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研究生: 蘇彥文
研究生(外文): Yen-Wen SU
論文名稱: 專業持續發展及組織衝突對於組織學習影響之研究-以軟體產業為例
論文名稱(外文): The Impact of Continuing Professional Development and Organizational Conflict on Organizational Learning- An Empirical Study of Taiwan’s Information Software Industry
指導教授: 陳昭蓉
指導教授(外文): Jau-Rong Chen
學位類別: 碩士
校院名稱: 樹德科技大學
系所名稱: 資訊管理研究所
論文出版年: 2004
畢業學年度: 92
語文別: 中文
中文關鍵詞: 專業持續發展組織衝突組織學習
外文關鍵詞: Continuing Professional DevelopmentOrganizational ConflictOrganizational Learning
相關次數:
  • 被引用:7
  • 點閱:64
  • 評分:*****
  • 下載:23
  • 書目收藏:0
伴隨知識經濟來臨,企業面臨全球化與知識的競爭。近年來組織學習理論風潮普及,企業對員工需求不僅要學有專精,更要維持並發展個人知識技能,進而提升企業力以達成永續經營的目標。專業持續發展不僅被視為維持並擴大員工新知識與技能、降低成本以及提昇企業競爭力的一項利器,同時也是達成組織學習的重要途徑;而衝突在組織中不但是無可避免的行為,同時也影響著個人與團體知識累積、學習績效及滿意度。有鑑於此,本研究將從專業持續發展與組織衝突兩個觀點,探討及檢驗其對組織學習績效的影響,以及專業持續發展是否在組織衝突與組織學習績效中具有中介的作用。
          本研究以中華民國資訊軟體協會(CISA)成員為研究對象,共回收148份有效問卷進行資料分析。研究結果顯示:(1)專業持續發展(組織承諾、參與感以及溝通)對組織學習績效有顯著的正向影響;(2)組織衝突(任務衝突與互動衝突)對組織學習績效有顯著的負向影響;(3)整體而言,專業持續發展變項可以成為組織衝突與組織學習績效的中介變數,即組織衝突會經由專業持續發展而影響到組織學習績效。本研究結果可提供國內軟體產業在組織衝突管理、組織學習與知識分享及利用時,未來改善與發展的參考。
          關鍵字:專業持續發展、組織衝突、組織學習
Following the coming of the “Knowledge Age”, industry is experienced competition of globalization and knowledge. To be effective, organizations must be more adaptable to change. Accordingly, the concept of organizational learning (OL) is becoming increasingly popular.  The reason is probably because organizational learning focuses on ‘learning’, which may be regarded as the one and only way for individuals and organizations to survive in the present turbulent environment. Enterprises required employees not only have adaptable ability to work, but also remain up to date and maintain their knowledge and ability that reach to the operation of business forever. Therefore, continuing professional development (CPD) could be considered an implement that supply and expand professional competence, reduce cost, and promote the competition of company. Accordingly, CPD is an important issue to reach organizational learning. Another issue in this study is organizational conflict. Conflicts within organizations not only are inevitable, but also effect knowledge accumulation, learning effect, and satisfaction of person and group. To those issues, this research is based on the perspectives of continuing professional development (CPD) and organizational conflict (OC) to examine the relation between CPD and OC with the performance of organizational learning. Furthermore, this research also studied the continuing professional development as a intermediate factor which between organizational conflict and performance of organizational learning.
            The questionnaire surveyed from the members of CICS (Information Service Industry Association of R.O.C) and total 148 questionnaires were collected for data analysis. The results of the analysis indicate that (1) CPD (including organizational commitment, participation, and communication) positively affects the performance of organizational learning. (2)OC (including task conflict and interaction conflict) negatively affects the performance of organizational learning. (3) the continuing professional development are served as a intermediate factor between OC and the performance of organizational learning.
第一章 緒論 1
          1.1研究背景與動機 1
          1.2研究目的 2
          1.3研究流程 3
          第二章 文獻探討 6
          2.1專業持續發展 6
          2.1.1專業持續發展之定義與內涵 6
          2.1.2專業持續發展之特色 8
          2.1.3專業持續發展之衡量 10
          2.2組織衝突 11
          2.2.1組織衝突之定義與程度 11
          2.2.2衝突的觀點演變 12
          2.2.3衝突的類型 13
          2.2.4衝突的過程 13
          2.2.5衝突的結果 15
          2.2.6衝突管理的方法 16
          2.3組織學習 18
          2.3.1組織學習的定義 18
          2.3.2個人學習與組織學習之關係 22
          2.3.3組織學習的型態 23
          2.3.4組織學習的程序 24
          第三章 研究設計與方法 27
          3.1研究架構 27
          3.2研究假說 28
          3.2.1組織衝突對專業持續發展之影響 28
          3.2.2專業持續發展對組織學習績效之影響 28
          3.2.3組織衝突對組織學習績效之影響 32
          3.3研究變數與操作性定義 32
          3.4問卷設計 38
          3.5問卷前測 40
          3.6樣本特性 40
          3.7資料分析方法與工具 44
          第四章 資料分析與研究結果 46
          4.1因素分析 46
          4.2信度與效度分析 54
          4.3獨立樣本t檢定與單因子變異數分析 57
          4.4相關分析 59
          4.5迴歸分析 61
          4.6路徑分析 69
          4.7本章總結 72
          第五章 結論與建議 74
          5.1研究結論 74
          5.2研究貢獻 75
          5.3對後續研究之建議與研究限制 77
          參考文獻 79
          附錄一(正式問卷) 88
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