時下企業使用團隊以促進創新的方式非常普遍，藉由成員背景的多元性發展出更多可行的新創方案，然而在團隊的專業分工模式下，團隊成員如何快速地瞭解其他成員的專長，並相互配合、協調，高效率地完成任務要求，成為重要的探討議題。團隊成員熟悉團隊內各種技能與知識的分布，並且信任其他成員的專業，彼此溝通協調，此現象稱為交融記憶系統，本研究以真實企業中的團隊為研究對象，且以從事研發或行銷等創意發想工作的團隊為主，探討交融記憶系統與團隊創新之間的關聯。另外，團隊成員對於任務資訊的交流與整合稱為資訊精緻化，本研究也探討資訊精緻化行為是否在兩變項之間擔任中介效果的角色。在交融記憶系統、資訊精緻化與團隊創新的主效果之外，本研究也好奇任務衝突、賦權領導及正、負向情感氛圍是否於其間具有調節效果。 　　本研究共蒐集到70組研發團隊共334位團隊成員作為研究樣本，經過信、效度分析、配適度檢定、趨同性分析、相關分析及層級迴歸分析之後，得出之研究結果顯示交融記憶系統與資訊精緻化之間存在顯著正向關係。任務衝突、賦權領導與正向情感氛圍各自與資訊精緻化之間具有顯著正向關係，而賦權領導對於交融記憶系統與資訊精緻化之間之正向關係具有顯著正向調節效果。另外，任務衝突對於交融記憶系統與資訊精緻化之間之正向關係具有顯著負向調節效果，而賦權領導對於交融記憶系統與團隊創新之間之正向關係具有顯著負向調節效果，此兩者與原假設之調節方向相反。

近年來，許多創業者以解決社會問題為己任，投身於社會創業的行列。有些創業者選擇創立社會企業，希望以社會企業的型態營運，同時創造社會價值與經濟價值；有些創業者則選擇以非營利組織的型態運作，不因利潤追求而背離解決社會問題的初衷。無論是何種組織型態，從開始創業到發展至有穩定營運模式的創業歷程，是決定組織是否存活、創造社會價值的關鍵階段。因此本研究欲探討社會創業者如何走過社會創業歷程，提供有志於社會創業者參考。 本研究採個案研究法，選擇「社企流」、「Venture For Taiwan」、「Design For Change Taiwan」、「Teach For Taiwan」作為研究個案，從Timmons Model創業三要素「機會」、「團隊」、「資源」分析個案及討論「三要素動態關係」，並以Effectuation理論檢視「創業者行為」，透過不同面向來探討個案從「志工團隊」發展至「自主創業」的創業歷程。 研究結果發現，社會創業者能持續挖掘機會，重新定義社會問題、找到商業機會；社會創業者能在核心團隊與外部支持體系間，建立良好的內外部成員互動關係；社會創業者能有效槓桿社會資源取得資源，並有意識地累積組織資源，使組織發展具方向性。在創業三要素動態關係間，除了Timmons強調的創意、溝通、領導之外，本研究認為社會創業者更具備運用人脈、策略、彈性的能力，以平衡創業三要素之動態關係。 本研究亦透過實際操作發現，若以Effectuation理論檢視創業歷程，創業實踐始於模糊的機會與有限的資源，而透過與他人互動後形成團隊、累積資源，進而創造出更具體機會，並往下一個循環邁進。此一理論可輔助研究者觀察創業者行為動態，並連結回機會、團隊、資源三要素，有助創業歷程動態研究。

本研究企圖探討當代插畫創作者之於角色的創作能力生成歷程，因應行動網路成熟與社群網路崛起，插畫創作者如何運營社群平台，提供角色展演舞台，並能更進一步衍生角色商品。據此，本研究試圖討論：（1）插畫創作者如何形塑角色？（2）參與社群平台的插畫創作者如何以角色衍伸經濟效益？ 本研究將引用李仁芳（2008，2015）、李世暉（2013）與黃鈺茗（2015）分別主張之「創意心靈」、「A型團隊」、「角色」、「情感資本」、「粉絲」、「漣漪效應」作為架構主體，以次級資料分析法、深度訪談法為資料蒐集方式，借質性研究之解釋型個案研究，對研究個案整理歸納、分析後詮釋。本研究依據角色之生命週期而擇定處於養成期初、後階段與流行期之三個案：吃貨雞仔、保羅先生與Duncan（當肯）。 本研究發現：創意心靈為插畫創作者孕育角色之技術、內容與情感的孵化器，且其飽滿度影響角色的感染力。藉由社群平台的傳播效力，對於角色產生認同與感動的粉絲，由於來自社群平台的參與感而更累積情感資本，並依附情感資本於角色商品。插畫創作者還可與守門人以A型團隊的合作模式，額外增加經濟效益。 / This paper attempts to explore the shaping process of the charactors established by illustrators in recent years, and to discover, with the flourishing of Internet and Social Networking, how illustrators manage their own SNSs that the characters could perform on, furthermore, how illustractores change the characters into the characterized products. Consequently, the research questions are: (1) How do illustrators shape the stylization of the charactors? (2) How do economic benefits come with illustrators engaging in social networking? The study applies concepts of “Creative Mood”, “A-type Team”, “Character”, “Affective Capital”, “Fans” and “Ripple Effect” as the research framework, and develops according to Explaining Qualitative Research Methods as Secordary Date Analysis and In-Depth Interviewing and Case Writing. Three cases investigated in this study are (1) Eating-Chick, (2) Mr. Paul and (3) Duncan complying with the life period of characters. Summarized as follows: Illustrators with the creative mood could inject technology, content and emotion into the characters. The deeper the creative mood saturation is, the more the influences of the characters have. Besides, with the communication effects of SNS, the fans that have made identify and impressions on the characters will join SNSs accompanying with storaging more affective capital for the characterized products. Illustators and gatekeeper could cooperate as A-type team for additional economic benefits.

本研究採⽤個案研究法進⾏研究，以臺北市五所學校，教師應⽤團隊合作學習模式作為研究個案，探討教師應⽤團隊合作學習模式後，其教師教學效能、教師⾓⾊定位與學知覺教學效能的情況。研究資料的蒐集⽅式分別為質性與量化兩種，質性部分有教師訪談內容，⽤以分析教師應⽤團隊合作學習後對於其教學效能之情況；量化部分使⽤教師教學效能調查問卷，透過學⽣填答知覺教師教學效能狀況。 研究結果顯⽰，學⽣知覺教師應⽤團隊合作學習模式中，國⼩與國中學⽣有顯著差異。研究者在質性資料中，歸納出教師透過團隊合作學習模式，能有效的執⾏其教學模式，包含：1. 規劃教學⽬標⼤綱，熟悉教材，設計教學；2. 透過團隊營運，調節班級經營，提⾼學⽣凝聚⼒；3. 明確的教師⾓⾊定位，團隊的權⼒釋放；4. 從過程中觀察與檢討，讓學⽣評定學習的過程與環境；5. 強化學⽣獨⽴思考，主動協助，提升表達能⼒；6. 凝聚共識，發展整合發表能⼒，培養團隊責任。最後，研究者據此提供建議，以供相關研究或課程參考。 / The purpose of this research was to investigate the students in their perceptions of teachers’ teaching effectiveness, role and teaching effectiveness of teacher after teachers applying Team-Based Learning in their teaching method of five schools in the Taipei city. Both qualitative research method and quantitative research method were employed in this study. Furthermore, qualitative data included interviews with 5 participants applying TBL teaching method in their teaching and quantitative data were collected and analyzed based on “Questionnaire of Teachers’ Teaching Effectiveness” which was given to students. These conclusions of this research were summarized below: (1) the outcome of students in their perception of teachers’ teaching effectiveness with TBL teaching method varied significantly from students’ age; (2) the researcher found that teachers make plans before teaching, enhance students’ interior cohesive force, give students opportunities to learn by themselves, discuss with students about their learning process, build an environment of teamwork and encourage students to express their opinion will improve teaching effectiveness of TBL teaching method.

