本研究以使用者為中心之設計角度出發，探討 Kinect 提供的肢體感測回饋，如何影響序列動作學習，並試圖找出在設計回饋資訊時應注意的要素。本研究提出兩項假設，探討在序列動作學習時，有無肢體感測回饋資訊，對動作表現的影響： H1 使用者在序列動作學習時，提供其肢體感測回饋，可以提高使用者「動作部位精確度」的學習效果。 H2 使用者在序列動作學習時，提供其肢體感測回饋，可以提高使用者對「序列動作完整度」的學習效果。 本研究招募60位受測者，隨機分配到控制組與實驗組。控制組僅提供示範影片，實驗組則同時提供肢體感測回饋。受測者隨示範者練習5次後，在沒有線索輔助下，將所學的六組動作演練一次。研究者同時全程錄影演練過程。結束後，受測者需填答問卷。 透過影片分析，研究者針對「動作部位精確度」及「序列動作完整度」進行評分，以檢視控制組與實驗組在動作表現上之差異。實驗結果卻與研究預期相反，在「動作部位精確度 」與「序列動作完整度」，實驗組都表現較差，且達顯著水準。亦即提供肢體感測回饋，並未提升序列動作的精確度或完整度表現。針對此實驗結果，綜合問卷所得之受測者需求分析，本研究歸因於肢體感測回饋資訊設計不良所致。回饋訊息未能針對使用者需求設計。受測者最需要知道的資訊：動作正確與否、如何修正以及評分標準，實驗組並未能有效獲得。因此，本研究提出肢體感測回饋資訊設計上的三點建議： 1. 系統應給予學習者宏觀概念圖，事先告知學習者序列動作之項目順序。 2. 系統應讓學習者清楚瞭解每個動作之學習項目。 3. 系統除了提供學習者表現獲知的回饋資訊，更需提供修正線索。 / This research was based on user-center design thinking, and discussed how the body posture visual feedback provided by Kinect influenced the learner on motor sequence learning. We tried to find out the key elements of designing feedback. Here we proposed two hypotheses to probe the effects of body posture visual feedback on motor sequence learning: H1 When learning motor sequence, users provided body posture sensing feedback would learn better in “accuracy of moving parts”. H2 When learning motor sequence, users provided body posture sensing feedback would learn better in “completeness of sequence order”. We recruited 60 subjects, and they were distributed into control and experiment group randomly. The control group learned the motor sequence only with demonstrating video; experiment group, on the other side, were provided body posture visual feedback at the same time. All the subjects should practice the motor sequence, which included 6 items, 5 times, then tried to demonstrate the sequence without any cue. They were videotaped at the same time. After that, they should fill out a questionnaire. The researcher scored “accuracy of moving parts”, and “completeness of sequence order” through video analysis, then comparing the differences between two groups. The results were different from what we expected. The experiment group performed significantly worse than control group both in “accuracy of moving parts” and “completeness of sequence order”, which meant providing body posture visual feedback did not enhance the performance of motor sequence learning in both aspects. In the light of the results and the requirements suggested in the questionnaire by subjects, we thought the results caused by bad design of body posture visual feedback, which couldn't fit the users’ needs. The subjects didn’t get the information they need most, like the correctness of their performance, how to adjust the performance and the criteria of scroing. Therefore, we proposed three suggestions on designing body posture visual feedback: 1. The system should provide learners the macro concept of the whole sequence order in advance. 2. The system should let leaners to understand all the movements clearly and thoroughly. 3. The system should provide the information of “Knowledge of Performance”; and further, providing the hints of adjustments.

