在現今競爭激烈的環境下，「創新」似乎已成為企業不可避免的挑戰，企業內的員工，便扮演著關鍵的角色。而企業的人力資源實務要如何幫助企業提升創新的能力?故本研究由人力資源管理的角度為出發點，探討組織的人力資源實務、組織創新能力、與組織績效之間的關係。此外，組織的經營策略是否會對創新能力與組織績效之間的關係產生干擾，亦為本研究探討之課題。

本研究採用問卷調查法來尋求解答，以製造業的研發部門主管為調查對象。一共發放180份問卷，有效問卷為86份。經統計分析後獲得以下研究結果:

1.注重訓練與團隊工作能顯著正向影響探索式創新

2.招募甄選、職涯管理與員工參與能顯著正向影響探索式創新

3.績效報酬能顯著正向影響開發式創新，績效評估則無顯著關係

4.招募甄選、職涯管理與員工參與能顯著正向影響開發式創新

5.探索式創新與開發式創新能顯著正向影響組織績效

6.經營策略對創新能力與組織績效並無顯著干擾效果

In this highly competitive environment, innovation seems to be the inevitable challenge to every company. The employees within the companies have become the key point for the companies to be innovative. So how do these companies use human resource management practices to promote innovation capabilities? In this thesis, the study will explore the relationship between human resource management practices and innovation capabilities and as well as the relationship between innovation capabilities and organizational performance. In addition, the business strategy as the moderator is also discussed.

This thesis is conducted through opinion survey. This study gathered 86 valid questionnaires replied by the directors of research and development department in each company and the findings of this thesis can be summarized as follows:

1.Training and teamwork impact the exploratory innovation positively.

2.Recruitment, career system and employee participation impact the exploratory innovation positively.

3.Performance reward impacts the exploitative innovation positively. Performance appraisal does not have evident impact on exploitative innovation.

4.Recruitment, career system and employee participation impact the exploitative innovation positively.

5.Exploratory and exploitative innovations impact the organizational performance positively.

6.Business strategy does not have evident moderating effect.

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 創新能力………………………………………. 5
第二節 人力資源實務與創新能力……………………. 9
第三節 創新能力與組織績效…………………..…. 18
第四節 經營策略的干擾效果……………………. 24
第三章 研究方法…………………………………. 31
第一節 研究架構與研究假設……………………. 31
第二節 研究變項之操作型定義與衡量………… 33
第三節 資料蒐集方法與樣本特性分析…………. 41
第四節 資料分析方法……………………………. 45
第四章 實證資料分析……………………………. 47
第一節 研究變項間之相關性……………………. 47
第二節 有助創新之人力資源實務對組織創新能力之影響.. 49
第三節 組織創新能力對組織績效之影響………. 59
第四節 經營策略對創新能力與組織績效之影響. 61
第五節 實證研究結果整理…………....………. 64
第五章 結論與建議………………………………. 65
第一節 研究結果與管理意涵……………………. 65
第二節 研究限制與後續研究建議………………. 68
參考文獻 ………………………………………. 69
研究問卷 ……………………………………. 77

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