過去研究創業成功的文獻很多，但少有研究探索創業團隊在競賽中的成功因素以及心理歷程，因此本研究以試圖以歷程的角度探究心理特質對創業團隊表現之影響。 創業家的創新性和創業成功有正向關聯，而創業的高失敗率及高工作量讓創業家長期處於高壓環境，是以抗壓性高的創業家容易脫穎而出；此外，創業家對壓力跟挫折的反應型態(例如反芻)也可能會影響創業績效。故本研究選擇創新性、壓力忍受及反芻(苦惱自責及深思反省)作為預測變項，企圖了解這些心理特質在創業競賽中的角色以及它們之間的關係。 本研究以自陳問卷蒐集資料，第一部分收集1557份線上問卷，得有效樣本1265份，結果發現創業者的創新性、壓力忍受及深思反省都顯著高於未創業者，苦惱自責則沒有差異。第二部分的研究對象為104年度「創新創業激勵計畫(From IP to IPO, FITI)」入圍初選的創業團隊(競賽初期)，並重複測量成功晉級第二(競賽中期)及第三階段(競賽後期)之團隊。總計發出631份問卷，回收490份，回收率78%，共54組團隊。結果發現初期深思反省和中期苦惱自責能正向預測創業團隊是否晉級下一階段。重複測量入圍第三階段的團隊，發現競賽後期的壓力忍受顯著比競賽初期的高，競賽中期的苦惱自責顯著高於競賽初期。創業團隊的心理屬性中，初期深思反省及初期壓力忍受皆能正向預測初期及中期的創新性，中期壓力忍受能正向預測中期創新性，後期壓力忍受能正向預測後期創新性。此外，初期壓力忍受能完全中介初期深思反省與中期創新性之間的關係。 / Starting a business helps the country's economy and in recent years, there are various business plan contests held by the Taiwan's government and industries, wishing to encourage people to start business and help the starters to make their businesses more successful. Although there are many literatures that studied on successful start-up, there are not many studies really explored on the factors of succeed among different contests and entrepreneurial team members’ psychological processes during the contests. Therefore, in this study the researcher attempts to explore the impact brought by the psychological traits on the performance of entrepreneurial teams from the perspective of psychological process. There is a positive correlation between an entrepreneur's innovativeness and entrepreneurial success. The high failure rate and workload put an entrepreneur in an environment with high pressure for long period of time, and therefore only the entrepreneur with high stress tolerance will stand out. In addition, the way entrepreneurs respond to stress and frustration, such as rumination, will also have influence on the performance, so in this study, these psychological traits, such as innovativeness, stress tolerance and rumination (brooding rumination and reflective pondering rumination) as the predictor variables, in order to understand the role of these psychological traits in business plan contests and the relation among them. In the study, the researcher collected data by the approach of self-report questionnaires. Through the first part of collecting online questionnaires,the statistical survey was proceed with 1265 effective samples from 1557 questionnaires, and the results showed the entrepreneur’s traits such as innovativeness, stress tolerance and reflective pondering were significantly higher than non-entrepreneurs, and as to the trait of brooding, there is no difference. The participants in the second part are 54 entrepreneur teams attended 2015 FITI held by the Taiwan’s Ministry of Science and Technology. The results showed that, referring to the reflective pondering in the early stage and brooding in the middle stage can positively predict if the entrepreneurial teams could stay till the next stage. After repeatedly measuring the teams who successfully selected into the late stage, the researcher found that the stress tolerance they endured in the late stage of contest is significantly higher than the early stage of contest, and their brooding is significantly higher in the early stage than the middle stage of contest. Among the psychological traits of entrepreneurial teams, the reflective pondering and the stress tolerance in the early stage both can positively predict the innovativeness of early and middle stages, as the stress tolerance in the middle stage can positively predict the innovativeness in the middle stage, and the stress tolerance in the late stage can positively predict the innovativeness in the late stage. In addition, early stage stress tolerance can fully mediate the relation between early stage reflective pondering and middle stage innovativeness.

