回顧文獻，高績效工作系統對組織績效存在一定的影響關係，其中的作用機制是許多學者仍在研究探討的方向。實務觀點而言，人力資源管理透過組織內高績效工作系統的運作，以提高組織績效為最終的目標。在目前全球經濟環境快速的變化下，企業組織為了能迅速因應，勢必要形成一反應機制取代傳統由上而下的階層性管理，組織能否有自行對環境變化快速因應的能力將關係企業的存續，過去研究結果顯示學習型組織對於組織的創新能力有正面影響；組織的創新能力對於組織績效有正面影響。故延伸探討在高績效工作系統、學習型組織、組織創新能力與組織績效之間的關係。
本研究採用問卷調查法，以人力資源資深專員1人與一般員工10人一組為問卷發放對象，共計發放50組，回收40組，有效問卷31組，分析方法採用SPSS進行統計分析，獲得以下研究結果。

1.高績效工作系統顯著正向影響學習型組織的形成

2.學習型組織顯著正向影響組織的創新能力

3.高績效工作系統中的招募甄選與學習型組織之間無顯著之正向關係

4.組織創新能力與組織績效之間無顯著之正向或負向關係

針對上述結論，本研究亦提出管理意涵與建議，以供後續研究者參考。

The link between human resource work system (HPWS) and organizational effectiveness has received much attention. A basic premise of this research stream is that a system of internally coherent HPWS aligned with organizational learning may enhance organizational performance. Results demonstrated a positive relationship between organizational learning and innovative. However, researchers generally agree that HPWS do not lead directly to organizational performance and have started examining the intermediate mechanisms to understand how HPWS affect organizational performance. In this thesis, the study will discuss the influence of High Performance Work System, learning organization, innovation on organizational performance.
This thesis is conduct through opinion survey, relied by the human resource employees and the general employees in each company, the findings of the thesis can be summarized as follows:
1. High Performance Work System impacts learning organization positively.
2. Learning organization impacts innovative positively.
3. There no evidence to show staffing of High Performance Work System impacts organizational performance either positively or negatively.
4. There no evidence to show innovative impacts organizational performance either positively or negatively.

論文審定書 i
誌 謝 ii
摘 要 iii
Abstract iv
目 錄 v
圖 次 vii
表 次 viii
第一章 緒論……………………………………………………………………… 1
第一節 研究背景與動機 …………………………………………………… 1
第二節 研究目的 …………………………………………………………… 2
第三節 研究範圍與流程 …………………………………………………… 3
第二章 文獻探討………………………………………………………………… 5
第一節 高績效工作系統 …………………………………………………… 5
第二節 學習型組織…………………………………………………………13
第三節 組織創新能力………………………………………………………19
第四節 組織策略……………………………………………………………23
第五節 組織績效……………………………………………………………25
第三章 研究方法………………………………………………………………… 29
第一節 研究架構與假設……………………………………………………29
第二節 量表採用與計分方式………………………………………………30
第三節 資料發放與收集……………………………………………………31
第四節 資料分析……………………………………………………………32
第四章 研究結果………………………………………………………………… 34
第一節 敘述性統計分析……………………………………………………36
第二節 信度分析……………………………………………………………38
第三節 效度分析……………………………………………………………40
第四節 主要變數之相關係數分析…………………………………………41
第五節 迴歸分析……………………………………………………………43
第五章 結論與建議……………………………………………………………… 55
第一節 研究結果與管理意涵……………………………………………… 55
第二節 研究建議…………………………………………………………… 59
第三節 研究限制與未來研究建議………………………………………… 60
參考文獻…………………………………………………………………………… 62
附錄………………………………………………………………………………… 65

一、中文部分
王怡文，2005，組織創新與人力資源管理之研究，國立中 山大學人力資源管理系碩士論文。
黃良志、黃家齊、溫金豐、廖文志、韓志翔著，2007，人力資源 管理：理論與實務，台北：華泰文化。
陳曉萍、徐淑英、樊景立、鄭伯壎，2008，組織與管理研究的實證方法，台北：華泰書局。
溫金豐，2009，組織理論與管理，台北：華泰書局。
趙芝瑩，2010，組織學習導向的人力資源實務與組織績效關係之研究，國立中山大學人力資源管理系碩士論文。
盧業雯，2008，人力資源實務與組織績效關係之研究，國立中山大學人力資源管理系碩士論文。

二、英文部分
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Pfeffer, J. L. 1994. Competitive advantage through people: Unleashing the power of workforce. Boston: MA: HBS Press.
Van Der Panne et al. 2003. Success and Failure of innovation: A literature review. International Journal of Innovation Management. 7(3): 309-338.
Wright, P. M., McMahan, G. & McWilliams, A., 1994. Human Resources and Sustained Competitive Advantage: A Resource-Based Perspective. International Journal of Human Resource Management, 5: 301-326.
Youndt, M. A., Snell, S. A., Dean, J. W., & Lepak, D. P. 1996. Human resource
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