21世紀是個高度競爭的時代，愈來愈多的國際企業深刻體認到，唯有產品不斷推陳出新，才能在國際市場上享有額外的利潤，並且保有持續性的競爭優勢。因此，組織創新能耐的形成與累積，對國際企業而言，其意義顯得格外重要。
本研究認為大多數的產品創新活動均發生於研發部門，研發人員是促成產生額外組織創新能耐的關鍵角色，因此，對研發部門採行創新性人力資源策略，提高組織承諾程度，與產生組織創新能耐具有很大的關聯性。在產品創新活動過程中，如何消除技術創新的障礙，是碓保創新的關鍵成功因素，此有賴高度有效的創新管理作為。
本研究以「塑造創新性的企業文化」、「推動創新性的組織再造」及「鼓勵創新性的組織學習」三個構面，作為國際企業研發人力資源策略的焦點，驗証其對組織創新能耐的產生與累積是否具有影響力。並以「創新管理」作為條件變項(Conditional Variables)導入上述因果模式中，驗証其對原有模式的影響力是否具有增強效果。
實証結果證明，(一)當企業採行以「塑造創新性的企業文化」為研發人力資源策略焦點，對於組織創新能耐的產生與累積，具有非常顯著之影響力，顯示研發人員相當重視能夠塑造創新氣氛環境，以及鼓勵創新活動的企業文化內涵。而且在導入高度有效的「創新管理」條件變項後，對原有模式之影響力有顯著增強效果。(二)當企業採行以「鼓勵創新性的組織學習」為研發人力資源策略焦點，對於組織創新能耐的產生與累積，具有非常顯著之影響力，而且在導入高度有效的「創新管理」條件變項後，對原有模式之影響力有顯著增強效果。顯示良好的創新管理，可以有效消除組織中阻礙技術創新的因素，利於組織成員創造力學習的形成。

The 21st Century is a highly competitive era. More and more international business realize that only by developing new products unceasingly can they enjoy the extra profits in the international market, and maintain the constant competitive superiority. Hence, the formation and accumulation of organizational innovative capabilities (OIC) are especially meaningful for international business.
The research is of the opinion that most of the innovative activities take place in the R&D department. The R&D people are the crucial roles of producing extra OIC. Therefore, they have great relationship with the R&D department's adopting the innovative human resource strategies, elevating the degree of organizational commitment, and creating OIC. In the process of the innovative activities, how to eliminate the obstacles of innovation is the key successful factor of assuring innovation, and it depends on the highly efficient innovative management.
The research took the three dimensions of "Innovative Organizational Culture" "Innovative Organizational Reengineering" and "Innovative Organizational Learning" as the focal points of the R&D human resource strategies for international business in order to test and verify if it has the influence on OIC's producing and accumulating. Moreover, "Innovative Management" was manipulated as the conditional variables and conducted into the above-mentioned research model to prove if it has the obvious influence on the research model.
The result of actual demonstration manifested that: (1) When a firm adopts "Innovative Organizational Culture" as the focal point of the R&D human resource strategies, it has the conspicuous influence on OIC's producing and accumulating. It shows that the R&D people attach importance to the organizational cultural contents that can mold the innovative atmosphere and environment, and inspire the innovative activities. Besides, it has the obvious influence on the research model after conducting the highly efficient conditional variables of "Innovative Management." (2) When a firm adopts "Innovative Organizational Learning" as the focal point of the R&D human resource strategies, it has the same favorable result on OIC just like the previous item (1). It also has the obvious influence on the research model after conducting in the highly efficient conditional variables of "Innovative Management." In short, it shows the good innovative management can efficiently eliminate the factors that obstruct the innovation in the firm, either is beneficial for the formation of the creative learning in the firm.

第一章 緒論
第一節 研究動機 ……………………………………………………… 1
第二節 研究目的 ……………………………………………………… 3
第三節 研究範圍與對象 ……………………………………………… 5
第四節 研究流程 ……………………………………………………… 6

第二章 文獻探討
第一節 研發人力資源策略 …………………………………………… 8
第二節 創新管理 ……………………………………………………… 16
第三節 組織創新能耐 ………………………………………………… 22
第四節 研發人力資源策略、創新管理與組織創新能耐之關係 …… 25

第三章 研究設計
第一節 研究架構 ……………………………………………………… 27
第二節 研究假設 ……………………………………………………… 30
第三節 變數操作性定義 ……………………………………………… 32
第四節 個案公司屬性分析 …………………………………………… 39
第五節 抽樣方法 ……………………………………………………… 44
第六節 問卷設計 ……………………………………………………… 45
第七節 資料分析方法 ………………………………………………… 48
第八節 信度效度分析及因素分析 …………………………………… 49

第四章 實証分析與結果
第一節 樣本基本資料分析 …………………………………………… 53
第二節 變數統計量分析 ……………………………………………… 59
第三節 樣本特徵值變異數分析 ……………………………………… 74
第四節 相關分析 ……………………………………………………… 85
第五節 迴歸分析 ……………………………………………………… 89
第六節 複迴歸分析 …………………………………………………… 95

第五章 結論與建議
第一節 研究結論 ……………………………………………………… 104
第二節 研究貢獻 ……………………………………………………… 107
第三節 對業界與後續研究者之建議 ………………………………… 109
第四節 研究限制 ……………………………………………………… 111

參考文獻 …………………………………………………………………… 112
問卷編碼表 ………………………………………………………………… 122
問卷調查表 ………………………………………………………………… 126

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