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

自英國於1997年首度提出創意產業，讓創意的附加價值藉由無形或文化性的特質融入到產品與服務創新中，文創產業已然是後知識經濟時代的指標；基於台灣文創環境的無形資產鑑價制度尚處於建構期，整體機制尚不成熟，因此相關企業在面對成長躍進中常因資金受限，也間接影響了整體產業發展，而此種現象尤以藝術經紀授權產業為甚。 「無形資產」是藝術經紀授權產業營運模式的核心。而國內對於如何將無形資產轉換為有形之概念性商品，而且又能使商品成本與企業價值被量化之議題的論述探究甚少，因此本研究將以藝術經紀授權產業為主體架構去進行鑑價模型之分析，冀望為文創產業注入更大的延展空間。 本研究整理現今無形資產、智慧資本、智慧財產之相關鑑價理論與方法流程，並就藝術經紀授權產業現況進行質化的分析，並冀望從理論出發含概實務觀點的去建構適合此產業的鑑價機制，並挑選P個案公司去驗證本研究所提出運作模型，以實現其價值轉化過程。 本研究結果可以幫助文創產業中之無形資產鑑價分析較為貼近產業之真實面貌，亦可讓文創產業經營者引為借鏡，以期盼提升台灣整體文創產業的競爭力。最重要的是藉由檢視相關產業的發展歷程，本文獻進而讓政府在制定相關產業政策時，更能以全方位的角度衡量產業政策，降低產業投入者資金進入門檻，讓更多的創投基金及金融機構投入，以促進產業發展與提升產業競爭力。 / Since the introduction of creative industry in Great Britain in 1997, which allowed the merge of value-added creativity into product and service innovations via intangible or cultural features, cultural creative industry has apparently become the index of the post-information economy. However, the intangible asset valuation system in the cultural creative industry in Taiwan is still under construction, yet immature, and the lack of capital inflow is usually the key restriction to the development and progress for many relevant enterprises, which in turn influenced the development of the entire industry; such phenomena is especially apparent in the industry of art 、agency、 licensing. “Intangible asset” lies at the core of the operation of art 、agency、and licensing industry. But there is not enough discourse analysis domestically on issues regarding how to turn intangible asset into conceptually tangible products or to further quantify the product cost and enterprise values, therefore, this study conducts analyses of valuation model based on the scaffolding of the art 、agency、 and licensing industry, hoping to introduce greater room for expansion in the cultural creative industry. The study has compiled valuation theories, methodologies and procedures regarding intangible asset, intellectual asset, and intellectual property, conducted qualitative analysis on the current status of art agency、 licensing with the expectation to develop a valuation mechanism suitable for this industry based on the theories and practical aspects, selecting company P as example to verify the operation model proposed in the study and to realize the process of value transformation. The study aims to help bring the valuation analysis of intangible asset in the cultural creative industry closer to the reality, and also serve as a reflection for operators of the cultural creative industry with the expectation of promoting the overall competitiveness of the cultural creative industry in Taiwan. Most importantly, by inspecting the process of development in related industries, this study may in turn provide an all-rounded evaluation for the government when drafting relevant policies of the industry to lower the investment threshold, allow the introduction of more venture capitals and financial institutions, and facilitate the development of the industry and improve competitiveness.

