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    政大機構典藏 > 商學院 > 企業管理學系 > 期刊論文 >  Item 140.119/10148
    Please use this identifier to cite or link to this item: http://nccur.lib.nccu.edu.tw/handle/140.119/10148


    Title: 影響學習型組織形成之相關因素研究:以工程顧問業為例
    Other Titles: A Study on Factors Affecting the Formation of Learning Organization in the Engineering Consultnat Industry
    Authors: 管長青;蔡維奇
    Guan, Chang-Ching;Tsai , Wei-Chi
    Keywords: 學習型組織;系統思考;領導;工作類型
    Learning organization;Systems thinking;Leadership;service types
    Date: 2003
    Issue Date: 2008-11-25 10:24:07 (UTC+8)
    Abstract: Senge(1990)出版「第五項修練」一書以來,學習型組織的概念風起雲湧,深獲學術界與實務界的重視,並視它為企業競爭優勢的泉源。許多學者著墨研究五項修練的概念內涵、組織學習的方法、以及學習型組織的特性等。然而,究竟有那些因素對形成學習型組織具有助益?有關該課題之文獻資料,則較為不足。文獻資料顯示個人的認知與行動是無法分割的,但少有實證研究顯示,個人的認知與行為改變,是否進而影響團體思維,並改變組織行為。文獻資料均支持較有效能的領導人,傾向於高工作效能(任務導向)或高團體維繫(關係導向)的領導行為。但少有實證研究證實,較有效能的領導人(能提高群體生產力),是否會使該單位形成學習型組織。知識型的服務工作依據服務流程的分開或集中,以及依賴他人程度的高或低,有不同的工作類型。但少有實證研究討探,工作類型與學習型組織特性符合度間之關係。因此,本研究提出相關的研究假設,進而探討。本研究針對工程顧問業26家公司,90個單位,員工人數3413人進行問卷調查(有效問卷1599份)。經因素分析、信度分析、相關係數分析、以及階層式迴歸分析所做的研究結果顯示,單位成員對學習型組織修練(系統思考概念)的認知程度、具有工作效能(任務導向)領導行為的單位主管、以及具有團體維繫(關係導向)領導行為的單位主管等三項因素,與該單位符合學習型組織特性的程度之間,具有正相關(即該三項因素,對形成學習型組織具有相當的解釋能力,判定係數R square=0.68)。藉由本研究結果,期能為企業在辦理員工教育訓練、遴選單位主管、以及導入學習型組織等方面,提供正面思考方向,適宜衡量指標,做為具體實施之參考。
    The Fifth Discipline, written by Dr. Peter M Senge in 1990, offers the prevalent concept of learning organization. Since its release, the book has generated a great deal of enthusiastic responses and much popular support from academic circles and authorities in other related areas of activity, in which people with practical experience regard the concept of learning organization as the source of enterprising competitive advantages. In fact, a number of researchers have expressed their interest in studying the contents of the concept in the five disciplines, as well as the methodology of the organization learning and the properties of the learning organization. However, at present there is not enough literature to assess whether there are some factors that prime the formation of learning organization. Previously recorded materials have indicated that an individual''''''''s cognition and action is indivisible, but a few empirical researches have interpreted that the change of the individual's cognition and behavior would correspondingly affect group thinking and change organizational behaviors. In general, recorded literature used to support the basis of effective leaders, favoring the leadership with high work performance (task oriented) or high group maintenance (relationship oriented). Nonetheless, there are a few empirical bases that validate the assertion that the comparative effective leaders, who are able to promote group productivity, could affect organizational behaviors, and promote their units to correspond with the extent of the learning organization property. Due to the gradient of concentration of a service's flow chart, and the varying degrees of dependency, there are different types of knowledge-based services. However, there is a lack of empirical research and study with respect to the relationship between different types of knowledge-based services and the extent of learning organization properties. Hence, some related hypotheses are proposed in this thesis to study. One thousand five hundred and ninety nine (1,599) effective questionnaires taken from 3,413 employees surveyed from 90 units of 26 different engineering consulting companies are the objects in this study. Based on conducting the factor, the reliability, the correlation coefficient and the hierarchical regression analysis, the results can be concluded as follows: Three dependent factors, (1)the employee''''''''s fifth discipline (the concept of system thinking) with respect to learning organization, (2)the task oriented leadership emphasizing work performance, and (3)the relationship oriented leadership emphasizing group maintenance, are positively correlated to the extent of learning organization property with a coefficient of determination (R square) of 0.68. Based on the statistical analysis, the result is affirmative interpretation. In conclusion, enterprises can employ insights offered from this study as a helpful guideline with respect to positive thinking and suitable scaling indices, and as an appropriate implementation reference for training employees, screening leadership candidates, and facilitating the implementation of learning organization.
    Relation: 管理研究學報, 3(1), 71-95
    Data Type: article
    Appears in Collections:[企業管理學系] 期刊論文

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