By the increasing using of global teams within organization, it is eagerly for us to understand how the ¡§team¡¨ form and work, and more importantly, ¡§what¡¨ makes it work. This research focus on the trust issue, which may be increased by proper managerial behaviors and HRM practices to increase knowledge innovation. The research was conducted using a qualitative approach; case details were collected from global teams involving at least two different nationalities. The research aims to investigate the influences of managerial behavior, HRM practices and trust on knowledge innovation in global teams. Findings reveal that different industries of global team tend to apply different knowledge innovation strategies. Moreover, HRM practices and managerial behaviours have significant and positive impacts on trust to raise knowledge innovation in global teams.

The aim of this research is to analyze the key role that knowledge, Social Capabilities and innovations play in the transfer and diffusion of tacit knowledge in an industrial district and how this creates new knowledge and innovation. The study is also focused on a measure of Social Capabilities within a district using a composite indicator and we investigate the effective role of these inputs in stimulating innovative activity in an industrial district performance. The analysis, measuring Social Capabilities, requires data collection using a questionnaire designed to obtain information which permit the development of qualitative and quantitative indicators. In contrast with the neoclassical production function, where economic growth depends only on traditional resources such as capital, labour and technology, which is an exogenous datum, in the cognitive approach we must consider the residual variables of Social Capabilities and knowledge. These, in fact, represent the key variables to understand the recent structural changes and competitiveness of an industrial district. In this work, the peculiarity of knowledge rests on Social Capabilities or social abilities to increase the process of the accumulation of knowledge and of the network broadening. The former depends on the degree of cumulativeness, and appropriability, represented by the capacity of new knowledge to generate further new knowledge and innovation. The greater is the degree of appropriability of knowledge and in particular of tacit knowledge, the smaller becomes the capacity for its diffusion in a district and its growth. A higher level of knowledge and Social Capabilities corresponds to a higher degree of innovation. The diffusion of the network depends on the degree of cooperation and on the positive externalities of an industrial district. In the theoretical part, the discussion focuses on the concept of knowledge and of Social Capabilities, on the different typologies of knowledge, its creation and diffusion in firm networks utilizing Nonaka and Takeuchi’s model, on the nature and definition of Social Capabilities in the industrial district and on the relationship among these and innovation. The empirical aspect is based upon original results of surveys carried out on a sample of entrepreneurs in Southern Italy specializing in a special industrial district composed of wedding dresses and baby dresses utilizing a multi-method approach. To highlight the relationship existing between innovation and Social Capabilities, we chose our sample within three categories, classical, innovative and traditional/fashion utilizing the academic classification. We measure Social Capabilities, we describe the Social Capabilities diffusion in the case study and finally we present our empirical analysis estimating an innovation equation.

The purpose of this paper is to develop a conceptual model which integrates the well-established US-based occupational information network (O*Net) into a competence perspective. Taking serious claims about lifelong learning, one of the biggest challenges is the assessment of tacit knowledge and competences. To tackle this challenge, we depart from four well-established competences (personal competence, social competence, methodic competence and domain competence), and integrate descriptors from the O*Net. We argue that learning outcomes (what a person should be able to do) can be made comparable and accessible when linking them with the descriptors from the O*Net. This approach is in line with the European Qualification Framework (EQF), that aims at establishing comparability of learning outcomes within the European Union and relies on theories linking individual to organizational learning.

The Study of Multinational Corporations¡¦ Knowledge Management ABSTRACT In order to look for lager space of growth and subsistence, Taiwanese corporations inevitably made direct investments in foreign countries and became members of worldwide multinational corporations (MNCs). According to their international expansion, the sources and distributions of these MNCs¡¦ resources and knowledge would not be limited by the boundaries among countries but be allocated effectively through two dimensions, Global Integration and Local Responsiveness. By twelve Taiwanese multinational corporations case study, the global integration and local responsiveness of multinational organizations¡¦ knowledge, the implementation situation of Knowledge Management, and the role of Human Resources Management while implementing Knowledge Management were all observed and discussed in this study. The proposition concluded by interviewing high-level managers of sample corporations are as follows: Proposition 1: The higher industrial technique maturity of multinational corporations is, the higher centralization of the allocation of corporations¡¦ resources and knowledge will be. Proposition 2: If the industrial technique maturity of multinational corporations is higher, explicit knowledge will be transferred across countries more than tacit knowledge. Proposition 3: The longer product life cycle of multinational corporations is, the more global integration ability of knowledge innovation strategy will be emphasized. Proposition 4: The higher local responsiveness need of multinational corporations¡¦ knowledge innovation strategy is, the higher ratio of value chain distributed in foreign subsidiaries will be. Proposition 5: The higher local responsiveness need of multinational corporations¡¦ knowledge innovation strategy is, the higher ratio of local employees hiring will be. Proposition 6: The more explicit knowledge of organization has, the more information technology infrastructure will be needed to implement knowledge management. The more tacit knowledge of organization has, the more important the tacit system will be, such as organizational culture, to implement knowledge management. Proposition 7: The corporations in technique growing industry will do knowledge processing in interactive way, and design the organization by commitment-base. Proposition 8: The role of human resources management will be more strategic during the early stage of knowledge management implementation. Proposition 9: If both of global integration and local responsiveness need of corporations¡¦ knowledge innovation strategy is required, the coordination and control role of human resources management will be more important.

