「人力」不再只是勞動力的代名詞，「人力」的內涵還有知識、智慧、創意、潛能……等。時至今日，全球已進入知識社會、知識經濟的體系中，人才競爭無疑地代替資金、土地、設備，形成企業競爭的核心因素。將經濟學「資本」的概念運用到人力資源理論中，是凸顯「人力」重要的經濟意涵，並將「人力資產」看成像財務問題般影響大局。不論傳統或非傳統行業，幾乎只要是營利的企業都承認創新的重要，「業競天擇」，企業與其擔心競爭優勢與地位還能維繫多久，不如不斷地進步創新、持續地超前，藉由實施創新管理的過程，達到組織創新的目的。本研究以「人力資本」與「組織創新」的相關性為研究主體，同時考慮企業特性與產業環境會對人力資本與組織創新的關係產生干擾/影響。透過實證研究統計分析的方式，本研究發現：
一、企業人力資本的五構面
(1) 高階主管的知識與願景領導能力
(2) 員工創業與創新能力
(3) 人力資本活化
(4) 人力資本提升
(5) 人力資本蓄積
二、企業不同的特性在人力資本構面的差異性分析
(1) 屬不同產業的公司在「人力資本提升」構面有些微顯著差異，服務業對教育訓練、人才培育的投資程度稍高。
(2) 資本額大小不同的企業在「人力資本活化」、「人力資本蓄積」構面有顯著差異，做法皆以資本額較大的公司較為重視。
(3) 處於不同的組織生命週期的企業在「人力資本提升」、「人力資本蓄積」做法上皆有顯著差異；處於成熟期的企業較重視「人力資本蓄積」，處於成長期的企業較重視「人力資本提升」。
(4) 企業成立年數長短在「人力資本蓄積」上有顯著差異，成立20年以上的企業較成立15年以下的企業注重「人力資本蓄積」。
三、人力資本對於組織創新的直接影響
(1) 高階主管的知識與願景領導能力對管理創新有顯著正向影響。
(2) 高階主管的知識與願景領導能力對技術創新有顯著正向影響。
四、產業環境與人力資本的交互作用對於組織創新的影響效果不顯著。
五、企業特性與人力資本的交互作用對於組織創新的影響效果：
(1) 公司成立年數與人力資本活化的交互作用對管理創新有顯著正向影響；
(2) 資本額以及高階主管的知識與願景領導能力的交互作用對管理創新有顯著正向影響。

關鍵字：人力資本、組織創新、高階主管的知識與願景領導能力

ABSTRACT
Human capital comprises not only man power but also brain power which implies people’s intelligence, potentiality, intellect….etc. Nowadays the world has been getting into the new era of knowledge economy; and the competency of brain power instead of financial capital, land, facility/equipment becomes the core element of competition among enterprises. In this context, human capital in organizations is considered as the valuable assets, which are critically influential and significant. Organizations aiming at best performance admit the vital importance of the innovation and make every endeavor to maintain their competitive strengths and advantages by means of innovative management to achieve the goal of organizational innovations. The thesis focuses on the correlation between human capital and organizational innovation, in conjunction with organizational characteristics and industrial environment which might interfere with the correlation. After empirical study & statistical analysis, the thesis reveals as following:
I. Five dimensions of human capital in organizations---
1. Top management’s knowledgeable & visionary leadership;
2. Employees’ enterpreneurship & innovativeness;
3. Rejuvenesce of human capital;
4. Upgrading of human capital;
5. Deposit of human capital
II. Differenciation analysis on the five dimensions of human capital by organizational characteristics---
1. The organizations in various industries indicate slightly obvious differentiation in the upgrading degrees of human capital; in comparison, the organizations in service industry invest more in employees’ training & cultivation than those in manufacturing industry.
2. The organizations with bigger capital amounts obviously put much more emphasis on rejuvenesce as well as deposit of human capital.
3. The organizations in the maturity period of life cycle comparatively concentrate much more of their attention on deposit of human capital; whereas those in the growing period of life cycle emphasize much more on upgrading human capital.
4. Over-20-years-old organizations lay much more emphasis on deposit of human capital than those at the ages less than 15 years.
III. Human capital’s direct influence on organizational innovation---
Top management’s knowledgeable & visionary leadership exerts obviously positive effect on the innovation of management as well as technique.
IV. The interaction of organizational characteristics and human capital has obviously positive effect on the organizational innovation---
1. The interaction of the ages of the organization and rejuvenesce of human capital has obviously positive effect on the innovation of management.
2. The interaction of the capital amount of the organization and top management’s knowledgeable & visionary leadership has obviously positive effect on the innovation of management.


