組織轉型能力之建構與評鑑工具之發展

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題名	組織轉型能力之建構與評鑑工具之發展
作者	徐家偉
貢獻者	張裕隆徐家偉
關鍵詞	組織轉型組織轉型能力組織核心職能組織核心能力組織績效組織競爭力 organizational transformation organizational transformation competence organizational generic competence organizational core competence organizational performance organizational competitiveness
日期	2006
上傳時間	17-Sep-2009 13:21:47 (UTC+8)
摘要	本研究之目的在於探討組織轉型能力之建構，並依此建構發展一套組織能力之評鑑工具。其次，融入組織核心能力、核心職能與轉型能力的概念，建構組織能力發展模式，以協助台灣中小企業有效診斷組織體質，進而提昇組織績效與競爭力。本研究採用質量並重之研究方法進行探討，首先藉由「行為事例訪談法」進行深度訪談（N=5），並針對企業個案（美國奇異集團、大陸海爾集團、台灣宏碁集團）進行傳記文本分析，繼而編撰量表題目。本研究以台灣企業組織做為母群，以立意抽樣方式蒐集124份樣本，經過實證分析後，顯示本研究發展的「組織轉型能力量表」共包含組織領導、策略願景、心智模式與組織學習等四個構面，且在內部一致性信度(.973)、效標關聯效度(.611)、與建構效度等檢驗指標上，皆有顯著的效果。此外，根據組織能力模式與績效的路徑分析結果顯示：1.組織轉型能力在組織核心職能與核心能力、組織績效之間具有中介效果。2.組織能力彼此之間具有顯著的關聯性，且皆對組織績效具有貢獻與影響。3.組織轉型能力中的心智模式與組織學習構面，以及組織的資源競爭核心能力，最能預測組織績效的表現。最後研究者則針對學術研究與實務應用方面提出具體的討論與建議。 The purpose of this study was to investigate the constructs of organizational transformation competence and use them to develop an assessment tool for evaluating organizational competencies. Besides, the concepts of core competence (based on the strategic management theory), generic competence (based on the competence model), and transformation competence, were incorporated to construct a model of organizational competence development, so as to assist Taiwanese small and medium enterprises to effectively diagnose organizational itself and further of enhance organizational performance and competitiveness. This study adopted both qualitative and quantitative research methods for analysis. First of all, Behavioral Event Interview (BEI) was used to perform in-depth interviews with the research subjects (n=5). Besides, the biographical texts of the studied cases (America’s GE Group, China’s Haier Electronics Group, and Taiwan’s Acer Group) were analyzed to design the items of the questionnaire. Also corporate organizations in Taiwan were taken as the population, and a total of 124 samples were collected using purposive sampling. Through empirical analysis, it showed that the proposed “Organizational Transformation Competence Scale” encompassed four dimensions, namely organizational leadership, strategic vision, mental model, and organizational learning. In conclusion, the internal consistency validity (Cronbach’s α=.973), criterion-related validity (validity coefficient=.611), and construct validity were good and compliant. Moreover, according to the path analysis of the organizational competence model and performance, it was revealed that (1) organizational transformation competence had the mediating effect on the relationships between generic competence and organizational core competence and organizational performance; (2) organizational competencies were significantly correlated with one another, and contributive and influential to organizational performance; (3) the mental model and organizational learning dimensions of organizational transformation competence and the organizational core competence for resource competition could mostly predict organizational performance. Finally, substantial suggestions were proposed for follow-up academic studies and practical applications.
