Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / Given the context of a growing stake in the Brazilian economy's service sector, contributing to increased competitiveness, innovation in services is an issue that demands to be studied in greater depth and understanding. On the way to work together to advance the number of searches is that this work was proposed to develop a proposal for diagnosis of innovation and competitiveness in the service sector. To meet this objective the research developed in the literature review in a comprehensive, covering the terms of service, innovation and competitiveness, with an integrated knowledge base of the proposal. The research strategy adopted was to action research, a qualitative analysis for the study of the unit under investigation. The proposed diagnosis developed seeks to direct the model presented by the Center for Innovation and competitiveness in the sector under study, and development geared to the five factors: Production, Technology, Human Resources, Finance and Marketing. After having constructed the model and its application demonstrated dynamically, its validity, presenting as a diagnostic tool productive and practical to support consultants and managers in evaluating global companies, allowing also analyze the performance of the company in developing a competitive positioning considering all the dimensions given in the diagnosis. This work eventually helped to fill the gap identified by articulating a set of reports related to services in the development of the proposed diagnosis. / Dado o cenário de crescimento da participação na economia Brasileira do setor de serviço, contribuindo para uma maior competitividade, a inovação em serviços é um tema que demanda ser estudado com maior compreensão e aprofundamento. No caminho de colaborar para o avanço do número de pesquisas é que foi proposto este trabalho para o desenvolvimento de uma proposta de diagnóstico da inovação e competitividade para o setor de serviços. Para atender esse objetivo a pesquisa desenvolveu a revisão da literatura de maneira abrangente, cobrindo os termos serviço, inovação e competitividade, apresentando uma base de conhecimento integrado a proposta. A estratégia de pesquisa adotada foi à pesquisa-ação, para uma análise qualitativa do estudo da unidade em investigação. A proposta de diagnóstico desenvolvida buscou direcionar o modelo apresentado pelo Núcleo de Inovação e competitividade, ao âmbito do setor em estudo, sendo seu desenvolvimento orientado aos cinco fatores: Produção, Tecnologia, Recursos Humanos, Finanças e Marketing. Depois de construído o modelo, sua aplicação demonstrou de forma dinâmica, a sua validade, apresentando-se como um instrumento de diagnóstico produtivo e prático no sentido de apoiar consultores e gestores na avaliação global de empresas, permitindo também analisar a atuação da empresa no desenvolvimento de formas competitivas de posicionamento considerando todas as dimensões atribuídas no diagnóstico. Este trabalho, por fim, colaborou para preencher a lacuna identificada ao articular um conjunto de literatura direcionada aos serviços no desenvolvimento da proposta de diagnóstico.

Submitted by Maria de Lourdes Mariano (lmariano@ufscar.br) on 2017-01-06T12:36:53Z No. of bitstreams: 1 ANDRADE_Luciana_2016a.pdf: 1603748 bytes, checksum: 75785bce7d6b4d0242d88798ed9dd14e (MD5) / Approved for entry into archive by Maria de Lourdes Mariano (lmariano@ufscar.br) on 2017-01-06T12:37:13Z (GMT) No. of bitstreams: 1 ANDRADE_Luciana_2016a.pdf: 1603748 bytes, checksum: 75785bce7d6b4d0242d88798ed9dd14e (MD5) / Approved for entry into archive by Maria de Lourdes Mariano (lmariano@ufscar.br) on 2017-01-06T12:37:21Z (GMT) No. of bitstreams: 1 ANDRADE_Luciana_2016a.pdf: 1603748 bytes, checksum: 75785bce7d6b4d0242d88798ed9dd14e (MD5) / Made available in DSpace on 2017-01-06T12:37:28Z (GMT). No. of bitstreams: 1 ANDRADE_Luciana_2016a.pdf: 1603748 bytes, checksum: 75785bce7d6b4d0242d88798ed9dd14e (MD5) Previous issue date: 2016-04-01 / Não recebi financiamento / With the crisis that has been going the automotive industry last year, it is necessary that companies in the auto parts sector go forward several changes to remain competitive. In this context, organizational innovation, which has the organizational culture as one of its main determinants, it is a key pillar of support competitiveness. Thus, this work is a multicases study in five large suppliers companies of auto parts of the metropolitan area of Sorocaba, aimed to analyze the practices of organizational innovation, and identify the factors related to the organizational culture of these companies are the key to the organizational innovation. As result, it was found that the adoption of organizational innovation practices is due to isomorphism in the