知識移轉隨著知識經濟時代的來臨，成為多國企業管理知識優勢的重要議題。本研究首要目的是針對派外人員是知識移轉重要媒介的前題，探討台灣企業不同派外人員特徵與子公司特性，如何有效提昇子公司知識移轉績效的部分；其次，本研究採用資源基礎理論的觀點，探討不同的網絡關係，以及知識特性與知識移轉績效之關係。 在研究方法方面，本研究係以個案研究為輔，大樣本問卷調查為主。其中，個案研究採用4家台灣多國企業為研究對象，針對人力資源部門與高階主管進行半結構化的訪談。同時，收集多重次級資料來源，包括研究報告、報章雜誌、公司網站等，以進行個案研究的分析。問卷調查方式所收集的有效樣本為105家廠商（包含人力資源主管與高階主管），資料經由量化分析以驗證研究假設。 研究結果顯示，第一部份主效果方面，（1）當母公司移轉知識給子公司時，子公司吸納能力與動機愈高以及價值活動愈完整，對子公司的知識移轉績效正向影響愈大。（2）本研究發現派外人員服務年資愈資深，對子公司的知識移轉績效正向影響愈大。 第二部份干擾效果方面，（1）在網絡關係為強連結的情況下，子公司「吸納能力與動機」愈高，與「價值活動」愈完整，以及派外人員「服務年資」愈資深，對子公司的知識移轉績效正向影響愈大。（2）在知識特性為外顯知識的情況下，子公司「吸納能力與動機」愈高，與「價值活動」愈完整，以及派外人員「服務年資」愈資深，對子公司的知識移轉績效正向影響愈大。（3）在知識特性為特定知識的情況下，子公司「吸納能力與動機」愈高以及「價值活動」愈完整，對子公司的知識移轉績效正向影響愈大。 上述實證研究所建構的研究模型，證實派外人員在知識移轉過程中扮演重要媒介角色，對多國企業推動母子公司間知識移轉具有指引價值。未來可供後續研究進行大樣本實證，而模型中各項構念與研究變項之因果關係，有待後續研究更進一步的驗證，以發展更具解釋的跨國知識移轉相關理論。 / With the coming of knowledge transfer in knowledge the economic age, it has becomes a significant issue in MNC’s management of knowledge advantage. The first aim of this study is to focus on the assumption of the crucial vehicle of expatriates in knowledge transfer. It discusses the characteristics of expatriates Taiwanese enterprises and subsidiaries, and how effectively they improve the subsidiary’s knowledge transfer performance. Secondly, this study adopts the perspective of a resource-based view, exploring the relationships between different networks, knowledge attributes and knowledge transfer performance. In terms of the research methods, this study gives priority to large samples questionnaire surveys, while case studies are given second place. Among them, case studies of four Taiwanese multinational corporations are used as research objects, focusing on semi-structured interviews of Human Resource Department executives along with top managers. Additionally, various sources of secondary data have been collected, including research reports, newspapers, magazines and corporate websites, in order to process the analysis of the case studies. The valid samples from the collection surveys are 105 firms (including human resource executives and top managers). The data is verified in relation to the research hypothesis using quantitative analysis. The results of this study firstly reveal two main effects: (1) When transferring knowledge from company headquarters to subsidiaries, the higher and more complete the value activities of absorptive capacity and motivation of the subsidiaries, the stronger the positive effects will be on the subsidiaries’ knowledge transfer performance. (2) This study also indicates that the longer an expatriate’s tenure is, the more powerful the positive effect on the subsidiaries’ knowledge transfer performance will be. The second finding is two moderating effects: (1) in terms of the strength of ties of the “networks”, the higher the “absorptive capacity and motivation” of subsidiaries, the more complete the “value activities”, and the longer the “expatriates’ tenure” are, the stronger the positive effects will be on the subsidiaries’ knowledge transfer performance. (2) When knowledge attribute is considered as “explicit knowledge”, the higher the “absorptive capacity and motivation” of subsidiaries, the more complete the “value activities”, and the longer the “expatriates’ tenure ” are, the stronger the positive effects will be on the subsidiaries’ knowledge transfer performance. (3) When knowledge attribute is considered as “specific knowledge”, the higher the “absorptive capacity and motivation” of subsidiaries and the more complete the “value activities” are, the stronger the positive effects will be on the subsidiaries’ knowledge transfer performance. According to the above research model based on empirical research, it testifies that expatriates play a significant role in the process of knowledge transfer, and thus qualify as a valuable indicator for MNC’s performing knowledge transfer between parent and subsidiary companies. In the future, this study offers further large samples for empirical research. However, the causal relationship between every construct and research variable requires time for further examination in order to develop a more persuasive correlational theory of cross-border knowledge transfer.