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描述	碩士國立政治大學心理學研究所 92752003 95
資料來源	http://thesis.lib.nccu.edu.tw/record/#G0927520032
資料類型	thesis

dc.contributor.advisor	張裕隆	zh_TW
dc.contributor.author (Authors)	徐家偉	zh_TW
dc.creator (作者)	徐家偉	zh_TW
dc.date (日期)	2006	en_US
dc.date.accessioned	17-Sep-2009 13:21:47 (UTC+8)	-
dc.date.available	17-Sep-2009 13:21:47 (UTC+8)	-
dc.date.issued (上傳時間)	17-Sep-2009 13:21:47 (UTC+8)	-
dc.identifier (Other Identifiers)	G0927520032	en_US
dc.identifier.uri (URI)	https://nccur.lib.nccu.edu.tw/handle/140.119/32536	-
dc.description (描述)	碩士	zh_TW
dc.description (描述)	國立政治大學	zh_TW
dc.description (描述)	心理學研究所	zh_TW
dc.description (描述)	92752003	zh_TW
dc.description (描述)	95	zh_TW
dc.description.abstract (摘要)	本研究之目的在於探討組織轉型能力之建構，並依此建構發展一套組織能力之評鑑工具。其次，融入組織核心能力、核心職能與轉型能力的概念，建構組織能力發展模式，以協助台灣中小企業有效診斷組織體質，進而提昇組織績效與競爭力。本研究採用質量並重之研究方法進行探討，首先藉由「行為事例訪談法」進行深度訪談（N=5），並針對企業個案（美國奇異集團、大陸海爾集團、台灣宏碁集團）進行傳記文本分析，繼而編撰量表題目。本研究以台灣企業組織做為母群，以立意抽樣方式蒐集124份樣本，經過實證分析後，顯示本研究發展的「組織轉型能力量表」共包含組織領導、策略願景、心智模式與組織學習等四個構面，且在內部一致性信度(.973)、效標關聯效度(.611)、與建構效度等檢驗指標上，皆有顯著的效果。此外，根據組織能力模式與績效的路徑分析結果顯示：1.組織轉型能力在組織核心職能與核心能力、組織績效之間具有中介效果。2.組織能力彼此之間具有顯著的關聯性，且皆對組織績效具有貢獻與影響。3.組織轉型能力中的心智模式與組織學習構面，以及組織的資源競爭核心能力，最能預測組織績效的表現。最後研究者則針對學術研究與實務應用方面提出具體的討論與建議。	zh_TW
dc.description.abstract (摘要)	The purpose of this study was to investigate the constructs of organizational transformation competence and use them to develop an assessment tool for evaluating organizational competencies. Besides, the concepts of core competence (based on the strategic management theory), generic competence (based on the competence model), and transformation competence, were incorporated to construct a model of organizational competence development, so as to assist Taiwanese small and medium enterprises to effectively diagnose organizational itself and further of enhance organizational performance and competitiveness. This study adopted both qualitative and quantitative research methods for analysis. First of all, Behavioral Event Interview (BEI) was used to perform in-depth interviews with the research subjects (n=5). Besides, the biographical texts of the studied cases (America’s GE Group, China’s Haier Electronics Group, and Taiwan’s Acer Group) were analyzed to design the items of the questionnaire. Also corporate organizations in Taiwan were taken as the population, and a total of 124 samples were collected using purposive sampling. Through empirical analysis, it showed that the proposed “Organizational Transformation Competence Scale” encompassed four dimensions, namely organizational leadership, strategic vision, mental model, and organizational learning. In conclusion, the internal consistency validity (Cronbach’s α=.973), criterion-related validity (validity coefficient=.611), and construct validity were good and compliant. Moreover, according to the path analysis of the organizational competence model and performance, it was revealed that (1) organizational transformation competence had the mediating effect on the relationships between generic competence and organizational core competence and organizational performance; (2) organizational competencies were significantly correlated with one another, and contributive and influential to organizational performance; (3) the mental model and organizational learning dimensions of organizational transformation competence and the organizational core competence for resource competition could mostly predict organizational performance. Finally, substantial suggestions were proposed for follow-up academic studies and practical applications.	en_US