automotive industries, but the organizational culture focused on innovation is essential for the occurrence of organizational innovation, and features such as financial (reward system, financial resources), organizational architecture (market orientation, mission, value and leadership), management tools (support innovation, teamwork, acceptance of risk and error tolerance, creativity, communication and management systems) are fundamentals. As factors that hinder organizational innovation were basically found problems related to people as: outgoing employees, lack of discipline, motivation, overwork, predesigned concepts, difficult to accept changes and unhappiness. The centralization of power, lack of autonomy and authoritarian leadership were also mentioned as inhibitors to the occurrence of organizational innovation. / Com a crise que vem passando a indústria automotiva, devido à redução de demanda no ano de 2015, torna-se necessário que as empresas do setor de autopeças passem por diversas mudanças para continuarem competitivas. Nesse contexto, a inovação organizacional, que tem a cultura organizacional como um dos seus principais determinantes, torna-se um pilar fundamental de sustentação da competitividade. Assim, esse trabalho, um estudo multicasos realizado em cinco empresas de grande porte fornecedoras de autopeças da região metropolitana de Sorocaba, teve como objetivo analisar as práticas da inovação organizacional, além de identificar os fatores relacionados à cultura organizacional dessas empresas que são determinantes à inovação organizacional. Como resultado encontrou-se que a adoção de práticas de inovação organizacional ocorre devido ao isomorfismo nas indústrias automotivas, porém a cultura organizacional voltada à inovação é imprescindível para a ocorrência de inovação organizacional, e características como recursos financeiros (sistema de recompensas, recursos financeiro), arquitetura organizacional (orientação para mercado, missão, valor e liderança), ferramentas gerenciais (suporte à inovação, trabalho em equipe, aceitação ao risco e tolerância ao erro, criatividade, comunicação e sistemas de gestão) são fundamentais. Como fatores que dificultam a inovação organizacional foram encontrados basicamente problemas relacionados aos recursos humanos como: saída de funcionários,falta de disciplina, motivação, sobrecarga, conceitos pré-concebidos, dificuldades para aceitar mudanças e insatisfação. A centralização de poder, a falta de autonomia e liderança autoritária também foram citados como inibidores a ocorrência da inovação organizacional.

Made available in DSpace on 2016-06-02T19:53:33Z (GMT). No. of bitstreams: 1 GARO_JUNIOR_Wagner_2014.pdf: 1725990 bytes, checksum: dd34f67c6b6b295fdefee94c491a7b7f (MD5) Previous issue date: 2014-11-12 / This research aimed to evaluate the strategic influence throughout the automotive supply chain, and study how such influence encourages organizational innovations. For this work was carried out a qualitative research through an integrated case study in the automotive segment of companies with business relationships with each other, so that were evaluated: one automaker three tiers and three second-tier suppliers. The results show that there is a strategic alignment between the automaker, systems suppliers and second-tier suppliers, demonstrating a high degree of strategic influence of customers in its suppliers. It was identified that systems suppliers with a greater degree of independence along the automotive supply chain are influenced by lower intensity of automakers than suppliers with greater degree of dependence. Finally, it was found that organizational innovations implemented in second-tier suppliers occur, mostly in response to pressure from customers / Este trabalho teve como objetivo avaliar a influência estratégica ao longo da cadeia automotiva, bem como estudar como tal influência incentiva as inovações organizacionais. Para realização deste trabalho foi realizada uma pesquisa qualitativa através de um estudo de caso integrado em empresas do segmento automotivo que possuíam relacionamentos comerciais entre si, de forma que foram avaliadas: uma montadora, três sistemistas e três fornecedores de segundo nível. Os resultados demonstram que existe um alinhamento estratégico entre a montadora, sistemistas e fornecedores de segundo nível, demonstrando um alto grau de influência estratégica dos clientes em seus fornecedores. Identificou-se que sistemistas com maior grau de independência ao longo da cadeia automotiva sofrem influência de menor intensidade das montadoras do que fornecedores com maior grau de dependência. Finalizando, constatou-se que as inovações organizacionais aplicadas em fornecedores de 2º nível ocorrem, em sua maioria, como resposta à pressão exercida pelos clientes.

