面對環境的劇烈變動，企業唯有透過不斷地學習才能永續生存，組織學習日益重要，而知識經濟時代的來臨，人力資源成為企業關鍵的競爭優勢。組織學習導向下的人力資源實務是否能為組織績效帶來正面的影響？本研究嘗試由組織學習導向的人力資源實務角度出發，探討組織學習導向的人力資源實務與組織績效之關係、組織學習管理系統對組織績效的影響並進一步加入競爭策略，探討競爭策略對組織學習導向下人力資源實務與組織績效的干擾效用是否存在。

　為尋求解答，本研究採用問卷調查法，以人力資源主管及核心部門主管為問卷發放對象，一共發放100份問卷，有效問卷45份，經過統計分析獲得以下的研究結果。

一、「控制」及「注重績效管理」的組織學習導向人力資源實務顯著正向影響組織績效
二、組織學習管理系統與組織績效之間無顯著之正向或負向關係
三、競爭策略對「合作」、「部門間合作」及「注重教育訓練」等三項組織學習導向的人力資源實務與組織績效關係產生干擾效果

　　While an organization facing a dynamic environment, the only way to survive is to learn as soon as possible. Therefore, organizational learning becomes more and more important. Age of knowledge economy is coming, human resource becomes the key of the competitive advantages. Does learning-oriented human resource have positive influences in organizational performances? In this thesis, the study will discuss this topic from the aspect of learning-oriented human resource and try to find the relationship between learning-oriented human resource and organizational performances and as well as the relationship between the system of learning-oriented human resource and organizational performances. Moreover, the indirect impact of human resource practices intertwined with human resource and competitive strategy as a moderator is also under scrutiny.

　　This thesis is conduct through opinion survey, relied by the directors of human resource and core department in each company, the findings of the thesis can be summarized as follows:

1. “ Control ” and “ performance appraisal ” of the learning-oriented human resource practices impact the organizational performances positively.
2. There is no evidence to show that the system of learning-oriented human resource impacts organizational performances either positively or negatively.
3. The relationship between “cooperation” “cooperation within departments” and “training” of learning-oriented human resource practices and organizational performance will be contingent on an organization’s competitive strategy.

第一章　緒論 .................................................................................................................................1
　　第一節　研究背景與動機 .............................................................................................. 1
　　第二節　研究目的 ............................................................................................................ 3
　　第三節　研究流程 ............................................................................................................ 4
第二章　文獻探討 ...................................................................................................................... 5
　　第一節　組織學習.............................................................................................................. 5
　　第二節　組織學習導向的人力資源實務 ............................................................... 10
　　第三節　組織學習管理系統 ....................................................................................... 19　　 　　
　　第四節　組織學習導向的人力資源實務與組織績效之關係 ................................ 23
　　第五節　組織績效的衡量 ............................................................................................ 28
第三章　研究方法 .................................................................................................................... 32
　　第一節　研究架構與研究假設 .................................................................................. 32
　　第二節　資料收集方法與樣本特性分析 ............................................................... 34
　　第三節　研究變項之操作性定義與衡量 ............................................................... 37
　　第四節　資料分析方法 ................................................................................................. 44
第四章　實證資料分析 .......................................................................................................... 47
　　第一節　集群結果 .......................................................................................................... 47
　　第二節　研究變項間之相關分析............................................................................... 53
第三節　組織學習導向的人力資源實務與組織績效之關係 ......................... 55
　　第四節　組織學習管理系統與組織績效之關係 ................................................. 61
　　第五節　競爭策略的干擾效果 ................................................................................... 62
　　第六節　假設驗證結果整理 ........................................................................................ 79
第五章　結論與建議 ............................................................................................................... 80
　　第一節　研究結果與管理意涵 .................................................................................. 80
　　第二節　研究限制 .......................................................................................................... 85
　　第三節　後續研究建議 .................................................................................................. 86
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