面對全球科技創新與應用發展快速變遷，厚植組織的創新研發能量，為各界長期面對全球競爭的重要策略，而組織創新研發能量的建置，其關鍵因素在於組織成員的創造力及個人的創新行為，因此如何塑造良好的組織創新氛圍以提升員工的創造力、個人創新行為及個人績效，進而提升組織的整體營運績效，實為組織刻不容緩之議題。 以往組織創新氛圍、個人創新行為及績效之研究，多以「組織」為分析層級，並以西方個案為大多數，本研究特別以「個人」為研究層級，並以國內組織為研究對象來進行實證分析，除研發人員自評其個人創新行為及績效外，並嘗試採以由主管來評量（他評）員工表現的方式，探討員工自評及主管他評之差異，期望能填補學術上國內個案及「個人」分析層級的研究缺口，並同時能對組織創新管理實務上產生貢獻。 本研究旨在探討組織創新氛圍、個人創新行為及其個人績效三者間之因果關係，研究方法採量化研究，以問卷調查研究歸納，受測對象為T財團法人研究機構工作年資一年以上的研發人員，總計問卷發出192份，回收160份，回收率為83.3％，問卷資料以SPSS軟體進行統計分析，並予以驗證研究假說並提出研究發現與結論建議。 本研究所得到的初步結論包括： (1)組織創新氛圍的形塑，有助於提升研發人員的個人績效 (2)個人創新行為的展現，有助於提升研發人員的個人績效 (3)組織創新氛圍的形塑，有助於提升研發人員的個人創新行為 (4)組織創新氛圍會透過個人創新行為提升研發人員的個人績效 (5)研發人員自評的個人創新行為及個人績效較主管他評者高，且組織創新氛圍的形塑與主管他評的個人創新行為與個人績效無顯著相關 (6)研發人員的個人背景並不會影響組織創新氛圍、個人創新行為及個人績效之表現 / To face the quick change of global technolgical innovations and applications, one of the most important stratgies, that the enterprises use, is to strengthen their innovative and research capabilities. In addition, the key factor to enhance the organizational capabilities includes the creative capability of employees and individual innovative behavior. Thus, how to create the good orgnizational innovative climate, in turn, to improve the employees’ creativity and individual innoative behavior, and eventually to enhance the organizational performance becomes the critical issue. Most of the previous studies concerning the relationships among the organizational innovative climate, individual innovative behavior and performance are conducted at the organizational level and within the context of western world. This study specially conducts anaysis at the individual level and selects the domestic organization as the research subject. To fill up with the research gap, the individual performance is evaluated both by themselves and by their supervisors to further address the differnce between these two approaches. This study aims to investigate the cause-and-effect relationship among the organizational innovative climate, individual innovative behavior, and individual performance. A quantitative approach with questionnaire surveys is utilized. Eventually, 192 questionnaires are sent to the researchers who have been working for at least 1 year at T non-for-profit research organization. 160 questionnaires are collected so the effective response rate is 83.3%. The results of this study are summarized as follows: (1)The organizational innovative climate was found to be conducive to enhance the individual performance of researchers. (2)The individual innovation behavior was found to be conducivel to enhance the indiviual performance. (3)The organization innovative climate was found to be conducive to enhance the individual innovative behavior of researchers. (4)The individual innovative behavior of researchers was found to affect the relationship between the organzaion innovative climate and the individual preformance of researchers. (5)The ratings by researchers themselves were found to be higher than those by their supervisors. Additionally, there is not evidence to substantiate the relationship between the organizational innovation climeane and the individual innovative behavior and performance rated by the supervisors. (6)There is not evidence to substantiate the relationship between the organizational innovation climeane, the indicual innovative behavior and performance.