Nos locais onde a implantação do SUS avançou para a formação de redes de atenção, os hospitais foram impulsionados à plena integração às redes municipais, o que impôs modificações conceituais e operacionais nos modelos de gerenciamento. O hospital do estudo, adotou, recentemente, um modelo gerencial baseado em “linhas de cuidado”, cujo objetivo geral é a descentralização da gestão, através da construção de Unidades Funcionais (UF). A proposta de descentralização e a adoção de uma lógica de organização do trabalho, mais por “equipe” do que por “profissão”, ancoram esse novo modelo, cuja operacionalização local provocou o desmantelamento do Serviço e a desarticulação/desmobilização dos trabalhadores de enfermagem. O presente estudo teve, como objetivo geral: construir as mudanças que deveriam ser implementadas na organização do trabalho em Enfermagem, tendo em vista o novo modelo de gestão adotado pelo hospital. Os objetivos específicos foram: Reconstruir os determinantes históricos implicados na instituição do modelo gerencial de enfermagem; identificar o contexto atual deste modelo, o seu significado e as possibilidades futuras; articular as estratégias de enfrentamento dessa problemática, no que se refere aos saberes e poderes e elaborar proposta e estratégias para a sua reconstrução. Esta pesquisa é do tipo estudo de caso e de abordagem qualitativa, fundamentada no referencial histórico e social. Teve como cenário, o HC/UFPR e a população foram os trabalhadores de enfermagem, que somam, aproximadamente, 1200 funcionários. Para a coleta de dados, utilizou-se a técnica de grupo focal. O grupo foi composto por 12 sujeitos, sendo 8 enfermeiras, 2 técnicas e 2 auxiliares de Enfermagem, que aceitaram voluntariamente participar da pesquisa. As falas foram transcritas e categorizadas, usando-se a técnica de análise de conteúdo, na modalidade da análise temática. Como resultado, foi possível apreender 3 categorias empíricas: os determinantes históricos implicados na instituição do modelo gerencial de enfermagem; o contexto atual deste modelo, o seu significado e as possibilidades futuras e as estratégias de enfrentamento, no que se refere aos saberes e poderes. No que concerne aos determinantes históricos, ressalta-se: o estranhamento das enfermeiras com o cenário externo e interno, o “desmanche intencional” da Enfermagem no hospital; a constituição histórica do trabalho da Enfermagem e sua posição dentro da organização, e a percepção de que as enfermeiras que assumiram cargos de confiança no novo modelo se comportam mais como gerentes do que como enfermeiras-gerentes. Na categoria que identifica a situação atual, seu significado e as possibilidades futuras, foi possível extrair a crise de identidade causada pela perda da Direção de Enfermagem, e os dois aspectos que se perceberam mais afetados: o cuidado e o poder. Na categoria estratégias de enfrentamento, foi possível apreender que as opções estratégicas para fazer o enfrentamento incluem: agregar forças, encontrar uma liderança, legitimá-la e construir um projeto próprio. Em síntese, o estudo mostra um ambiente em processo de mutação, os fatos que justificam a mudança e as contradições entre os pressupostos teóricos do modelo e sua operacionalização. Na perspectiva do gerenciamento que institui o novo, foram feitas propostas para o desenvolvimento da Enfermagem do HC/UFPR, considerando os conhecimentos e as estratégias necessárias à conquista de competências que poderão impactar em resultados nas dimensões técnica, política, comunicativa e de desenvolvimento da cidadania. Neste sentido , os maiores desafios para a Enfermagem serão: construir uma nova identidade, realizar o trabalho em equipe mantendo a unidade e a identidade profissional, adquirir visibilidade na instituição, mudar o cuidado e ampliar a gerência. Para tanto, as enfermeiras precisam superar a formação tradicional e investir na formação inovadora. A seu favor, contam com a experiência e o conhecimento adquiridos ao longo de muitos anos, que as qualificam a fazer, se assim o desejarem, uma mudança bem sucedida / Wherever the National Health System was implemented as a caring network hospitals were pushed towards a full integration into municipal health networks, something which demanded conceptual and operational changes in managerial models. The hospital in the study has recently adopted a managerial model which follow “caring guidelines ” whose general goal is management decentralization by building Functional Units (FU). The proposed decentralization process and the adoption of its new logic in work organization is centered on the “team” rather than on the “occupation”. However, its local implementation has caused service failure and motivated breakdown and takeover by nursing professionals. The present study aimed at finding out what changes should be implemented in the professional nursing organization according to the current managerial model adopted by the hospital. Specific goals were as follows: to rebuild the historical background underlying the implementation of the managerial nursing model; to identify the current context of such a model, its meaning as well as future outlook; to think up strategies to cope with this problem concerning knowledge and competency and to work out a new proposal and strategies to rebuild this system. This research is a case study. Our qualitative analysis takes into account historical and social backgrounds. The setting was