能力與團隊式工作設計交互作用對製程創新的影響...86

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