企業為了不斷成長並追求永續經營，並因應快速變化的外在環境與日趨激烈的國際競爭，需不斷地加強或擴增員工的知識、技術及能力，因而建立短期與長期性的人才培育之訓練有其重要性。 國際級工程案競爭越形激烈，尤其有韓國工程公司競爭性策略搶標及大陸崛起積極跨入國際市場之隱憂，加上客戶在維持高品質及持續壓縮工期之需求，個案公司(簡稱以下A公司)成長及獲利空間均受到嚴苛的挑戰。為提昇在國際上競爭力，A公司設計部必須面對培植具豐富工程經驗及國際級之設計人才問題。而目前面臨5年以下經驗工程師達人數比例佔42%以上(即年輕工程師比例偏高) ，7~15年經驗工程師人數佔10%相對偏低之M型人力結構及未來幾年面臨退休潮，如何加速培育年輕工程師須具備世界級的專業技術及落實資深工程師經驗傳承，達成各職級人力結構合理化，提升設計品質，為A公司當務之急。 為能瞭解A公司現行各項教育訓練之效益，揭示員工對A公司教育訓練方式的意見或需求，本研究採用問卷調查並分為五大類，第一，專業技術訓練的同意度與重要度；第二，經驗傳承的同意度與重要度；第三，跨部門訓練的同意度；第四，管理訓練的同意度；第五，英文能力方面的同意度。以上各問項再與人口統計變數做交叉分析，尋求出目前教育訓練之成效如何及提出改善建議。 其中專業技術訓練與經驗傳承再將每個同意度和重要性的問項平均後做出二維分布圖(IPA分析圖)，利用同意度和重要性整體的平均切割分成四個區域，即優越區、過剩區、優先改進區及建議改進區，尤其問項落在優先改進區、建議改進區及過剩區時，則進一步進行原因分析及提出改善建議。 對跨部門訓練、管理課程與英文能力等問項，則以同意度與人口統計交叉分析結果，根據其滿意度程度及卡方檢定(Chi-Square Test)結果有統計上顯著差異關係之受訪者基本資料提出改善建議。 / Enterprises need to continuously enhance knowledge, skills, and abilities of their employees for sustainable business development and adapting to rapid changing environment as well as fierce international competition. The importance of developing short-term and long-term talent training programs is thus recognized. Under some unfavorable conditions, which include keen competition in global EPC (engineering, procurement and construction) industry, Korean engineering companies’ strategic bidding, mainland China contending in international markets, clients’ request for quality and compressed work schedule at the same time, etc…, the case company (designated as company A) is facing severe challenges in achieving profitable growth. The company A must cope with the problem of cultivating world-class and experienced talent to promote its competitiveness in international markets. It’s the company A’s top priority to tackle the engineering talent gap at the range of seniority between 7 to 15 years (10%) whereas the young engineers with less than 5 years of experience account for more than 42% of its talent pool and engineers will retire that are increased in near future year. It’s important for the company A to professionalize young engineers, facilitate knowledge transferring, and optimize its staffing structure. A questionnaire survey research was undertaken to understand the effectiveness of the training programs and reveal the employees’ opinion or request on the training activities of the company A. The questionnaire variables were classified into five categories: 1. degree of agreement and importance of professional skills training; 2. degree of agreement and importance of intergenerational transfer of experience; 3. degree of agreement on cross-disciplinary training; 4. degree of agreement on management training; 5. degree of agreement on English competency requirements. Demographic variables were used to cross analyze the survey result. The analysis was also used to find the causes of training deficiency and to explore improvement ideas. The survey results of questionnaire variables in the first two categories, degree of agreement and importance of professional skills training and intergenerational transfer of experiencewere, were used to develop two-dimensional scatter diagrams (IPA matrices). The mean ratings of degree of agreement and importance were plotted in a two-dimensional grid to produce a four-quadrant matrix that identifies areas of Keep Up the Good Work, Possible Overkill, Concentrate Here, and Low Priority. Causes and improvement plans were further investigated for variables situate in the quadrant Concentrate Here, Low Priority, and Possible Overkill. For the survey results of questionnaire variables in the other three categories, degree of agreement on cross-disciplinary training, management training and English competency requirements, cross tabulation analyses using demographic variables were performed. According improvement plans were proposed for the respondent demographics when statistically significant differences between the degree of satisfaction and chi-square test result were observed.

University of Macau / Faculty of Social Sciences and Humanities / Department of Chinese

University of Macau / Faculty of Education

University of Macau / Faculty of Education

University of Macau / Faculty of Education

University of Macau / Institute of Chinese Medical Sciences

University of Macau / Institute of Chinese Medical Sciences

University of Macau / Faculty of Education