Hospital das Clinicas at the Federal University of the state of Paraná, Brazil. Our participants were chosen from the nursing staff of the hospital, which totals 1200 nursing professionals. We used a Focus Group technique to collect data. The group was comprised of 12 subjects: 2 nurses, 2 nursing technicians and 2 nursing assistants who had volunteered for the research. The accounts were transcribed and classified according to a content analysis within a theme analysis approach. Three (3) empirical categories were created: the historical background underlying the implementation of the managerial nursing model; the current context of such a model, its meaning and future outlook as well as the coping strategies concerning knowledge and competency. Concerning the historical background, we can highlight the following elements: the nursing professionals’ uneasiness towards the inner and outer scenarios, the intentional breakdown of nursing services at the hospital; the historical organization of nursing and its position in the institution; and the impression that nurses holding trustworthy positions in the new managerial model acted more like managers rather than nursing managers. In our analysis of the present situation, its meaning and future outlook, it was possible to discern the identity crisis brought about by the elimination of the Nursing Director position, and two aspects of the service which were most affected: care and power. In our analysis of the coping strategies, it was possible to identify the following strategic coping options used by the nursing staff: the joining of forces, the identification and legitimation of leadership, and the building of a project of their own. In short, the study discloses a changing environment and the facts supporting its change as well as the contradictions between the theoretical assumptions of the new model and its operationalization. As for the new managerial perspective, proposals were elaborated aiming at improving nursing service at Hospital das Clinicas at the Federal University of the state of Paraná, Brazil, keeping in mind the knowledge and the related strategies to reach the competency that may bring about positive results to technical, political, and communicative development in the exercise of citizenship. Thus, the hardest challenges for nursing will be: building up a new identity, carrying out team work - while keeping professional unit and identity- improving their visibility in the institution, changing care and extending management. Therefore, nurses need to do away with the traditional model and invest in an innovative model. Long-term gathered experience and knowledge favor them in order to foster, if they wish, a successful change

本研究旨在瞭解臺北市國民小學校長空間領導與學校組織創新之現況，探討不同背景變項知覺程度之差異，分析校長空間領導與學校組織創新之相關情形，探究校長空間領導對學校組織創新的預測力，並建構國民小學校長空間領導與學校組織創新的結構方程式模型。 本研究採問卷調查法，共計抽樣100所學校，發出970份問卷，回收764份問卷，獲得有效問卷619份，可用率為64%，且經由描述統計分析、因素分析、t考驗檢定、ANOVA變異數分析、皮爾森積差相關分析及結構方程模式分析獲得研究結果。 本研究獲致結論如下： 一、臺北市國民小學校長空間領導達高程度表現，以「融入課程教學」構面發展最佳。 二、臺北市國民小學學校組織創新達高程度表現，以「公共關係創新」構面發展最佳。 三、臺北市國民小學以學校規模49班以上、男性、在現職學校服務年資5年以下與兼任主任職務之教師知覺校長空間領導程度較高。 四、臺北市國民小學以學校規模49班以上、男性、30歲以下、在現職學校服務年資5年以下與兼任主任職務之教師知覺學校組織創新程度較高。 五、國民小學校長空間領導與學校組織創新之間存有高度正相關。 六、國民小學校長空間領導對學校組織創新具有預測力。 七、國民小學校長空間領導與學校組織創新結構方程式模型獲得支持。 最後，本研究依據研究結論提出建議，俾供國民小學校長、教育行政機關與未來研究之參考。 / This study aims to investigate the relationship between the principal’s space leadership and school organizational innovation of elementary schools in Taipei City, to explore the diversity of different background variables in the principal’s space leadership and school organizational innovation, as well as to construct the theoretical model for these two elements. The data were collected from 100 elementary schools in Taipei City, and 970 questionnaires were distributed, with 619 valid samples. The effective rate was sixty-four percent. The collected data was analyzed by the method of descriptive statistics, confirmatory factor analysis, t-test, one-way ANOVA, Pearson correlation, and SEM. Below are the conclusions of this study: 1.The level of the principal’s space leadership in Taipei City schools is high, and the performance in the dimension of “integrated curriculum and teaching into space” is outstanding. 2.The level of school organizational innovation in Taipei City schools is high, and the performance in the dimension of “public relations innovation” is outstanding. 3.In Taipei City, the elementary school teachers who work in the large size school having over forty-nine classes, who are male, whose years of in-service experience are under five, and who work as directors have higher perception on the principal’s space leadership. 4.In Taipei City, the elementary school teachers who work in the large size school having over forty-nine classes, who are male, who are under thirty years old, whose years of in-service experience are under five, and who work as directors have higher perception on school organizational innovation. 5.High significant positive correlation presentes between the principal’s space leadership and school organizational innovation. 6.The principal’s space leadership has a predictive effect on school organizational innovation of elementary schools. 7.The results of this research support the theoretical model constructed in this study. At last, according to the above conclusions, the study offers suggestions for elementary school principals, education administration authorities and future research.

