投資信託產業逐漸成熟，近年來可說是到達白熱化競爭的階段，投資信託公司的基金經理人流動率居高不下，人員流動將會影響到組織能力的培養，最後甚至阻礙了公司整體的成長。因此若有與其組織文化相配適的人力資源管理系統，相信將能幫助公司留住人才，發展良好的組織創新能力，讓營運績效更好。

本研究透過個案研究的方式，針對投信產業中的四家投信進行訪談。從本研究的個案中，可以發現組織文化、人力資源的策略思維與組織創新能力上的表現具有顯著的相關聯性。組織文化是組織的核心，也是組織運作的中心思想，會形成一種對人力資源使用、招募與考核上的準則，即文化會影響人力資源的管理活動，而人力資源的管理活動會影響到人力資本的累積，最後影響到創新能力，尤其是在服務創新上影響最大。在本研究中，技術創新或是產品創新，會受到其它因素的影響，例如集團資源或是產業特性，所以人力資源策略對於產品創新與技術創新上，影響為部分顯著。

Securities Investment Trust industry had matured which reached to an intensive competition market in recent years. In any case, the high turnover rate of fund manager suggests that how company establishes its organizational ability now facing a serious issue, and it eventually cuts the overall growth of company. Therefore, if company’s human resources management system can be matched with its own organizational culture, it should help the company retain talents; to develop better organizational innovative capability which leads to more outstanding performance.
In this research, we focused on four particular companies which known for its specialty in securities investment trust by processing case study method. From these cases, we found there are strong relationships between organizational culture, strategic human resource management and performance on organizational innovation. Organizational culture presents the core value of organization which is the central idea for corporation operation as well. It becomes the principles for recruitment and assessment of human resource. That is to say, culture affects human resource management activities.
Human resources management activities play an important role on human capital accumulation which can direct link to performance of innovation, especially on service innovation. Our research suggested that technical innovation or product innovation will be affected by other factors, such as company’s resources and industrial properties. As a result, the strategy of human resources management has partially influence on both product innovation and technological innovation.

致謝詞 iii
摘要 iv
Abstract v
第一章 緒論 1
第一節 研究動機 1
第二節 研究目的 2
第三節 研究流程 3
第二章 文獻探討 4
第一節 組織文化 4
第二節 人力資源管理 10
第三節 組織創新 21
第三章 研究設計 25
第一節 研究架構 25
第二節 研究方法 26
第三節 研究對象 27
第四節 訪談設計 31
第四章 產業分析與研究發現 33
第一節 台灣投信產業分析 33
第二節 組織文化 44
第三節 策略性人力資源管理 49
第四節 組織創新 55
第五節 組織文化、策略性人力資源管理與組織創新之相關性 59
第五章 結論與建議 61
第一節 研究結論 61
第二節 研究貢獻 61
第三節 研究限制 61
第四節 對未來研究之建議 62
參考文獻 63
一、 中文部分 63
二、 英文部分 64
附錄一：訪談問卷 69

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