本研究的目的在於探討領導型態、組織學習、與組織創新間關聯性，對資訊電子業及金融業所造成的影響。研究對象以2011年天下雜誌所公布之台灣1,000大資訊電子製造業及100大金融業為研究母體，回收之有效問卷為377份，採用SPSS 12.0 及LISREL 8.8作為統計及結構模式分析工具，本研究透過結構方程模式針對領導型態、組織學習、與組織創新之關係進行實證分析。經過文獻探討與問卷分析後，本研究得到的結論如下：領導型態對組織學習之運作具有正向且顯著的影響，組織學習對組織創新之運作具有正向且顯著的影響，組織學習在領導型態與組織創新間具有完全中介的影響。在產業多群體比較方面，本研究理論模型對於兩種知識密集產業均適用，這也代表本理論模型可廣泛適用於其他知識密集產業。研究結論及管理意涵，將隨研究結果作進一步的探討。

This study mainly investigates the relationships among leadership, organizational learning and organizational innovation in manufacturing and financial industries. The samples were collected from Common Wealth Magazine’s Top 1,000 manufacturers and Top 100 financial industries in Taiwan and 377 valid questionnaires were received. We use the structural equation model (SEM) by implementing SPSS 12.0 and LISREL 8.8 to empirically explore the relationships among leadership, organizational learning and organizational innovation. The results show that leadership has positive and significant influence on organizational learning, and organizational learning has positive and significant influence on organizational innovation. Other findings specify organizational learning serves a mediator between leadership and organizational innovation.

中文摘要	I
英文摘要	II
目錄	III
表目錄	VII
圖目錄	IX
第一章 緒論	1
1.1研究背景與動機	1
1.2研究範圍及目的	4
1.3論文架構	5
1.4研究流程	6
第二章 文獻探討	7
2.1 領導型態	7
2.1.1領導的定義	8
2.1.2領導理論的發展	11
2.1.3靈巧的領導	24
2.1.4領導型態的衡量構面	25
2.1.5小結	27
2.2組織學習	28
2.2.1學習的定義	29
2.2.2組織學習定義	29
2.2.3組織學習類型	33
2.2.4組織學習的衡量構面	37
2.2.5小結	39
2.3組織創新	40
2.3.1創新的定義	40
2.3.2創新的類型與衡量構面	44
2.3.3小結	49
2.4研究假設	50
2.4.1領導型態與組織創新相關假設	50
2.4.2領導型態與組織學習相關假設	52
2.4.3組織學習與組織創新相關假設	53
2.4.4組織學習在領導型態與組織創新之中介效果假設	54
2.4.5產業別之多群體比較	56
2.5研究地圖	57
第三章 研究方法	66
3.1研究架構	66
3.2研究變數操作性定義及衡量	67
3.2.1領導型態	67
3.2.2組織學習	69
3.2.3組織創新	71
3.2.4企業及人口統計變項	73
3.3研究對象與抽樣設計	74
3.3.1研究對象	74
3.3.2問卷抽樣設計	75
3.4問卷前測與信效度分析	77
3.5資料分析方法	79
第四章 資料分析與結果	84
4.1樣本結構分析	84
4.2估計方法之選擇	85
4.3測量模型分析	86
4.3.1驗證性因素分析	87
4.3.2信度分析	90
4.3.3效度分析	92
4.4相關分析	95
4.5理論模型分析	97
4.6研究假設檢定	98
4.7不同產業別之分析	100
4.7.1相關分析	100
4.7.2多群體分析	102
4.8共同方法變異檢測	103
第五章 結論與建議	104
5.1研究結論	104
5.2管理意涵與貢獻	106
5.3研究限制	115
5.4未來研究方向	116
參考文獻	118
附錄:正式問卷	133

表目錄
表1-1主要地區經濟氣候(World Economic Climate)指數	2
表2-1領導與管理之比較	9
表2-2中外學者對於領導之定義彙總	10
表2-3領導理論演進	12
表2-4轉換領導與交易領導之比較	23
表2-5轉換型與交易型領導之「領導行為」分類表	25
表2-6中外學者對組織學習之定義	32
表2-7各學者對組織學習的分類	36
表2-8組織創新的定義	43
表2-9各學者組織創新的分類	48
表2-10研究地圖之綜合文獻整理	59
表3-1領導風格之衡量構面	68
表3-2組織學習之衡量構面	70
表3-3組織學習之衡量構面	72
表3-4資訊電子業樣本	76
表3-5金融業樣本	76
表3-6問卷預試發放對象	78
表3-7問卷前測題數分配與信度分析	78
表3-8本研究採用之共同方法變異處理方法	83
表4-1人口變項資料表	84
表4-2觀察變項之平均數、標準差、偏態與峰度	86
表4-3 CFA判斷標準一覽表	87
表4-4各變項之驗證性因素分析結果	89
表4-5正式問卷因素信度分析結果表	90
表4-6建構信度	91
表4-7因素收斂效度分析結果表	92
表4-8因素區別效度	94
表4-9構面相關矩陣	96
表4-10變項路徑表	98
表4-11資訊電子業相關分析	101
表4-12金融業相關分析	101
表4-13產業多群體分析	102
表5-1假設驗證結果彙整表	106

圖目錄
圖1-1 研究流程圖	6
圖2-1 行為理論綜整圖	17
圖2-2 共享心智模式	31
圖2-3 創新循環的構成要素	41
圖2-4 靈巧的領導模型	52
圖2-5 研究地圖	58
圖3-1 研究架構圖	66
圖4-1 研究路徑圖	97

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