La gestion coordonnée de la logistique en contexte urbain est complexe. La mutualisation est une pratique considérée par les parties prenantes comme potentiellement source de performance de la logistique urbaine. Plusieurs expériences de mutualisation urbaine ont néanmoins échoué. Ce travail de thèse vise à appréhender les antécédents à l’adoption de la mutualisation urbaine en tant que facteurs explicatifs.La première partie propose une revue de la littérature sur le champ de recherche. Le chapitre 1 présente les problématiques de la logistique urbaine et de la mutualisation urbaine. Le chapitre 2 définit la notion de mutualisation urbaine en tant qu’innovation interorganisationnelle qui mène à la formulation de trois propositions de recherche. Le chapitre 3 porte sur l’identification et la mesure de l’influence des antécédents à l’adoption d’une innovation interorganisationnelle. Le recours à la théorie de la diffusion des innovations appliqué à l’adoption de l’innovation organisationnelle et interorganisationnelle mène à la formulation de dix propositions de recherche. La seconde partie porte sur l’étude empirique. La démarche méthodologique est développée dans le chapitre 4. Le chapitre 5 présente les cinq études de cas multiples réalisées sur des centres de consolidation urbains. Le chapitre 6 présente les principaux résultats obtenus au travers des entretiens exploratoires. Neuf antécédents à l’adoption de la mutualisation urbaine ont été validés : l’avantage relatif, la compatibilité, la possibilité de tester, l’observabilité, le caractère volontaire de l’utilisation, le risque perçu, la confiance, le pouvoir des partenaires et l’influence des acteurs publics. / The coordinated management of logistics in an urban context is complex. Pooling is a practice considered by stakeholders as a potential source of urban logistics performance. Several experiences of urban pooling have failed. This research aims to understand the antecedents to the adoption of urban pooling as explanatory factors.The first part of the thesis proposes a literature review of the research fields. Chapter 1 highlights the challenges and issues of urban logistics and urban pooling. Chapter 2 defines the notion of urban pooling as an inter-organizational innovation. This leads to the formulation of three research proposals. Chapter 3 presents the identification and measurement of the antecedents’ influence on the adoption of an inter-organizational innovation. The use of the Diffusion of Innovations Theory applied to the adoption of organizational and inter-organizational innovations leads to the formulation of ten research proposals. The second part presents the empirical study. The methodology approach is developed in Chapter 4. Chapter 5 shows the five multiple case studies of urban consolidation centers. Nine antecedents to the adoption of urban pooling are validated: relative advantage, compatibility, testability, observability, voluntariness of use, perceived risk, trust, power of partners and public stakeholders’ influence.

