為突破競爭力的瓶頸，走向高附加價值的深度經濟，是當前台灣產業發展的重要方向。本研究以藝匠型企業模式做為在不同領域中可創造持續性高附加價值的發展思考，並以具有藝匠精神的藝匠型企業視為一個藝匠個體，探究組織的行為與運作，以及此模式對組織的創新價值。 本研究採用個案研究法，以台灣一家中小企業進行個案探討，並選取參考企業範例進行分析描述，歸納整理出「藝匠型企業」的三項「藝匠精神」特質，以此做為主要個案之參考對照，並在個案研究中以藝匠精神的發揮及運用為主軸，探討下列幾個問題： (一) 藝匠精神在產品開發中的展現方式 (二) 藝匠精神對於學習與知識累積和轉化的影響 (三) 藝匠精神的發揮對產品價值創新的貢獻 在個案研究中，主要以「知識創造螺旋」理論為探討藝匠型企業創新價值的主軸，並在個案分析中，以「領先使用者」及「保齡球道理論」、「探險式行銷」等理論與方法予以對照說明。 / Many companies have been seeking breakthroughs of business bottle neck in recent years. The in-depth economy with high added value will be an important guideline for Taiwanese companies. The study focuses on the “artisan-type enterprises” which would be the major thinking for companies in different industries, who want to create high sustainable value. Taking the company with artisan spirits as an artisan individual, the thesis analyze its organization behavior and operation, and explore the innovation value of this model for the organization. The thesis conducts individual case study on a small-medium-size company in Taiwan, analyzing and depicting the company’s cases as reference. It comes up with three common characteristics of the artisan-type enterprises from the reference example cases. The major subjects discussed in the case are as below: (1) The realization of artisan spirits in product development (2) The effects of artisan spirits on knowledge accumulation and transformation (3) The contributions of artisan spirits to product innovation The study adopts the “Knowledge Creation Spiral” theory to analyze the innovation value of the artisan-type enterprise. The theories of “Lead User”, “Bowling Alley”, and “Expeditionary Marketing” are also referred to in the case study.

台灣資通訊產業面臨毛利率與獲利屢創新低的困境，但國內部分企業仍能維持高於同業的毛利率與獲利水準，本研究將這類企業稱為「藝匠型企業」，研究問題包括：（1）藝匠型企業應如何定義？（2）藝匠型企業的核心能耐為何？（3）藝匠型企業如何培養與延伸新的核心能耐？有哪些途徑？如何選擇？ 本研究採個案研究法，在手機產業設定五家企業為個案進行分析研究，發現藝匠型企業在擴大事業範圍前，會優先深耕特定領域的技術深度；具有主動實驗未來的精神和常態的知識創造活動，因此能把握先機，優先布局下一階段事業成長所需的技術；和該領域全球龍頭業者有深厚的供應商或客戶關係，除了是穩定訂單來源外，也能掌握或共同定義未來技術趨勢。 因此，藝匠型企業的核心能耐資產不斷提升，具有長期競爭力，而非短線的機運或能力，這也是能維持高水準毛利率和獲利率的原因。 藝匠型企業的核心能耐是實體技術系統、管理系統、員工知識與技能和價值觀的組合，這項組合深受創辦人與經營團隊專長影響，且藝匠型企業傾向以師徒制自行培育人才，員工需熟練公司專屬的流程與常規，這也使得外界不易以挖角形式取得該藝匠型企業的核心能耐。 藝匠型企業傾向朝產業上游延伸新核心能耐，延伸途徑可分為內部研發、外部併購與聯結研發三類；又以內部研發、深度聯結研發最能形成長期核心競爭力。 1. 內部研發是在既有資源（人員、時間、資金）充足、目標是重點新能耐時的第一選擇，通常可形成長期競爭力； 2. 外部併購或合資通常是為了快速卡位（快速取得新核心能耐及市場），併購是完整移轉其他企業的核心能耐，若整合成功可形成長期競爭力，合資則僅移轉其他企業的部分核心能耐，因此通常只是短期競爭力； 3. 聯結研發的速度與成本介於中間，有助於借外界長處、同時培養內部專屬知識。其中強勢網絡的深度聯結研發，表示參與者均投入較強的組織承諾，有機會帶來長期競爭力，弱勢網絡則因多方的組織承諾不同，通常只是短期競爭力。 / While the IT and Telecom Industry in Taiwan generally suffers from low gross-margin rate and profit, some companies still sustain these at a higher level than others. In this thesis, these outstanding companies are defined as “Modern Craftsman Companies.” The aim of this thesis is to find out: (1) How to define “Modern Craftsman Company”? (2) What are the core capabilities of a Modern Craftsman Company? (3) How does a Modern Craftsman Company develop its core capabilities and extend into new ones? What are the paths? How to make the choices? Research was conducted using case studies of five companies in the mobile phone industry. The results show that when Modern Craftsman Companies extend the scope of their businesses, they devote themselves to a certain area of technology and go deep into it. Also, their spirit of actively experimenting along with regular knowledge-creating activities results in their ability of foreseeing great opportunities. Lastly, long and strong relationships with leading suppliers and major clients not only brings stable and sustainable orders, but also help these companies have control over or even co-define the trends of future technology. Thus, Modern Craftsman Companies have an ever-improving core competence position and long-term competence, not just luck or abilities that only work in short-term. This is how Modern Craftsman Companies can keep a higher margin rate and profit rate. The core competence of Modern Craftsman Company is the combination of physical technical systems, the managerial system, employee knowledge and skill, and its values and norms. This combination is deeply influenced by the founders’ and management’s expertise. Because this kind of company tends to cultivate its talents using a mentor system and the employees need to know the process very well, it is very unlikely that it obtains its core competence simply by recruiting its staff. Modern Craftsman Companies tend to extend their core competence to the up-stream part of the industry. The paths include internal development, acquisition & development, connection & development: 1. Internal development is the best choice when the existing resources (human resource, time, capital) are abundant and the new aim is an important competence. 2. Acquisition and joint venture are usually used to gain a new core competence and market quickly. Acquisition is to have the other firm’s core competence fully transferred. If successfully integrated into the acquirer itself, a long-term competence is formed. Joint venture is used only to transfer some part of the other firm’s competence and usually merely brings short-term competence. 3. Connection & development works somewhere between the two above-mentioned principles in perspective of speed and cost. It helps by utilizing external expertise as well as developing internal exclusive knowledge. When the network of connection & development is strong, the involved parties commit more and therefore there is greater chance of forming long-term competence. On the other hand, when the network is weak, commitments on different parties bring only short-term competence.