參與標準制定組織之動機與影響

Abstract

在科技變化快速的環境中，技術標準對確保產品和服務的相容性、促進產業增長和驅動創新具有重要作用。制定和推廣技術標準的標準制定組織自1990年代以來便快速增長，參與其中的個人和企業也越來越多。本論文即以此漸受學術界與實務界所關注的組織為研究主題，探究個人和企業如何作成參與決策。在理論方面，我們採用了社會資本和資源基礎理論，同時考量外部與內部資源所造成的動機。本論文主要包含兩篇相關的研究，其內容概述如下： 本論文首先透過社會資本和社會網絡的視角探討了個人參與標準制定組織背後的動機。研究了這些概念提供的資源和連結如何影響參與這些組織的決策。基於社會資本理論，個人的內在動機包括意識形態、利他主義和樂趣，內化的外在動機則包括聲譽、互惠、學習和自用價值。此外，職業發展和補償等純粹的外在動機也驅動著個人參與標準制定組織的決策。研究結果顯示，個人參與標準制定組織能夠提升職業發展和專業影響力，強調社會資本和社交網絡如何支持和增強這些動機。 接著，本論文分析了企業參與標準制定組織的動機。基於資源基礎理論，企業的內部資源包括技術能力、研發資源和專利，外部資源則包括市場機會、合作網絡和政策支持。研究結果顯示，企業參與標準制定組織的主要動機包括影響標準制定、獲取技術知識、打開市場和符合監管要求。此外，企業的專利數量、吸收能力、過去參與經驗以及家族企業背景，也顯著影響其參與標準制定組織的決策。 在理論貢獻方面，本論文運用了社會資本理論和資源基礎理論來解釋個人和企業參與標準制定組織的動機。這些理論提供了理解參與動機的有效框架，並且通過多層次的分析方法，揭示了不同層次的社會資本對參與決策的影響。此研究豐富了對社會資本和資源基礎理論的理解，並提出了相關的理論模型和假設。 在實證貢獻方面，本論文構建了ICT產業中參與標準制定組織參與的數據集，通過量化方法對個人和企業的參與動機進行了實證分析。研究結果不僅驗證了理論模型的有效性，還提供了具體的實證證據，顯示了不同參與動機在提升個人職業發展和企業競爭力方面的具體作用。這些發現對於政策制定者和企業管理者制定參與策略具有重要的實質意義。

In a rapidly changing technological environment, technical standards play a crucial role in ensuring the compatibility of products and services, fostering industry growth, and driving innovation. Since the 1990s, the number of standard setting organizations (SSOs) responsible for developing and promoting these standards has grown significantly, with increasing participation from both individuals and companies. This dissertation focuses on these organizations, which have gained substantial attention from both academia and industry, and explores the decision-making processes behind individual and corporate participation in SSOs. The theoretical framework combines social capital theory and resource-based view (RBV) to consider both external and internal resources as motivational factors. The dissertation comprises two related studies, summarized as follows: The first study presents in chapter 3 explores the motivations behind individual participation in standard-setting organizations through the lens of social capital and social networks. It examines how the resources and connections provided by these concepts influence decisions to engage in these organizations. Based on social capital theory, intrinsic motivations such as ideology, altruism, and enjoyment are examined alongside internalized extrinsic motivations including reputation, reciprocity, learning, and self-use value. Additionally, purely extrinsic motivations such as career advancement and compensation are considered. The findings indicate that individual participation in SSOs enhances career development and professional influence, highlighting how social capital and social networks support and enhance these motivations. The second study, presented in Chapter 4, analyzes the motivations for enterprise participation in SSOs. According to resource-based theory, internal resources of enterprises include technological capabilities, R&D resources, and patents, while external resources encompass market opportunities, cooperative networks, and policy support. The findings indicate that the primary motivations for enterprises to participate in SSOs include influencing standard setting, acquiring technical knowledge, accessing markets, and complying with regulations. Furthermore, factors such as the number of patents, absorptive capacity, past participation experience, and family business background significantly impact enterprises' decisions to participate in SSOs. In terms of theoretical contributions, this dissertation employs social capital theory and RBV to elucidate the motivations for individual and corporate participation in SSOs. These theories provide an effective framework for understanding participation motivations, and through a multi-level analysis, the study reveals the impact of social capital at various levels on participation decisions. This research enriches the understanding of social capital and RBV, presenting relevant theoretical models and hypotheses. Empirically, the study constructs a dataset on SSOs participation in the ICT industry and employs quantitative methods to analyze individual and corporate motivations. The results validate the theoretical models and provide concrete empirical evidence, highlighting the specific roles of different motivations in enhancing individual career development and corporate competitiveness. These findings offer valuable insights for policymakers and corporate managers in formulating participation strategies.