L’objectif de cette thèse consiste à identifier l’existence de liens potentiels entre d’une part, l’innovation et la performance de l’entreprise, et entre l’innovation et la pérennité de l’entreprise, d’autre part. L’intégration d’innovations organisationnelles et/ou technologiques est considérée aujourd’hui comme un élément essentiel à la performance et à la pérennité de l’entreprise. Cette double importance accordée à l’innovation en tant qu’élément clé de succès et de survie des entreprises nous a amené à poser cette problématique de recherche qui se décline en trois variables explicatives qui guident notre recherche empirique. Cette dernière est effectuée à travers trois études de cas dans le secteur des télécommunications mobiles. A partir d’une analyse qualitative des données recueillies et d’un retour sur les théories, les principaux résultats nous ont permis de constater que l’innovation semble avoir davantage contribué à la pérennité qu’à la performance des firmes étudiées. Ce différentiel est principalement du aux éléments contextuels ainsi qu’à l’exploitation et à la valorisation des apports potentiels de l’innovation. / The objective of this thesis is to identify the existence of potential links between innovation and business performance on the one hand, and innovation and sustainability of the company on the other. The use of organizational innovations and / or technology is now considered critical to the performance and the sustainability of the business. This research work studies the importance of innovation as a key element to success and business survival, while involving the three variables throughout our empirical research. The latter is performed through three case studies in the mobile telecommunications sector. Performing a qualitative analysis of the collected data and based on the theories, we found that innovation seems to have higher contribution to the sustainability than to the performance of the studied firms. This lag is mainly due to contextual elements as well as to the approach towards the potential contribution of innovation.

本研究的目的瞭解國小校長轉型領導、學校組織學習及學校組織創新的關係，主要包括1.瞭解當前國小校長轉型領導、學校組織學習及學校組織創新的現況。2.分析不同校長背景、教師背景、學校背景下，國小校長轉型領導、學校組織學習及學校組織創新的差異情形。3.探討國小校長轉型領導、學校組織學習與學校組織創新之間的關係。4.檢定國小校長轉型領導、學校組織學習與學校組織創新因果關係模式之適配性。 本研究係以採用文獻分析及問卷調查法為主，利用「國民小學學校狀況調查問卷」為工具，針對台灣地區國民小學教師進行調查，總計施測1375人。使用之統計方法包括描述性統計、t 檢定及單因子變異數分析、結構方程模式進行分析。 本研究的主要結果如下： 一、國小校長在轉型領導各層面，以「激勵鼓舞」最高，而「智識啟發」最低。 二、國小在學校組織學習各層面，以「科技運用」最高，而「資訊共享」最低。 三、國小在學校組織創新各層面，以「組織氣氛」最高，而「行政管理」最低。 四、不同性別、年齡之國小校長，其轉型領導、學校組織學習、學校組織 創新無差異。 五、具「研究所」以上學歷之國小校長，其轉型領導、學校組織創新較 好，學校組織學習無差異。 六、年資五年以上，未滿十五年的國小校長，其轉型領導、學校組織學習、 學校組織創新較好。 七、不同性別之國小教師，所知覺的校長轉型領導、學校組織學習、學校 組織創新無差異。 八、50歲以上之國小教師，所知覺校長轉型領導、學校組織學習、學校組 織創新較高。 九、擔任主任或組長之國小教師，所知覺校長轉型領導、學校組織學習、學校組織創新較高。 十、不同學歷之國小教師，所知覺的校長轉型領導、學校組織學習、學校 組織創新無差異。 十一、年資25年以上之國小教師，所知覺校長轉型領導、學校組織學習、 學校組織創新較高。 十二、不同歷史的國小，校長轉型領導，學校組織學習、學校組織創新無 差異。 十三、12班以下之國小，校長轉型領導、學校組織學習、學校組織創新較 高。 十四、鄉鎮地區的國小，校長轉型領導、學校組織學習高於都市地區的國 小，但學校組織創新無差異。 十六、國小校長轉型領導透過學校組織學習而影響學校組織創新。 本研究根據研究結果，提出可供教育行政機關、校長、學校做為推動國小校長轉型領導、學校組織學習及學校組織創新之參考與建議。 / This study focuses on the multi- relationships among the three main factors: principals’ transformative leadership,organizational learning and organizational innovation at elementary schools. The researcher tries to explore: 1. the current situation in which the principals’ transformative leadership,organizational learning and organizational innovation in elementary schools as far. 2. different patterns of transformative leadership,organizational learning and organizational innovation which are based on different backgrounds of the principals,teachers and schools. 3. the possible co-relationship in between the above three main factors 4. the investigation of the fitness of thecase-effect relationships among the three variables this study: principals’ transformative leadership, the organizational learning and organizational innovation in elementary schools. This study is based on literature analysis and questionnaires. The “Investigative Questionaire of the General Situations of Elementary Schools” is the main tool in use. There are 1375 teachers participating and giving their response towards the questionnaire. Descriptive statistics,t-test ,ANOVA, Cluster analysis and structural formulas are the techniques applied in the estimation ,calculation and analysis. The main results of this study are as the following: 1. At each level of the principals’ transformative leadership, the highest effective is the “ encouraging motivation” where as the lowest being “intellectual inspiration”. 2. At levels of organizational learning, the pattern is” using technology” where as the most frequently appeared information is rare. 3. In all the levels of organizational innovation in elementary schools, highest score appears in “ organizational atmosphere” and lowest in “administrative management”. 