本研究的目的有二，一是探討幼稚園組織創新，將從組織創新重要性、組織創新新穎性和組織創新等三方面，以釐清幼稚園組織創新的樣貌。二是探討幼稚園跨組織關係對組織創新的影響，其中跨組織關係又分為體制連結與資源連結。體制連結係指，園長是否為該協會成員，以及一年內參與政府和專業團體所舉辦的研習活動時數，和園所校外教學觀摩的次數；資源連結係指幼稚園在一年內與社區辦理活動次數或交流的頻率。 本研究經由分層隨機抽樣，在台北、台中與高雄縣市共寄發315份問卷，請各所的園長填寫。其中，回收的有效問卷為95份，回收率則為30.48%。且以t考驗、變異數分析、Pearson積差相關和層級回歸分析進行考驗。 本研究獲致之研究結果如下 一、本研究共列舉118項創新措施，其中教學創新為62項，行政創新 為58項。 二、不同組織規模的園長對教學創新重要性的評價也不相同，藉由 Scheff’s的多重比較後，發現小型幼稚園園長對教學創新重要 性的評價顯著高於中型幼稚園園長。 三、不同組織規模的園長對教學創新和行政創新的新穎性評價亦不 同，經Scheff’s多重比較後，發現小型幼稚園園長對教學創新 新穎性的評價遠高於中型幼稚園園長。 四、在教學創新上，私立幼稚園採用的創新措施顯著多於公立幼稚 園。 五、在行政創新上，私立幼稚園採用的創新措施顯著多於公立幼稚 園。 六、在教學創新上，城市地區的幼稚園採用的創新措施顯著多於鄉村 地區的幼稚園。 七、在行政創新上，城市地區的幼稚園採用的創新措施顯著多於鄉村 地區的幼稚園。 八、幼稚園園長對組織創新重要性的評價與教學創新有顯著的相關 性。 九、幼稚園園長對組織創新重要性的評價與行政創新有顯著的相關 性。 十、幼稚園的資源連結愈高，則教學創新愈多。 十一、幼稚園的資源連結愈高，則行政創新愈多。 關鍵字：幼稚園、組織創新、跨組織關係、教學創新、行政創新、體制連結、 資源連結 / The purpose of this article is to integrative organizational innovation and the relationship between organizational innovation and Interorganizational links in Kindergarten. A stratified random sampling and a questionnaires survey are adopted for the study and were distributed to 315 kindergartens in Taipei County, Taipei City, Taichung County, Taichung City, Kaohsiung County and Kaohsiung City. The number of valid returns was 95, and the valid return rate was 30.48%. The data were analyzed with descriptive statistics, Pearson correlation, t-test, ANOVA, and hierarchical regression analysis. The results were as follow: 1.In the study, we particularized 118 innovations: instruction innovation are 62 items, and the administrative innovation are 58 items. 2.The difference in scale of kindergarten results in the difference in the importance of instruction innovation. 3.The difference in scale of kindergarten results in the difference in the degree of instruction innovation and administration innovation. 4.The difference in type of organization results in the difference in the instruction innovation. 5.The difference in type of organization results in the difference in the administration innovation. 6.The difference in area of organization results in the difference in the instruction innovation. 7.The difference in area of organization results in the difference in the administration innovation. 8.Our results showed a positive relationship between the importance of instruction innovation and the instruction innovation in Taiwan kindergartens. 9.Our results showed a positive relationship between the importance of administration innovation and the administration innovation in Taiwan kindergartens. 10.Kindergartens are more likely to adopt instruction innovations when they are linked with in resource links. 11.Kindergartens are more likely to adopt administration innovations when they are linked with in resource links. Key words: kindergartens、organizational innovation、interorganizational links、institutional links、resource links