dc.description.tableofcontents	目錄………………………………………………………………… Ⅰ 表目錄……………………………………………………………… Ⅲ 圖目錄……………………………………………………………… Ⅴ 第一章緒論………………………………………………………………… 1 第一節研究背景與動機…………………………………………………… 1 第二節研究目的與程序…………………………………………………… 7 第三節名詞釋義…………………………………………………………… 9 第二章文獻探討…………………………………………………………… 10 第一節組織理論隱含的組織變遷觀點…………………………………… 10 一、現代組織理論的組織變遷觀點………………………………………… 12 二、推動組織變遷的具體成因……………………………………………… 15 三、組織的自我創生系統與自我組織功能………………………………… 16 第二節組織轉型之理論意涵……………………………………………… 20 一、組織變革與組織轉型之差異性………………………………………… 20 二、組織轉型之定義與內涵………………………………………………… 23 三、組織轉型之架構與歷程………………………………………………… 25 第三節組織能力（競爭力）理論之回顧………………………………… 35 一、組織核心職能之意義…………………………………………………… 35 二、資源基礎理論的核心能力觀點………………………………………… 38 第四節組織轉型能力之意涵……………………………………………… 48 一、組織領導………………………………………………………………… 50 二、組織策略願景…………………………………………………………… 52 三、組織習慣………………………………………………………………… 53 四、組織心智模式…………………………………………………………… 56 五、組織學習與知識管理…………………………………………………… 59 第五節總結………………………………………………………………… 63 第三章研究方法…………………………………………………………… 68 第一節質化研究方法……………………………………………………… 68 一、深度訪談—行為事例訪談法…………………………………………… 69 二、個案研究………………………………………………………………… 71 第二節量化研究方法……………………………………………………… 76 一、問卷施測……………………………………………………………… 76 二、資料分析………………………………………………………………… 80 三、研究工具………………………………………………………………… 82 第四章研究結果分析……………………………………………………… 97 第一節本研究模型之路徑分析………………………………………… 97 第二節本研究構面向度之預測模型分析………………………………… 104 一、組織核心職能向度對組織轉型能力向度之多元逐步迴歸分析……… 104 二、組織轉型能力向度對組織核心能力向度之多元逐步迴歸分析……… 105 三、組織轉型與核心能力向度對組織績效向度之多元逐步迴歸分析… 105 第三節組織轉型能力表現之樣本交叉檢定分析………………………… 108 第五章結論………………………………………………………………… 112 第一節組織轉型能力之實證結果………………………………………… 112 一、組織轉型能力之信效度分析結果……………………………………… 112 二、組織轉型能力之具體意涵……………………………………………… 113 三、組織轉型能力跨樣本性質的差異性…………………………………… 117 第二節組織能力模式與組織績效之關聯性……………………………… 118 一、辨析組織轉型能力之中介效果………………………………………… 118 二、組織能力模式對組織績效之影響力…………………………………… 118 三、組織能力模式對組織績效影響之具體內涵…………………………… 120 第三節研究與實務建議…………………………………………………… 123 一、研究限制與建議………………………………………………………… 123 二、實務建議………………………………………………………………… 125 參考文獻……………………………………………………………………… 128 中文部分……………………………………………………………………… 128 英文部分……………………………………………………………………… 131 附錄一組織轉型能力量表—專家審題問卷………………………………… 139 附錄二組織轉型能力調查問卷……………………………………………… 145	zh_TW
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dc.language.iso	en_US	-
dc.source.uri (資料來源)	http://thesis.lib.nccu.edu.tw/record/#G0927520032	en_US
dc.subject (關鍵詞)	組織轉型	zh_TW
dc.subject (關鍵詞)	組織轉型能力	zh_TW
dc.subject (關鍵詞)	組織核心職能	zh_TW
dc.subject (關鍵詞)	組織核心能力	zh_TW
dc.subject (關鍵詞)	組織績效	zh_TW
dc.subject (關鍵詞)	組織競爭力	zh_TW
dc.subject (關鍵詞)	organizational transformation	en_US
dc.subject (關鍵詞)	organizational transformation competence	en_US
dc.subject (關鍵詞)	organizational generic competence	en_US
dc.subject (關鍵詞)	organizational core competence	en_US
dc.subject (關鍵詞)	organizational performance	en_US
dc.subject (關鍵詞)	organizational competitiveness	en_US
dc.title (題名)	組織轉型能力之建構與評鑑工具之發展	zh_TW
dc.type (資料類型)	thesis	en
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