4. Among the total transformational leadership, organizational learning and innovation, there’s a tendency that shows no distinctive difference caused by the factors such as gender and age of the principals. 5. Investigation on principals who have graduate school degrees indicate that there’s no significant difference related to their performance in transformational leadership, organizational learning and innovation. 6. The principals whose tenure or seniority are between 5 and 15 years perform better in transformative leadership, organizational learning and innovations in elementary schools. 7. School teachers of different genders don’t have distinctive difference of awareness on principals’ transformative leadership, organizational learning and innovation. 8. Teachers who are older than fifty years old have stronger awareness on principals’ transformative leadership, organizational learning and innovation in elementary schools. 9. Teachers with side jobs tend to have higher levels of awareness towards principals’ transformative leadership, organizational learning and innovation at schools. 10. There’s no significant difference in their awareness as to principals’ transformational leadership, organizational learning and innovation with respect to different educational backgrounds. 11. Teachers with teaching experience of more than 25 years have higher levels of awareness towards principals’ transformative leadership, organizational learning and innovation in the schools. 12. Schools’ history doesn’t play a major role in influencing the principals’ transformative leadership, organizational learning and innovation at schools. 13. The schools with fewer than 12 classes seem to perform better in principals’ transformative leadership, organizational learning and innovation at schools. 14. As to principals’ transformative leadership and organizational learning, the schools which are located in countryside and towns mostly perform at a normal standard whereas in organizational innovation they do as good as those city schools. 15. The principals’ transformative leadership works through organizational learning and ultimately has great impact on schools’ organizational innovation. The results gained from this study can be the useful information for educational administrators, school principals and schools when implementing principals’ transformative leadership, organizational learning and innovations at schools.

受新公共管理思潮影響，政府組織部門近年積極向企業私部門學習 創新改革，惟創新範圍與方式廣泛，且隨組織結構及需求不同而有所差 異。就組織經營管理內涵而言，創新的引用涵括了管理創新與技術創新， 主要目的乃在回應外在環境變遷及需求，並藉由資源的重新整合與運作 ，以提升組織內部整合及外部生存之有效運作，亦即達成整體組織效能 之有效發揮。 本研究以臺北市立圖書館為研究主體，以服務之館員為實證對象 ，同時以組織創新、組織效能及人口統計資料為研究變項，歸納研究架 構，旨在探討： 一、臺北市立圖書館館員對組織創新認知程度 二、臺北市立圖書館館員對組織效能認知程度 三、臺北市立圖書館不同背景之館員對組織創新認知差異情形 四、臺北市立圖書館不同背景之館員對組織效能認知差異情形 五、臺北市立圖書館組織創新與組織的相關性 本研究採用問卷調查法蒐集資料，經篩取有效樣本265份，並以SPSS for Windows 12.0統計軟體進行資料分析，研究結果發現： 一、不同年齡館員對組織創新、組織效能認知程度具顯著差異。 二、不同服務年資館員對組織創新、組織效能認知程度具顯著差異。 三、不同工作職位館員對組織創新程度具顯著差異，但對組織效能則無 顯著差異。 四、圖書館組織創新各構面與組織效能各構面具有顯著相關。 關鍵字：組織創新、技術創新、管理創新、組織效能 / Under the impact of the new public management ideas, government departments have been actively learning innovative reforms from the private sector in recent years. But the scope and ways of innovation are broad and multiple and they vary when the organizational structures and needs have changed. As for the content of the operational management of an organization, innovative applications cover managerial and technological innovation. The main purpose is to respond to a changed external environment and its needs. Organizations increase their internal integration and external survival and achieve higher organizational efficiency through the renewed integration and operation of resources. This study mainly focuses on the Taipei City Library and makes its librarians as the empirical objects. At the same time, organizational innovation, effectiveness and demographic information are used as variables and the research structure is summarized to example: 1.The level of cognition over organizational innovation of the librarians of the Taipei City Library. 2.The level of cognition over organizational effectiveness of the librarians of the Taipei City Library. 3.The different cognition over organizational innovation among the librarians of the Taipei City Library. 4.The different cognition over organizational effectiveness among the librarians of the Taipei City Library. 5.The connection between the organizational innovation and effectiveness of the Taipei City Library. This study has used a questionnaire to collect information, which includes 265 valid samples selected from a poll and has been analyzed by the statistics software SPSS for Windows 12.0. The study has found: 1.Librarians of different ages have significantly different cognition over organizational innovation and effectiveness. 2.Librarians of different seniorities have significantly different cognition over organizational innovation and effectiveness. 3.Librarians of different positions have significantly different cognition over organizational innovation but not significantly different cognition over organizational effectiveness. 4.Library’s organizational innovative dimensions and effective dimensions are significantly correlation. Keywords: Organizational innovation; technological innovation; managerial innovation; organizational effectiveness

