本研究主要在探討組織文化、知識取得、組織學習與組織創新之間的關聯，以2005年天下雜誌公佈的全國一百大金融業為研究母體，並以其中23家作為研究樣本，共計發放785份問卷，回收之有效問卷為449份。本研究透過線性結構化方程式模型將組織文化、知識取得對組織學習與組織創新的影響進行實證分析。
本研究結果發現組織文化對組織創新之影響中，組織學習具有部分中介效果，其中官僚型文化對組織學習及組織創新具有顯著的負向關係，而創新型文化及支持型文化則對組織學習及組織創新具有顯著的正向關係。本研究結果亦發現組織文化會對知識取得產生影響，其中官僚型文化對知識取得具有顯著的負向關係，而創新型文化及支持型文化則對知識取得具有顯著的正向關係。此外，組織文化會透過知識取得對組織學習與組織創新產生影響，且知識取得對組織創新之影響中，組織學習具有完全中介效果。

This study mainly investigates the relationships among organizational culture, knowledge acquisition, organizational learning and organizational innovation. We choose the Top 100 Financial Enterprises published by Common Wealth Magazine in 2005 as the population and 23 of them as the sample in this study. 785 questionnaires were issued and 449 valid replies were received. This study uses the structural equation model (SEM) to empirically explore the relationships among organizational culture, knowledge acquisition, organizational learning and organizational innovation.
The research results indicate that organizational learning serves as a partial mediator between organizational culture and organizational innovation. The bureaucratic culture has a significantly negative effect on organizational innovation, and the innovative culture and supportive culture have a significantly positive effect on organizational innovation. The research results also indicate that organizational culture has an effect on knowledge acquisition. The bureaucratic culture has a significantly negative effect on knowledge acquisition, and the innovative culture and supportive culture have a significantly positive effect on knowledge acquisition. In addition, we find that organizational culture has an effect on organizational innovation through knowledge acquisition and organizational learning, and organizational learning has a full mediation effect on knowledge acquisition and organizational innovation.

目　錄

致謝……………………………………………………………………….I
中文摘要…………………………………………………………………II
英文摘要…………………………………………………………………Ⅲ
目錄………………………………………………………………………Ⅳ
圖目錄……………………………………………………………………Ⅵ
表目錄……………………………………………………………………Ⅶ
第一章　緒論
第一節	研究背景與動機…………………………………………….1
第二節	研究目的…………………………………………………….3
第三節	研究流程…………………………………………………….4
第二章　文獻探討
第一節	組織文化…………………………………………………….6
第二節	知識取得……………………………………………………14
第三節	組織學習……………………………...…………………….18
第四節	組織創新………………..…………………….…………….29
第五節	各構念間關係……………………………………...……….37
第六節	組織文化、知識取得、組織學習與組織創新之相關變項探討…...45
第三章　研究方法
第一節	研究架構………………………………...………………….50
第二節	研究變項與操作型定義…………………………...……….50
第三節	研究對象………………………………..…………………..57
第四節	問卷與抽樣設計………………………………..………….57
第五節	研究假設……………………………..…………………….60
第六節	資料分析方法………………………………..…………….61
第七節	共同方法變異………………………………...……………62
第四章　資料分析與結果
第一節	樣本結構分析……………………………………………...65
第二節	估計方法之選擇……………………...……………………68
第三節	測量模型分析……………………..………………….……70
第四節	相關分析………………….……………….………….……78
第五節	理論模型分析……………………..………………….……81
第六節	研究假設檢定………………………...……………………82
第七節	競爭模式分析………………………...……………………89
第八節	共同方法變異檢測………………………...………………91
第五章	結論與建議
第一節	研究結論…………………………………………………...92
第二節	管理意涵............…………………………………………...95
第三節	研究限制…………………………………………………...98
第四節	後續研究建議……………………………………….……..99
參考文獻：
一、中文文獻………………………………………………………101
二、英文文獻..................................	102
附錄一：預試問卷	111
附錄二：正式問卷	115
 
圖目錄

圖1.1 研究流程圖	5
圖2.1 Gobeli & Brown之創新類型	34
圖2.2 研究地圖	49
圖3.1 研究架構圖	50
圖4.1 研究路徑圖	81
圖4.2 創新型文化路徑圖	91
 
表目錄

表2.1 組織文化的定義	7
表2.2 組織文化的類型	13
表2.3 知識取得之方式	15
表2.4 知識取得分類方式	17
表2.5 組織學習的定義	20
表2.6 組織學習的類型	25
表2.7 組織學習的程序	29
表2.8 組織創新的定義	31
表2.9 組織創新的型態	36
表3.1 組織文化操作型定義與衡量變項	51
表3.2 知識取得操作型定義與衡量變項	52
表3.3 組織學習操作型定義與衡量變項	53
表3.4 組織創新操作型定義與衡量變項	55
表3.5 預試問卷發放對象及數量	58
表3.6 預試問卷題項分配及信度	59
表4.1 正式問卷發放對象及數量	65
表4.2 公司變項之分佈情形	67
表4.3 人口統計變項之分佈情形	68
表4.4 觀察變項之平均數、標準差、偏態與峰度	69
表4.5  CFA判斷標準一覽表	70
表4.6 各變項之因素分析結果表	72
表4.7 正式問卷構面題項分配及Cronbach’s α信度	73
表4.8 建構信度	74
表4.9 正式構面收斂效度分析結果	75
表4.10 區辨效度	77
表4.11 構面相關矩陣	80
表4.12 部分中介模式路徑分析結果	82
表4.13 直接效果與間接效果(官僚型文化) 	88
表4.14 直接效果與間接效果(創新型文化) 	88
表4.15 直接效果與間接效果(支持型文化) 	89
表4.16 三種組織文化模式下之配適度指標	90
表5.1 研究假設與驗證結果彙整表	94

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