許多組織為了建立競爭優勢，運用團隊成員的專業及經驗去解決問題，創造差異化的產品。這個趨勢可以解釋為何團隊的研究目前又開始熱門，特別是團隊知識歷程。“交融記憶系統”（TMS） 就是其中一個著重在瞭解團隊知識歷程的理論架構。“交融記憶系統”的構念，特別強調如何利用和組合分散在個人身上的專業，以幫助我們瞭解知識任務者的團隊如何充分發揮個別成員知識的價值（Lewis,2003） 。透過團隊的交融記憶系統，團隊成員可以建立各自專業，信賴且有效溝通，這似乎正是解決目前產業問題的良方。 Lewis（2003）為了在實務上有效應用交融記憶系統的理論，到各種不同目的與型態的團隊，編制了交融記憶系統量表。這個量表包括“專業”（Specialization）、“信賴”（Credibility）、與“協調”（Coordination）三個分量表，每個分量表各有五個題目，整個量表共有15題的5點李克特式量表。以其研究物件的團隊 來看，此量表可廣泛應用于研發創新團隊、中小型企業與新創公司等，幫助公司預估績效與提高競爭力。 本研究分為兩大部分。第一部分為量化研究，對Lewis（2003）所編量表進行修訂，以用來測量臺灣地區團隊的團隊交融記憶系統：為了驗證本量表效度，本研究收集了大量企業及學生團隊樣本，以統計方法分析績效良好團隊在交融記憶系統量表分數，是否顯著高於績效不彰團隊外，也分析交融記憶系統量表與團隊成員“依附風格” 、“創新行為”、“團隊創意觀念產生”、“成就目標” 之間的相關關係，以確認量表的建構效度。第二部份研究為質性研究，透過對實務團隊的深入訪談與實證，驗證交融記憶系統在成效良好團運作的現況。 本研究第一個成果在成功修訂交融記憶系統量表。修訂後的量表在統計分析後，績效良好團隊的交融記憶系統量表分數，顯著高於績效不彰團；和“依附風格”、“創新行為”、“團隊創意觀念產生”、“成就目標”之間的相關性，也和理論原始架構相符，證實了量表的信效度。本量表將可有效衡量臺灣各式團隊的交融記憶系統。 本研究的第二個成果，透過實務團隊的訪談與實證，驗證了交融記憶系統在國內成效良好團隊運作的現況。文化創意產業的紙風車兒童劇團 ，及TIC100創業競賽的冠軍團隊 ，這兩個成功典範團隊的運作中，雖然成員本身沒有認知到系統的存在，不過都有運作良好的團隊交融記憶系統，再度確認交融記憶系統理論架構在實務上團隊中的運作。 筆者透過成功典範的訪談與適合臺灣量表的建立，希望能做為業界建立與運作團隊時的參考，而對團隊的成功運作有所幫助。 關鍵字：交融記憶系統、團隊、研發、創造力

團隊多元化(team diversity)指的是團隊成員於人口統計屬性(如性別、年齡與種族)或潛在特性(如人格特質、工作態度或工作價值觀)上之分配情形與差異程度，或可稱之為團隊異質性(team heterogeneity)。過去實證研究雖指出團隊多元化可對團隊結果產生不同方向與程度之影響，但對於不同類型多元化與不同團隊結果間之關係仍缺乏較完整之探討。本研究將團隊多元化區分為關係相關多元化(relation-oriented diversity)與工作相關多元化(job-related diversity)，其中，再進一步將關係相關多元化分為表象多元化(surface-level diversity)與深層多元化(deep-level diversity)，目的在釐清各種多元化屬性之異同處。同時，本研究另將團隊結果分為團隊歷程與團隊績效。與過去研究不同的，本研究不僅探討團隊內部凝聚力，更將團隊多元化連結至外部歷程－外部活動(external activity)，以檢視多元化與外部活動間之關聯性。 本研究以社會分類與社會認同理論解釋關係相關多元化對團隊歷程與團隊績效之影響，假設愈高的表象多元化與深層多元化將對團隊歷程與團隊績效造成負向影響。本研究另以資訊與決策觀點及認知資源觀點解釋工作相關多元化對團隊歷程與團隊績效之影響，假設工作相關多元化將對團隊外部活動與團隊績效造成正向影響。 本研究以62位團隊主管與280位研發工程師，共62個研發團隊為對象，探討關係相關多元化與工作相關多元化對各種團隊結果之影響。本研究以問卷調查法搜集資料，發放問卷予研發工程師與團隊主管，前者回答多元化屬性與團隊歷程問項，後者回答多元化屬性與團隊績效問項。 研究結果發現，深層多元化與團隊凝聚力呈負相關，且深層多元化對團隊凝聚力之負向影響大於表象多元化。表象多元化與外部活動呈負相關，且表象多元化愈高之團隊，其團隊績效愈低。同時，工作相關多元化對外部活動與團隊績效呈正相關。由此可知，不同類型之團隊多元化可對不同團隊結果造成影響，當團隊之關係相關多元化愈高時，其團隊凝聚力愈低；而當團隊之工作相關多元化愈高時，其團隊績效愈高。因此，在探討團隊多元化與團隊結果之關係時，須仔細地思考關係相關與工作相關多元化是否會對特定類型結果產生影響，方能有助於團隊多元化研究成果之累積。 / Team diversity refers to the differences and heterogeneity of the team members’ attributes that people use to tell themselves that another person is different. Diversity is traditionally conceptualized in terms of visible differences in age and gender. Individuals may also differ on less visible characteristics such as level of education, tenure, personality, and attitude. Past research had investigated the relationship between diversity and team outcomes, however, conclusive findings of the