Les équipes internationales de projet sont aux prises avec des situations complexes tant au plan technique qu’au plan organisationnel. Les projets se démarquent de la production ordinaire par le caractère unique du résultat et d’inévitables imprévus qui exigent la résolution de problèmes émergents chemin faisant. La recherche de solutions débouche sur la mise en œuvre d’innovations. Le contexte international des projets ajoute à la diversité de métiers et de profils des membres une diversité culturelle qui implique que les acteurs ne partagent pas les mêmes références pour donner du sens aux situations qu’ils vivent. Pour certains chercheurs, la diversité culturelle dans une équipe favorise la créativité et l’innovation. Pour d’autres, la diversité soulève des difficultés pour diffuser et concrétiser des innovations, elle est instrumentalisée pour construire des frontières artificielles et stratégiques qui servent les intérêts des acteurs. Cette recherche doctorale ne vise pas à trancher entre les différentes thèses mais elle propose, sur la base d’un travail empirique dans un contexte international, des éléments d’explication sur les relations entre les différences des cultures d’une part et la capacité à produire et diffuser une innovation organisationnelle d’autre part. Cette recherche s’appuie sur une étude de cas unique, un Plan de Contrôle Qualité dans un projet international d’infrastructure de transport réalisé par un consortium constitué de firmes algérienne, française et italienne. Notre étude révèle que l’examen des constructions culturelles en lien avec les rapports de pouvoir, et de l’articulation des cultures nationales avec les cultures professionnelles, est essentiel pour comprendre les mécanismes expliquant les liens entre diversité culturelle et innovation organisationnelle. Ni les cultures en présence, ni les rapports de pouvoir en œuvre ne sont suffisants pour expliquer la dynamique d’un processus d’innovation organisationnelle ; c’est bien l’articulation de ces dimensions qui joue dans les interactions. Notre contribution managériale s’accentue sur la prise en compte des contextes socioculturels des projets internationaux, et le renforcement du cadre formel et légal dans ces rapprochements inter-organisationnels. / International project development teams confront complex technical and organizational situations. The objective of the projects differs from the ordinary production by the uniqueness of the outcome and the inevitable unexpected events which require the resolution of emerging problems during the realization process. The search for solutions leads to innovations. The international context of projects adds cultural diversity to the diversity of the professions and profiles of the members, which means that the actors do not share the same references to give meaning to the situations they live in. For some researchers, cultural diversity within a team promotes creativity and innovation. For others, diversity raises difficulties that slow down the diffusion and realization of innovations. It is only the instrument to construct strategic artificial borders that protect the profits of the actors. This doctoral research is not intended to decide between the various theses but proposes, on the basis of an empirical work in an international context, elements of explanation to the relations between the differences of cultures on one hand, and the ability to generate and spread an organizational innovation on the other hand. This research is based on a single multicultural case study “the Quality Control Plan” in an international transport infrastructure project carried out by a consortium made up of Algerian, French and Italian firms. Our study reveals that examining cultural constructs in relation to power relations, and the articulation of national cultures with professional cultures, is crucial to understand the mechanisms explaining the links between cultural diversity and organizational innovation. Neither the cultures in presence, nor the power relationships are sufficient to explain the dynamics of an organizational innovation process; it is the articulation of these dimensions that plays into the interactions. Our managerial contribution is accentuated by taking into account the socio-cultural contexts of international projects, and reinforcing the formal and legal framework in these inter-organizational linkages.