Key words: human capital, organizational innovation, top management’s knowledgeable & visionary leadership, employees’ enterpreneurship & innovativeness, rejuvenesce of human capital, upgrading of human capital, deposit of human capital

目 錄
第一章 緒論
第一節 研究動機與研究目的------------------------------------------- 01
第二節 觀念性架構---------------------------------------------------03
第三節 研究流程----------------------------------------------------- 04
第二章 文獻探討
第一節 人力資本--------------------------------------------------------05
第二節 組織創新---------------------------------------------------13
第三節 人力資本與組織創新的關係--------------------------------------- 18
第四節 企業特性與產業環境的影響----------------------------------------20
第三章 研究方法
第一節 研究架構與研究假設----------------------------------------------22
第二節 操作性定義與測量------------------------------------------------24
第三節 抽樣方法與樣本特性分析------------------------------------------30
第四節 因素分析、信度分析與量表構面重整--------------------------------32
第五節 修正後之研究架構及資料分析方法----------------------------------37
第四章 實證結果與分析討論
第一節 研究變項之描述性統計分析----------------------------------------40
第二節 產業環境、人力資本與組織創新之相關分析--------------------------42
第三節 企業特性在人力資本上之差異分析----------------------------------46
第四節 產業環境與人力資本對組織創新之影響性分析------------------------51
第五節 企業特性與人力資本對組織創新之影響性分析------------------------57
第五章 結論與建議
第一節 研究結論與建議--------------------------------------------------70
第二節 研究限制與對後續研究的建議--------------------------------------78
參考文獻
一、中文部份------------------------------------------------------------- 80
二、英文英文------------------------------------------------------------- 81
附錄 問卷-------------------------------------------------------------- 85

表 目 錄
表2-1-1 學者對人力資本觀點摘要彙總------------------------------------ 06
表2-1-2 學者所提出的人力資本衡量指標彙總--------------------------- 09
表2-2-1 產品創新與製程創新的比較--------------------------------------- 16
表3-2-1 人力資本量表設計------------------------------------------------ 27
表3-3-1 本研究之樣本基本資料-------------------------------------------- 32
表3-4-1 人力資本量表之因素分析結果與信度------------------------------ 34
表3-4-2 產業環境量表之信度分析------------------------------------------ 36
表3-4-3 組織創新量表之信度分析------------------------------------------ 37
表4-1-1 產業環境描述性統計分析表--------------------------------------- 41
表4-1-2 人力資本描述性統計分析表--------------------------------------- 41
表4-1-3 組織創新描述性統計分析表--------------------------------------- 41
表4-2-1 產業環境與人力資本之相關分析--------------------------------- 43
表4-2-2 產業環境與組織創新之相關分析--------------------------------- 44
表4-2-3 人力資本與組織創新之相關分析--------------------------------- 44
表4-3-1 產業別在人力資本之差異分析------------------------------------ 46
表4-3-2 企業成立年數在人力資本之差異分析--------------------------- 47
表4-3-3 組織生命週期在人力資本各構面之差異分析------------------ 48
表4-3-4 資本額在人力資本之差異分析------------------------------------ 49
表4-3-5 所有權型態在人力資本之差異分析------------------------------ 50
表4-4-1 環境不確性與人力資本對於管理創新之影響------------------ 52
表4-4-2 環境變動頻率與人力資本對管理創新之影響------------------ 53
表4-4-3 環境複雜性與人力資本對管理創新之影響--------------------- 54
表4-4-4 環境不確性與人力資本對於技術創新之影響------------------ 55
表4-4-5 環境變動頻率與人力資本對技術創新之影響------------------ 56
表4-4-6 環境複雜性與人力資本對技術創新之影響--------------------- 57
表4-5-1 產業別與人力資本對於管理創新之影響------------------------ 59
表4-5-2 成立年數與人力資本對管理創新之影響------------------------ 60
表4-5-3 資本額與人力資本對管理創新之影響--------------------------- 61
表4-5-4 組織所有權型態與人力資本對管理創新之影響--------------- 63
表4-5-5 組織生命週期與人力資本對管理創新之影響------------------ 64
表4-5-6 產業別與人力資本對於技術創新之影響------------------------ 65
表4-5-7 成立年數與人力資本對技術創新之影響------------------------ 66
表4-5-8 資本額與人力資本對技術創新之影響--------------------------- 67
表4-5-9 組織所有權型態與人力資本對技術創新之影響--------------- 68
表4-5-10組織生命週期與人力資本對技術創新之影響------------------ 69
表5-1-1 企業不同的特性在人力資本各構面差異性假設驗證表------ 73
表5-1-2 直接影響假設驗證表---------------------------------------------- 74
表5-1-3 交互作用影響假設驗證表I---------------------------------------- 75
表5-1-4 交互作用影響假設驗證表II--------------------------------------- 76

圖 目 錄
圖1-2-1 本研究之觀念性架構-----------------------------------------------03
圖1-3-1 研究流程--------------------------------------------------------- 04
圖2-2-1 創新的架構------------------------------------------------------- 14
圖2-2-2 組織創新的四種類型-----------------------------------------------15
圖2-3-1 組織內部員工分類------------------------------------------------- 18
圖3-1-1 本研究之研究架構------------------------------------------------- 23
圖3-5-1 修正後之研究架構------------------------------------------------- 38
圖4-5-1 公司成立年數與人力資本活化的交互作用對管理新的影響 60
圖4-5-2 資本額與高階主管知識願景領導力的交互作用對管理創新的影響--------- 62

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