近年來關於組織創新的討論已逐漸獲得各界的青睞，特別是在高度競爭的知識經濟時代下，各國企業體無不視創新為獲取競爭優勢的關鍵。我國中央政府多年來為因應目前世界趨勢變遷及取得國家競爭的優勢，亦致力於公部門的行政革新及政府再造的希望工程。惟綜觀當前國內對於創新管理的認知及討論，仍多是大量著重在以「研發」為導向的單一面向思考邏輯，對於以多元系統化思考為導向的論述則較為缺乏，特別是對於公部門自身組織創新能量的開發以及公部門創新個案的研析探討，似尚未予以高度關切。假若公部門能挹注更多心力和資源在自身組織創新作為的開發上，並加以組織化、系統化地循環創發產出，相信對於各級政府在施政困境上的突破，必然是會有所裨益的。 　　臺北市作為臺灣的首善之區，可謂是臺灣與世界接軌的重要窗口，自然無法自外於追求創新的時代趨勢之下。綜觀臺北市近年來的各方面施政績效，當中就屬「垃圾減量政策」所引領的環保革命風潮最具標竿性，其象徵的意義不僅是北市府施政魄力的展現，在另一方面更是市府及全體市民創新能量的匯聚。臺北市政府透過此些計畫和政策的相繼施行，策略性地扭轉了市民對垃圾處理的傳統觀念、成功地促使市民培養起減少垃圾產出量及勤做分類回收的生活習慣和環保意識，最後更串聯結合起公部門、環保團體、社區和市民等多方面的努力和能量，成功地達成「垃圾減量」及「資源回收」的施政目標。 　　臺北市此方面的成功經驗相當值得其他縣市政府師法學習，基此本研究對於臺北市垃圾減量政策的組織創新分析便置焦在「組織面的影響因素」及「執行面的策略思考」等兩個層次的議題研究上。關於組織面上影響因素的分析，即援用先前學者的主張，著重探討臺北市垃圾減量政策在組織結構、人員、文化、學習及激勵等五大構面的佈建和推展情形，藉此分析政府部門在推展創新政策時，其組織內部任務編組及配套計畫等方面，可以效法學習或強化改進的作法及方向。至於在組織創新執行面上的策略思考議題，則是跳脫以往部分學者所採取階段論式的分析，而主要將研究重點聚焦於組織創新執行過程中，具關鍵影響力的「創新方案本身的特質」、「創新方案傳播管道」及「外在環境因素的干擾」等影響變項上來加以析探。

教育改革近年來在世界各國蔚為風潮，而藉由市場的力量促進學校間彼此競爭是其中一項重要的理念，但促使教育市場化的結果，衍生出許多的爭議和問題。本研究以學校競爭、幼兒園品質、組織創新為主要變項，希望透過本研究來釐清三個變項間之關係，並瞭解學校競爭影響幼兒園品質、組織創新之情形。 本研究以台北市文山區和萬華區兩區立案之公私立幼兒園為實徵研究之對象，有效樣本共81份。並以描述統計、獨立樣本t考驗、單因子變異數分析及相關分析等方法來分析並驗證本研究所提出之各項假設。 本研究之主要發現如下： 一、本研究釐清學校競爭之概念內涵，並與幼兒園品質、組織創新作相關連結。 二、文山區和萬華區之幼兒園競爭程度分佈不均。 三、文山區之幼兒園競爭程度較萬華區高。 四、文山區和萬華區之幼兒園園長認為自身園所幼兒園品質之現況佳。 五、文山區和萬華區之幼兒園園長認為自身園所知識活動品質之現況尚待加強。 六、文山區和萬華區之幼兒園園長認為自身園所採用組織創新之現況佳。 七、學校競爭與服務品質呈中度正相關。 八、教學創新與行政創新呈中度正相關。 九、公立幼稚園採用行政創新比私立托兒所多。 最後研究者根據研究結論，就實務面和後續研究方向提出具體的建議，以期對未來幼教的發展有所助益。 / Educational reform has been a trend in western countries. School competition is one of the concept in market-oriented reforms. Yet, evidence on the actual benefits of market-oriented reforms is at best mixed. The purpose of the article is to integrative school competition and the relationship between ECE program quality and organizational innovation in kindergarten. A questionnaires survey are adopted for the study and were distributed to 153 kindergartens in Wenshan district and Wanhua district of Taipei City. The number of valid return rate was 54.2%. The data were analyzed with descriptive statistics, Person correlation, t-test, and ANOVA. The results were as follow: 1. This study investigated the concept of school competition, and linked up school competition with ECE program quality and organizational innovation. 2. This study revealed that the degree of competition between kindergartens was not equal. 3. This study showed that the competition in Wenshan district was higher than in Wanhua district. 4. This study indicated that ECE program quality was good in Wenshan district and Wanhua district. 5. This study showed that knowledge activity quality of kindergarten needed to strengthen in Wenshan and Wanhua district. 6. This study indicated that organizational innovation of kindergarten was good in Wenshan district and Wanhua district. 7. This study demonstrated a positive relationship between school competition and service quality. 8. This study showed a positive relationship between instruction innovation and administration innovation. 9.This study revealed that administration innovations in public school were adopted more than in private school. Overall, findings from this study pointed to several relevant implications for the early childhood education practice and follow-up research.

