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標題: | 公共組織的創新活動與動態能耐管理之研究:
以勞工保險局為例 Dynamic competence management of public sector organizations: A Case Study of Bureau of Labor Insurance |
作者: | Yu-Lin Kao 高育麟 |
指導教授: | 趙義隆(Yi-Long Jaw) |
關鍵字: | 資源基礎觀點,能耐基礎觀點,知識基礎觀點,動態能耐,組織學習,創新,能力,核心能力,組織慣例,路徑分析,因徑分析,因素分析,動態性組織,公共管理,良善治理,勞工退休金新制, Resource-based View,Competence-based View,Knowledge-based View,Dynamic competence,organizational learning,innovation,capabilities,core competence,organizational routines,path analysis,factor analysis,Dynamic organization,public management,good governance,new labor pension mechanism, |
出版年 : | 2006 |
學位: | 碩士 |
摘要: | 過去的十年間,動態能耐研究途徑的論點是:企業組織必須依賴能力去因應快速變遷的環境。動態能耐的觀點提供我們一個比其他研究途徑更具重要優勢影響性的說法,因為此觀點整合了能力建構的所有內在與外部主要影響因素。特別是與動態能力有關的因素,例如是組織的創新。此外,資源基礎觀點則提供我們判斷「能耐」與「能力」是主要的組織資源,因為這種獨特的資源,能夠有效地讓組織創造新的與更多的持續競爭優勢。
本論文研究旨在分析當公共組織面對創新活動時,組織的及時因應與公共治理模式的選擇。本文研究的主題是公部門組織的「動態能耐管理」,目的在提出一些組織有關的變項包括:組織承諾、組織學習、管理的領導與組織創新,觀察這些變項是如何去影響組織動態能耐的建構與槓桿運用。 本研究的對象是屬於公共部門中的「勞工保險局」,以該局969個正式職員為有效樣本,本文研究採用多變量統計(multivariate statistics)的分析方法進行資料分析與假設檢定,採用的分析方法是依據現有的理論建構「結構方程模型」(Structural Equation Modeling)。並使用「變異數分析」(ANOVA)、「因素分析」(factor analysis)與「路徑分析」(path analysis)等統計方法進行分析「問卷調查」的結果。 本文研究的主要假設是:組織要永續經營,最重要的還是須具備有組織能力,而組織的能力就來自於組織過程。透過組織過程,將資源轉換成組織的能力。因此,組織過程成為組織競爭力的決定因素。本研究檢視組織的活動過程,發現並不只是運作單一簡單資源就可達到組織長達績效,而是必須策略性地管理內在與外部的技能、組織慣例與資源。 本文研究的主要結論是:組織必須因應環境才能不斷維持競爭與創新。而能耐如未加以使用將逐漸消退枯竭,能耐惟有應用與分享才能不斷發展。勞工保險局面對著環境的不確定性,惟有以創新活動經由能耐的升級來創造其成長力,同時也應槓桿運用其現有的能耐不斷地改善現況。 In the past decade, extensive researches in the field of dynamic competence have suggested that each organization should possess its ability for rapid adaptation to the changing environment. The viewpoint offered by researches in dynamic competence provides a more dominant influence as compared to others because it encompasses both intrinsic and extrinsic influential factors for dynamic competence such as organization innovation. Additionally, the viewpoint provides the basis essential for judging what are the major resources of the organization. For example, “competence” and “capability” are two unique resources that effectively and persistently make the organization more compatible. This thesis aims to analyze how organizations behave in terms of timing and governance choice when an innovation is introduced. In this research, we explore the issue of “dynamic competence management of public sector organizations” and provide insights into how organizational variables, including commitment, learning, managerial leadership and innovation influence the establishment and leverage of dynamic competence. We selected the Bureau of Labor Insurance as the study organization and used its 969 employees as the sample population. A questionnaire survey was conducted and the results were analyzed by methods of multivariate statistics such as ANOVA, factor analysis and path analysis, based upon the Structural Equation Modeling. A key assumption of this thesis is that , organizational and managerial processes produce unique sets of capabilities. We examined organizational activity cannot operate by simply assembling resources to achieve high long-term performance , but requires to strategically manage the internal and external organizational skills, routines and resources . In our conclusion, organizations must adapt to the environment in order to remain competitive and innovative. Competence declines if it is not used , and competence is developed when it is applied and shared. In the face of competition and environmental uncertainty , Bureau of Labor Insurance shall manage its growth through upgrading its competence by innovation , and leveraging its existing competence by engaging continuous improvement. |
URI: | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/34655 |
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顯示於系所單位: | 高階公共管理組 |
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