effects of diversity on team processes and outcomes still do not exist. There is a need to develop a theory to explain the complexity of diversity and team outcomes. In this study, we adopted Jackson, May, and Whitney’s (1995) argument, offering a distinction between relation-oriented and job-related diversity, in which the former represents diversity attribute that are easily detectable or underlying and likely to evoke others’ socioemotional responses. Furthermore, relation-oriented diversity is categorized as surface-level and deep-level attribute. The former is defined as biological characteristics that are typically reflected in physical features, the latter is the differences among members’ attitudes, beliefs, and personality. To understand the impact of different types of diversity in team outcomes, this study links diversity to team cohesiveness, performance, and a new outcome, external activity. According to social categorization and social identity theories, relation-oriented diversity is negatively related to team cohesiveness, external activity and team performance. Whereas the social categorization perspective explains the relationship between relation-oriented diversity and team outcomes, the information/decision-making and cognitive resources perspectives focus more on job-related diversity. The information/decision-making and cognitive resources theories propose that variances in job-related attributes have a positive impact through increase in the skills, abilities, information, knowledge, and confidence that diversity brings, independent of what happens in the group process. There are 62 team leaders and 280 engineers, totally 62 teams, responding to the survey. We distribute different questionnaires to leaders and engineers. Besides individual characteristics, leaders evaluated the team performance, and engineers answered their perception about their team. Results show that deep-level diversity is negatively related to cohesiveness. Moreover, the impact of deep-level diversity on cohesiveness is stronger than surface-level diversity. Teams higher in surface-level diversity perform less external activity, and received lower leader rating for team performance. Results also show that job-related diversity is positively related to team performance. Apparently, different type of diversity leads to specific team outcomes. Teams higher in relation-oriented diversity lower cohesiveness, and those higher in job-related diversity lead to higher performance. Implications and future research needs are discussed.