隨著全球經濟成長日漸趨緩，市場競爭越來越激烈，許多企業在面臨前所未有的環境劇變時，選擇透過建立新事業的方式找到企業持續向上成長的動力引擎。然而在建立新事業的過程中，企業往往會面對自身現有核心能力不足或是資源匱乏的經營窘境，導致新事業發展並不順遂。因此許多企業在發展新事業的過程當中，選擇透過組織創新的方式以獲得發展新事業的相關核心能力。 本研究主軸為探討企業組織創新作為與企業組織創新後發展其新事業相關之核心能力變化此兩大構面。本研究先針對研究目的研擬出研究問題後，進行文獻回顧並推導出具有實證性的觀念架構。透過多重個案研究方法，選擇四間我國電子產業中致力於新事業發展的企業，以具有理論基礎的觀念架構為主軸，進行個案資料蒐集與訪談，透過深度訪談的方式了解四間個案公司在新事業建立的過程中，組織創新作為對於該企業之影響。 本研究所獲得之研究結論如下： 一、 組織創新能夠有效的協助企業新事業發展。 二、 企業全面性的組織與制度改革有助於其提昇新事業發展的彈性空間。 三、 企業在文化上的重新塑造，會對其發展新事業產生全方位性的影響。 四、 技術創新與管理創新作為對於新事業開發過程中的核心技術能力有明顯且正向的影響。 五、 企業藉由管理創新的作為，可以提昇其規劃與評估的能力。 六、 企業之文化、組織、制度與系統等多方面的交互創新，會對其創新能力與執行能力產生明顯的正向效果。 最後，本研究說明了研究結果對於學術上之貢獻，並且在最後對於實務上以及後續研究上提出建議。 / With the global economic growth rate slowing down, the market becomes more and more competitive. Many companies try to create new businesses to face the environmental change and to keep growing. However, these companies face a business predicament of lacking core competencies while establishing new business, thus, usually leading to unsuccessful expansions. Therefore, it is necessary for the companies to seriously take core competencies into consideration as they intend to develop new business through organizational innovations. This study aims to explore the issue of how industrial firms build up their core competencies as they develop new businesses through organizational innovations. A multi-case study approach is used and four companies from the electronics industry in Taiwan are selected as research subjects. The preliminary findings from the study are as follows: 1. Organizational innovations are shown to be conducive to new business development. 2. A reform of corporate managerial systems is indicated to be helpful for enhancing the flexibility of new business development. 3. A re-structure of corporate culture shows a significant impact on the positioning of new business development. 4. Both of technological innovations and administrative innovations indicate a positive relationship with the establishment of the core competencies during the process of new business development. 5. The industrial firms are shown to enhance their methodological competencies through administrative innovations. 6. A holistic innovation based on the culture, organization, institution and managerial systems indicates a positive relationship with the industrial firms’ innovative capabilities and implementation capabilities. Keywords: Organizational Innovation, Technological Innovation, Administrative Innovation, Core Competencies, New Business, the Electronics Industry

Web 2.0 概念的開放、即時、互動、同步、多元的資訊傳遞方式創造出更多的群體價值。社群網站讓組織與使用者的互動更加密切，公眾接觸的概念興起，本研究政府部門的臺北市立動物園與社會企業網路媒體社企流個案，均為良好的公眾接觸個案。越來越多組織應用社群網站的程度，依據在於長期來看，社群網站創造多少效果。因此本研究從資訊系統層面、使用者層面與組織管理層面的文獻檢閱，探討社群網站對於各部門組織的重要性、目標與效果。加入Web 2.0的特性所建立效能衡量架構，檢視社群網站對兩研究個案所帶來的效果與經營策略。 研究設計兼具量化與質化的混合方法，透過量化網路問卷蒐集使用者態度，從資訊系統層面的系統品質、資訊品質、服務品質，以及使用者層面的公眾接觸、社會影響等構面，以多元迴歸模型，探討資訊系統滿意度、使用者忠誠度與顧客關係目標等使用者態度。並以質化深度訪談組織內部，從交易成本與組織創新等理論，探討組織如何導入社群網站、管理的過程、分工、評估與策略等。 研究發現，資訊系統層面顯著提升資訊系統滿意度，但對於使用者忠誠度與顧客關係目標無顯著關係；資訊品質對使用者態度沒有顯著關係。在第三部門意指使用者認同其理念，社群網站的介面和管理相對不重要。在政府機關，系統品質對於資訊系統滿意度以及使用者忠誠度皆有顯著影響，顯示政府在Web 2.0時代，社群網站管理者已能掌握資訊傳播的系統品質。使用者層面的公眾接觸與社會影響均具有顯著關係，其中公眾接觸構面的涉入與共同創造為最良好的解釋變項。在社會影響構面，在描述性統計評價最低，但與使用者態度有顯著關係，其中公眾形象為良好的解釋變項。使用者態度的顧客關係目標，資訊傳播最容易達成，實際行動與深化關係相對較難。組織管理層面，發現社企流為有機式組織，可以快速應變環境變化，待改善者為組際間合作。而動物園優勢為機關長官支持與跨組室推動，待改善為上級機關仍不熟悉Web 2.0，難掌握民意溝通管道。 從研究發現可以歸納出各部門均可適用的社群網站經營核心，包括「社群」、「內容」、「管道」。實務建議包括鎖定粉絲專頁的目標族群、虛實整合、提升公眾接觸、加強人際網絡建立、深化關係等。經營策略包括精美圖片、回應使用者問題、提供穩定與精彩的資訊內容、配合時事話題、異業合作等。 / In recent years, Web 2.0 has been the buzz word for the field of e-governance due to its openness, immediacy, and interactivity, which facilitate a more collective and effective networking life of the population. In this thesis, author reviews the literature from information system design, civil engagement, and organizational management to research on the importance, objective, and effectiveness of social media usage and its impact on non-profit organizations. Author selects two cases, Taipei City Zoo (the first sector) and Social Enterprise Insights (the third sector), to investigate and compare them to answer questions concerning the objective and effectiveness of utilizing social media. In this research, a mixed-method approach is adopted to collect both quantitative and qualitative data. An on-line questionnaire was administrated to users of both Facebook Fan Pages and in-depth interviews with organizational staffs. According to literature reviews, the research framework contains two dimensions: information system (system, information and service quality) and civic engagement and social influence on users. Author uses multiple regression to analyze users’ subjective responses. Findings are as follows. First, information system dimension contributes to merely information system satisfaction and information quality is no significant. Second, users’ dimension is significant, but social influence is the worst in descriptive statistics. Third, compared to deeper engagement and take action, communication of information is easy to obtain. Forth, in the organizational management dimension, SEI is an organic organization to adapt the changing environment. Manager support and cross- unit execution cause good-use of social media in the zoo. From this research, practical advices to social media “page masters” contains three main parts. First, the keys to manage social media are community, contents, and channels of communication. Second, the managing goals are focusing on target group, integrating virtual with real world, promoting civic engagement and establishing interpersonal network. Finally, the strategies are utilizing eye-catching pictures, promptly responding to users’ questions, and stable provision of interesting contents.

二十一世紀是知識經濟的時代，「創新」成為個人、團隊及組織致勝的關鍵，組織競爭力與生產力均靠「組織創新」而提升。學校面對新時代的挑戰，必須積極加以回應，如何將創新帶入學校組織之中，激發學校組織的創新，以提高學校效能，是各級學校無法逃避的時代課題。基於此一時代需求及國民中學的發展需要，本研究以臺中市一所國民中學為例，進行「學校創新」的初探性研究。 本研究採單一個案質性研究，運用個案文件、實地觀察及深入訪談進行資料蒐集，探討、詮釋及思索一所國民中學創新之歷程、策略及促成因素。經研究後獲致以下結論： 一、個案創新歷程為：(一)校舍重建;(二)校園新風貌;(三)學校創新領導;(四)型塑學校創新主軸;(五)發展具體創新項目;(六)形成創新團隊;(七)引進教育創新實驗方案;(八)創新發表與接受評鑑;(九)創新歷程的自省與深化;(十)建構學校創新文化;(十一)學校文化的創新。 二、個案創新策略為：(一)研訂創新主軸;(二)結合課程發展;(三)利用社區資源;(四)突出特色發展;(五)配合專案實驗;(六)參加創新評鑑。 三、個案創新促成因素為：(一)九二一地震是個案學校創新的契機; (二)學校外在環境的九年一貫課程的推動、教育創新實驗案的推廣、強調學校本位課程特色因素。(三)學校組織的領導、文化、策略、人力素質因素。 個案創新受九二一地震影響，此一天然災害因素組織無法掌控，唯透過本研究分析探討個案創新歷程、策略及促成因素，能深入瞭解學校創新之相關議題，並提出學校創新建議，供學校創新參考。 關鍵詞： 組織創新 學校創新 學校創新策略 學校創新促成因素 / Such an era of knowledge economy as the 21st century is, “innovation”has become the key for the individuals, teams, and organizations to outdo others while organizational competitiveness and productivity are both boosted relying upon “innovation of organization”. To confront with the challenges of the new era, a school has the need to respond to them vigorously. It is an inevitable subject of the era to schools of all levels how to bring forth innovation to academic outfits to set off their organizational innovation for greater efficacy. Based upon the demands for the era as well as the development of junior high schools of which one is exemplified in Taichung City, Taiwan, to carry out the preliminary test study of “innovation of school”. This paper adopts the unitary case story study of quality and nature by applying the methods of documentary analysis, observation, and in-depth interview to carry on the research, probing, interpretation, and pondering of a junior high school in term of the course of school innovation, strategy, and elements of facilitation. The conducted study sums up the follows: In the course of innovation: 1) Reconstruction of school building; 2) New styles and features of campus; 3) Leadership of school innovation; 4) Formulation of prospects in innovation of school; 5) Development of items of concrete innovation; 6) Formation of innovation team; 7)Introduction of experimental scheme for educational innovation; 8) Announcement of innovation and acceptance of appraisement; 9) Introspection and deepening of innovative course; 10) Establishment of school innovative culture; and 