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http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/86781完整後設資料紀錄
| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 周雍強(Yon-Chun CHOU) | |
| dc.contributor.author | Li-Ling Chao | en |
| dc.contributor.author | 趙麗玲 | zh_TW |
| dc.date.accessioned | 2023-03-20T00:17:22Z | - |
| dc.date.copyright | 2022-08-10 | |
| dc.date.issued | 2022 | |
| dc.date.submitted | 2022-07-26 | |
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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/86781 | - |
| dc.description.abstract | 組織創新是驅動非營利組織服務績效提升的重要策略，透過組織創新更能與外界不斷創新的企業一樣保持彈性及更具競爭力。同時，有創新的組織也更能激發人員有更好的表現及產生價值。另並要在有限的資源下妥善的分配資源，循序漸進採取創新的行動方案，使創新更能實踐，不單只是指標，而是有共同創新的目標。基此，本研究從考量各項組織創新的元素，到有系統的將有形與無形的元素連結在一起，將促成組織創新的各項行為模式，以建構一個動態的組織創新架構。 本研究利用文獻歸納法及層級分析法去進行質化的探討性研究。本研究所探討的促成組織創新的六個面向—策略、組織架構、流程、獎勵方式、人及環境為基礎，去分析其相關的主題及行動方案，以建構出「組織創新評估架構衡量指標與階層關係」。本研究發放問卷給具有豐富組織管理學術或實務的專家學者進行兩兩構面比較。結果有下列重要發現： 1.得出「策略」是為組織創新最重要之構面，並引導其他依重要順序分別為「人員」、「獎勵」、「組織」、「環境」及「流程」等各構面驅動組織創新。 2.得出「驅動組織創新構面主題模型」：策略（以人為本）、人員(人員特質/能力、培育方式)、獎勵(財務、非財務獎酬)、組織(混和性結構)、流程(跨職能部門的合作、優化採購流程)。 3.得出「驅動組織創新構面之行動方案模型」，前十大重要行動方案有助於實踐組織創新。 | zh_TW |
| dc.description.abstract | Organizational innovation is an important strategy to drive the improvement of service performance of non-profit organizations. Through organizational innovation, it is possible to maintain the same flexibility and competitiveness as companies that are constantly innovating outside. At the same time, innovative organizations are more able to motivate people to perform better and generate value. In addition, it is necessary to properly allocate resources under limited resources, and take innovative action plans step by step to make innovation more practical. It is not just an indicator, but a common innovation goal. Based on this, this research considers the elements of organizational innovation to systematically link the tangible and intangible elements together, and explores the behavioral patterns that contribute to organizational innovation, so as to construct a dynamic organizational innovation framework. This study using the literatures induction and analytic hierarchy process to conduct qualitative exploratory study. Based on the six aspects that promote organizational innovation—strategy, organizational structure, processes, reward systems, people and environment discussed in this study, it analyzes its related themes and action plans to construct an “organizational innovation evaluation framework measurement index and class relations'. In this study, the questionnaires were distributed to some experts and scholars with rich organizational management academic or practical experience for pairwise comparison. Below are some important findings in this study: 1. Obtain the 'strategy' is the most important aspect for organizational innovation, and guide other aspects to drive the organization in order of importance, such as 'people', 'rewards', 'organization', 'environment' and 'process' Innovation. 2. Obtain the 'Thematic Model of Driving Organizational Innovation': strategy (people-oriented), people (personnel characteristics/capacities, cultivation methods), rewards (financial, non-financial rewards), organization (hybrid structure), process (Cross-functional collaboration, Optimize the purchasing process) . 3. Obtain the 'Action Plan Model for Driving Organizational Innovation Dimensions', and the top ten important action plans are helpful to practice organizational innovation. | en |
| dc.description.provenance | Made available in DSpace on 2023-03-20T00:17:22Z (GMT). No. of bitstreams: 1 U0001-1607202222571900.pdf: 2748727 bytes, checksum: e586e5a52bb0b2e08a88cd8b7b412a8e (MD5) Previous issue date: 2022 | en |
| 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 3 第三節 研究範圍 3 第四節 研究流程 4 第二章 文獻探討 5 第一節 創新與管理 5 第二節 組織創新構面探討 9 第三節 組織創新構面主題衡量指標之彙整歸類 22 第三章 研究設計 29 第一節 觀念性架構 29 第二節 文獻歸納法 30 第三節 AHP層級分析法 30 第四節 組織創新評估架構衡量指標與階層關係 33 第五節 組織創新衡量指標評估之AHP層級分析 35 第四章 資料分析與結果 38 第一節 組織創新各構面之重要性分析 39 第二節 組織創新各構面之主題重要性分析 41 第三節 組織創新各構面主題行動方案之重要性分析 53 第四節 組織創新衡量指標整體權重與排序之彙整 59 第五章 結論與建議 65 第一節 結論 65 第二節 管理上之意涵 68 第三節 研究限制 69 第四節 建議 69 參考文獻 70 一、中文部分 70 二、英文部分 71 三、網路部分 77 附錄：專家問卷 78 | |
| dc.language.iso | zh-TW | |
| dc.subject | 績效評估 | zh_TW |
| dc.subject | 組織結構 | zh_TW |
| dc.subject | 組織策略 | zh_TW |
| dc.subject | 組織創新 | zh_TW |
| dc.subject | 績效評估 | zh_TW |
| dc.subject | 層級分析法 | zh_TW |
| dc.subject | 組織結構 | zh_TW |
| dc.subject | 組織策略 | zh_TW |
| dc.subject | 組織創新 | zh_TW |
| dc.subject | 層級分析法 | zh_TW |
| dc.subject | Organizational Strategy | en |
| dc.subject | Organizational Innovation | en |
| dc.subject | Organization Structure | en |
| dc.subject | Performance Index | en |
| dc.subject | Analytic Hierarchy Process | en |
| dc.subject | Organizational Innovation | en |
| dc.subject | Organizational Strategy | en |
| dc.subject | Organization Structure | en |
| dc.subject | Performance Index | en |
| dc.subject | Analytic Hierarchy Process | en |
| dc.title | 經由組織創新提升非營利組織之服務績效-層級分析法之應用 | zh_TW |
| dc.title | To upgrade the service performance of non-profit organizations by organizational innovation:an application of AHP | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 110-2 | |
| dc.description.degree | 碩士 | |
| dc.contributor.oralexamcommittee | 黃奎隆(Kwei-Long Huang),欒斌(Luarn Pin) | |
| dc.subject.keyword | 組織創新,組織策略,組織結構,績效評估,層級分析法, | zh_TW |
| dc.subject.keyword | Organizational Innovation,Organizational Strategy,Organization Structure,Performance Index,Analytic Hierarchy Process, | en |
| dc.relation.page | 91 | |
| dc.identifier.doi | 10.6342/NTU202201504 | |
| dc.rights.note | 同意授權(全球公開) | |
| dc.date.accepted | 2022-07-27 | |
| dc.contributor.author-college | 工學院 | zh_TW |
| dc.contributor.author-dept | 工業工程學研究所 | zh_TW |
| dc.date.embargo-lift | 2022-08-10 | - |
| 顯示於系所單位： | 工業工程學研究所 | |
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