領導者之決策對於組織的影響甚大，不僅決定企業的獲利，更可能影響組織的存亡。在現今快速變遷的環境中，領導者經常面臨在時間壓力下需快速做出正確的決策，因此本研究著重於探討領導者才能對於領導者決策品質，以及團隊競爭力與績效之影響。具體而言，本研究從Sternberg所提出的WICS模式為出發點，探討「領導者智慧」、「領導者實用智力」、「領導者分析智力」及「領導者創新能力」對於「領導者決策品質」、「團隊競爭力與績效」之影響，並建構「領導者才能之競爭力模式」。至於領導者才能之競爭力模式，不僅可以做為後續相關研究之重要參考，亦可協助企業與領導者檢視其領導效能，進而做為改善競爭力與績效之重要依據。 本研究之問卷經嚴謹之程序編製，首先進行專家會議、信效度及因素分析之檢驗，之後再進行研究變項間之探討。研究樣本採立意取樣方式，以團隊為單位，每個團隊收集團隊領導者及其五位直屬部屬之調查問卷。本研究總計回收40位領導者與200位部屬之有效樣本，統計分析結果顯示，本研究所有量表皆具有良好之內部一致性信度（.754~.972）與效標關聯效度（.280~.820）。 此外，本研究根據結構方程模式驗證本研究之假設，綜合結果顯示：1. 領導者智慧、實用智力、分析智力及創新能力對於領導者決策品質具有顯著且正向之影響；2. 領導者決策品質對於團隊競爭力具有顯著且正向之影響；3. 團隊競爭力對於團隊績效具有顯著且正向之影響；4. 「領導者才能之競爭力模式」獲得實證支持。最後，研究者根據本研究結果，提出對未來學術研究與實務應用具體之建議。 / Leaders’ decisions have a great impact on organizations; they influence not only the revenue but also the survival of organizations. In this fast-changing environment, leaders always need to make fast and correct decisions under time pressure. Therefore, the focus of this study is the effect of leaders’ skills on the quality of leaders’ decisions so as to improve the competitiveness and performance of teams or organizations. The present study starts from WICS model which developed by Sternberg to examine the effect of leaders’ wisdom, practical intelligence, analytic intelligence, and creativity on the quality of leaders’ decisions, team competitiveness and performance, and to construct the competitiveness model of leaders’ skills. The development of competitiveness model of leaders’ skills could not only be used by following related studies, but also assist organizations and leaders to review leadership efficacy in order to improve the competitiveness and performance. The present study constructed the questionnaire through an expert committee, tests of reliability, validity, and factor analysis. The samples of team unit were collected using purposive sampling, and each unit included one leader and five immediate subordinates. A total of forty valid sample units which had forty leaders and two hundred immediate subordinates were collected. Through the statistical analysis, it shows the internal consistency reliability (.752-.972) and criterion-related validity (.280-.820) of all scales (leaders’ self-rating and subordinates’ other-rating) were excellent. Furthermore, according to the result of hypothesis testing and Structural Equation Modeling analysis, it shows: 1. Leaders’ wisdom, empirical intelligence, analytic intelligence, and creativity have a significant and positive influence on the quality of leaders’ decisions; 2. The quality of leaders’ decisions has a significant and positive influence on team competitiveness; 3. Team competitiveness has a significant and positive influence on team performance; 4. The constructed competitiveness model of leaders’ skills was supported. Finally, suggestions were proposed for further academic studies and practical application based on the result of the present study.