11) Innovation of school culture. For the strategy of case story innovation: 1) Study to set the axis of innovation; 2) Integration of curricular development; 3) Utilization of community area resources; 4) Highlighting development of special features;5) Coordination of special case experiment; and 6) Participation in appraisement of innovation. For the elements of facilitation of case story innovation:1) 921 Earthquake is a turning point of school innovation;2) The factors of leadership, culture, strategy, and manpower quality of internal organization of a school;3) Enforcement of 9-year consistent curricula, application of information technology, extension of experimental scheme of school innovation, and emphasis upon the elements of characteristics in departmental curricula involving off-campus environment. 921 Earthquake is a great influence on the case story innovation . It is a natural disaster that organization can not control.But through this study to discuss the course of school innovation,strategy, and elements of facilitation in case story can understand the issues about school innovation and provide some suggestions for school innovation. Key words: organizational innovation school innovation innovation strategy of school the facilitating elements of school innovation

在持續創新的需求下，跨公司合作已成為企業整合應用知識，創新求變的重要策略。本文融合知識基礎觀點和組織學習觀點，指出跨公司合作所帶來的組織創新績效，係因合作夥伴知識整合的結果。因此研究的目的除了要實證知識整合與組織創新績效的關係外，主要在發展一個理論架構，說明影響跨公司合作創新的因素，及這些因素之間的關係。在研究設計上，本文係以我國高科技產業、資訊服務業及金融服務業做為問卷調查的對象，將所收集的資料透過探索性分析與驗證性分析兩階段檢定本文所提出之量測模式與研究假說，結果得到下列結論： 1. 跨公司合作為企業所帶來的創新績效，可以用知識整合的觀點來解釋，當企業知識整合能力越好，跨公司合作創新績效會越好。 2. 知識整合能力受到企業知識吸收能力的影響，吸收能力係企業先前知識的蓄積量，以及應用這些知識的能力之綜合。 3. 知識整合能力亦受到企業與夥伴合作的能力之影響，合作能力包括企業與夥伴建立信任關係，以及溝通、協調的能力。 4. 知識特質受知識整合機制的中介而影響創新績效，跨公司合作所帶來組織的創新績效，主要不受合作所牽涉知識之外顯╱內隱與複雜性特質的影響，必須應知識特質的不同而採取適當的整合機制後，才能因知識整合而產生創新績效。 5. 吸收能力、合作能力與知識整合機制是相互影響的因素，三者形成企業知識整合創新能力的主要構面，是企業追求跨公司合作創新必須重視的要素。 / Inter-firm collaboration has been an important strategy for firms to integrate and apply knowledge among their partners in order to obtain innovation performance under uncertainty circumstances. This study combining the knowledge based view and the organizational learning perspective, considers the innovation performance improvement as the result of knowledge integration. Besides examining the relation between innovation performance and knowledge integration, the purpose of this study is to find the factors influencing inter-firm collaboration performance and the relationships among these factors. The data collecting from Taiwan’s high-tech, information service and finance industry were used in the exploratory and confirmatory phases to evaluate the instruments and test the hypotheses. The conclusions are listed as below: 1. The innovation performance gaining from inter-firm collaboration can be considered as the result of knowledge integration. While the knowledge integration capability of a firm is better, the firm’s innovation performance in inter-firm collaborations will be better too. 2. The knowledge integration capability of a firm is influenced by the absorptive capacity of the firm. And the firm’s absorptive capacity derives from the firm’s prior knowledge accumulation and the capability to apply their knowledge. 3. The knowledge integration capability of a firm is also influenced by their cooperative competency. The cooperative competency is composed of three interrelated facets: trust, communication and coordination. 4. Firm’s innovation performance in an inter-firm collaboration doesn’t directly influenced by the explicit/tacit and complexity characteristics of the knowledge which appeared in the collaboration. To produce innovation performance, knowledge with different characteristics should be integrated by suitable integration mechanisms. 5. Absorptive capacity, corporative competency and knowledge integration mechanism construct firm’s “knowledge integration and innovation capability”, which is important to firm’s innovation performance in inter-firm collaborations.

本研究旨在瞭解幼稚園教師學校組織創新氣氛知覺、知識分享行為對創新教學行為之影響以及三者之關係。首先瞭解幼稚園教師學校組織創新氣氛知覺、知識分享行為與創新教學行為之現況；其次，探討幼稚園教師學校組織創新氣氛知覺、知識分享行為與創新教學行為之相關性；最後，以多元迴歸分析幼稚園教師學校組織創新氣氛知覺與知識分享行為對創新教學行為之預測力，以及探討學校組織創新氣氛是否透過知識分享行為此中介變項影響教師創新教學行為。 本研究以台北市公私立幼稚園教師為研究對象，以「校園創新氣氛量表」，以及修改之「知識分享行為量表」與「創意教學行為量表」為研究工具，有效樣本為272份，資料回收後分別以描述性統計、皮爾森積差相關分析，以及多元迴歸分析等統計方法進行資料處理。本研究獲致之結論如下： 1. 學校組織創新氣氛知覺與創新教學行為達顯著正相關。 2. 知識分享行為與創新教學行為達顯著正相關。 3. 學校組織創新氣氛知覺與知識分享行為達顯著正相關。 4. 學校組織創新氣氛的「工作條件」跟「學習成長」面向可以有效預測教師的 創新教學行為。 5. 知識分享行為的「行動示範」、「知識共構」可有效預測教師創新教學行為。 6. 就學校組織創新氣氛、知識分享行為對創新教學行為的整體模式而言，學校 組織創新氣氛中的「工作條件」可透過知識分享行為中的「行動示範」與「知識共構」此兩個中介變項預測幼稚園教師的創新教學行為。 最後，研究者根據研究結論針對幼稚園組織與幼稚園教師，以及未來研究提出具體建議，以期對未來幼稚園實行創新教學及相關後續研究有所助益。 / The main purposes of this study were as following: First of all, understand the teachers’ awareness of organizational innovative climate, teachers’ knowledge sharing behavior, and innovative teaching. Second, understand the relationships among these three variables. Third, explore the predictive power of the teachers’ awareness of organizational innovative climate, teachers’ knowledge sharing behavior, and innovative teaching. This study adopts the survey method by questionnaire. This study included 272 kindergarten teachers in Taipei city, Taiwan. The applied analysis methods were Descriptive Statistics, Factor analysis, Cronbach α coefficient analysis, Pearson’s correlation analysis, and Regression through SPSS18.0. The main findings of this study were summarized as follows: 1. It showed positive correlation between teachers’ awareness of organizational innovative climate and creative teaching. 2. The relationships between teachers’ knowledge sharing behavior, and creative teaching were positive. 3. It showed positive correlation between teachers’ awareness of organizational innovative climate and teachers’ knowledge sharing behavior. 4. Job Conditions and Professional Learning can predict teachers’ innovative teaching. 5. Action Demonstration and Knowledge Building can predict teachers’ innovative teaching. 6. It appeared that knowledge sharing plays mediating roles among organizational innovative climate and innovative teaching.