在一個科技制度化的時代，科技人員不再個別地從事研究，而是經由任務小組（Task Force）或工作團隊（Team Work ）的組織方式來從事集體的創作。就組織設計權變 研究途徑的觀點言之，此種由科技人員為主所組成的技術機構，其所面臨的環境、使 用的技術、組成的成員均不同於一般行政機關或產業組織，故其組織內部的結構和過 程必有特殊之設計。 本篇論文以省屬農林技術機構（包括五個試驗所及桃園區農業改良場）為研究對象， 就組織設計之權變研究途徑及科技人員在組織中之行為研究為理論基礎，採用文獻分 析法、問卷調查法以及觀察訪問法對研究對象目前之組織設計情形作詳盡之分析，嘗 試對既有的學理主張予以檢證，進而提出建議供實務者及後讀研究者之參考。全文共 七章，約九萬餘言，茲將各章簡述如次： 第一章，緒論：敘述研究動機與目的、有關名詞詮釋，以及研究方法和研究對象。 第二章，理論基礎與研究架構，提出本篇論文之理論基礎，包括組織設計之權變研究 途徑以及科技人員在組織中進行之研究，並提出論文的研究架構和基本假設。 第三章，省屬農林技術機構之結構面設計，就研究對象其組織結構面設計之情形加以 分析討論，包括水平分化情形、垂直分化情形、結構型式以及結構特性。 第四章，省屬農林技術機構之過程面設計，就研究對象其組織過程面設計之情形加以 分析討論，包括領導與激勵過程、溝通與互動過程、決策與目標設定過程、以及控制 考核與績效評估過程。 第五章，省屬農林技術機構之權變因素設計：探究可能影響技術機構組織設計的內外 在因素，包括策略與技術特性、環境與人員特性、昇遷與報酬制度。 第六章，問卷調查結果之分析與討論，就上述各種組織變項之特性，編成問卷，對五 所一場之技術研究人員加以施測，並就調查結果作相關分析，及不同組樣本之差異分 析。 第七章，結論：除了對整個研究過程加以檢討，並對研究發現加以整理，提出建議。

本研究之目的,旨在探討PDM對台灣3C產業研發管理的影響. 先從台灣3C產業研發管理所涉及之組織環境,核心能耐,及組織與知識創造的關聯性做番檢視, 再將主題PDM對焦在研發管理的創新活動中, 復以流程的構面觀點, 透過個案訪談及實驗分析, 理出PDM對研發管理影響之脈絡如下: 一. PDM導入時,進入障礙傾向來自: (1) 研發人員心理. (2) 既有流程漏洞. (3) 橫向協調不易. 二. 需配合的推動要素傾向: (1) 技術系統客製. (2) 流程改造. 三. PDM對研發管理的直接助益傾向: (1) 團隊協同. (2) 專案導向. (3) BOM管理. (4) 既有資料庫整合綜效. 四. A公司導入PDM後, 組織能耐在 (1) 程序效能 及(2) 研發時程進度掌控上, 皆有可觀的進展. 領悟與啟示-----PDM真正帶給研發管理最大的助益, 在於 : 它會刺激我們省思, 加速改造流程..... / Abstract The purpose of this research is to explore the affections of PDM on the Research & Development management, in the environment of Tai- Wan`s 3C industry. Starting from viewing the environments of innovative organizations, Core competencies, and the relationship between the organization and Knowledge creating. Then, focusing the subject PDM on the innovative Activities of Research & Development management. And in the process Point of view, via interviewing of several parties together with experi- ment analysis, to sum up the veins of the affections of PDM on the Re- search & Development management as following : 1. When introducing the PDM system, the entering obstacles tend to cause from : (1) The psychology of Research & Development peoples. (2) The defects of existing processes. (3) Horizontally coordinating being not easy. 2. The key promotive factors to be operated in coordination tend to be : (1) Technical system customization. (2) Process reconstruction 3. The direct benefits of PDM for Research & Development management tend to be : (1) Teamwork co-ordination. (2) Project oriented. (3) BOM management. (4) The interated synergy of existing data banks. 4. After conduting the PDM system, the competencies of party A in the areas of (1) Process efficiency and (2) Research & Development sche- dule control perform conspicuous improvement. Inspiration ------ The most benefit of PDM truly impacts on Research & Development management is : It will stimulate us to make a self-exa- mination. To speed up to improve our process …….