With the advent of the Age of Knowledge Economy, most businesses are gradually realizing that only knowledge can guarantee the long-term competition advantage for any individual business. To strengthen its competitive edge, China Steel Corporation (also known as CSC) has been actively investing in knowledge management in recent years. The purpose of this study, then, is an attempt to find out the factors that may be hindering CSC¡¦s knowledge management and innovation and possible solutions to these issues. This study will first construct a relevant theory to knowledge management and innovation obstruction, followed by a discussion regarding the current situation of CSC¡¦s knowledge innovation and management. Through in-depth interview and questionnaire survey with CSC¡¦s individual departments, the present research is going to try to ascertain the factors in CSC¡¦s knowledge obstruction, to devise a plausible solution relevant to the company¡¦s problems, and to serve as an example for other businesses who may also be mapping their own knowledge management. The primary research subject of this study includes current CSC staff with a rank of certified engineer or above. All subjects are arranged into five main groups according to their departments. A total of 410 questionnaires are issued, but only 244 responses are deemed valid and are included in the research. Through various statistical analyses, like Reliability analysis, descriptive statistical analysis, ANOVA, etc., the present study concludes with the following findings: I.Through literature and interview, the cause and factors of knowledge management and innovation obstruction are discovered to be: A.System: 1. A lack of knowledge inheritance, 2. Insufficient trigger, 3. No professional staff, 4. No operational standard. B.Personnel: 1. Unwilling to share, 2. Insufficient training, 3. Insufficient time, 4. A lack of teamwork, 5. Insufficient understanding. C.Platform: 1. Insufficient data, 2. Insufficient hardware, 3. Time inefficiency, 4. Operation difficulty, 5. Insufficient safety. D.Management: 1. Insufficient understanding, 2. Insufficient willpower, 3. Insufficient support, 4.Insufficient communication. II.This study, through questionnaire survey, has confirmed that the degree in which each factor magnifies the obstruction depends on: A.In structural surface, platform is the most severe component, and personnel is considered to be a less severe component. The time inefficiency, insufficient safety and insufficient data are the three leading factors in the platform component, followed by personnel¡¦s insufficient time and insufficient hardware. B.Unwilling to share, a lack of teamwork, and insufficient understanding are the mildest obstruction factors. III.Most subjects of the survey consider the current progress satisfactory, and they also believe that the personnel component has the most progress among many other factors, followed by the work done in knowledge innovation. The platform receives the lowest progress rating. IV.The relationship between individual difference, progress, and innovation obstruction: A.Staff from different work units experiences significant difference in terms of ¡§innovation progress¡¨, ¡§system obstruction¡¨, ¡§personnel obstruction¡¨, ¡§platform obstruction¡¨, and ¡§management obstruction¡¨, etc. Sales unit people face more hindrance in system, personnel, and management than other units. Operation unit people experience the least obstruction, and they also acquire more ¡§innovation progress¡¨ than the sales unit. B.Staff with different work positions experiences significant difference in terms of ¡§system obstruction¡¨, ¡§personnel obstruction¡¨, and ¡§management obstruction¡¨, etc. Engineers in general face more hindrance than other staff in terms of the three main categories ¡V¡§system obstruction¡¨, ¡§personnel obstruction¡¨, and ¡§management obstruction¡¨. On the other hand, technicians evidently experience less obstruction than other kinds of staff. C.Staff with different educational backgrounds experiences significant difference in terms of ¡§system obstruction¡¨, ¡§personnel obstruction¡¨, ¡§platform obstruction¡¨, and ¡§management obstruction¡¨, etc. As a whole, staff with higher education will experience more obstruction and its accompanying factors. D.Staff with different seniority levels experiences significant difference only in terms of ¡§personnel obstruction¡¨. The result of post-occupational multi-comparison analysis shows that this obstruction does not reach a significant standard.

abstract: Cities are in need of radical knowledge system innovations and designs in the age of the Anthropocene. Cities are complex sites of interactions across social, ecological, and technological dimensions. Cities are also experiencing rapidly changing and intractable environmental conditions. Given uncertain and incomplete knowledge of both future environmental conditions and the outcomes of urban resilience efforts, today’s knowledge systems are unequipped to generate the knowledge and wisdom needed to act. As such, cities must modernize the knowledge infrastructure underpinning today’s complex urban systems. The principal objective of this dissertation is to make the case for, and guide, the vital knowledge system innovations that coastal cities need in order to build more resilient urban futures. Chapter 2 demonstrates the use of knowledge systems analysis as a tool to stress-test and upgrade the Federal Emergency Management Agency flood mapping knowledge system that drives flood resilience planning and decision-making in New York City. In Chapter 3, a conceptual framework is constructed for the design and analysis of knowledge co-production by integrating concepts across the co-production and urban social-ecological-technological systems literatures. In Chapter 4, the conceptual framework is used to analyze two case studies of knowledge co-production in the Miami Metropolitan Area to better inform decisions for how and when to employ co-production as a tool to achieve sustainability and resilience outcomes. In Chapter 5, six propositions are presented – derived from a synthesis of the literature and the three empirical cases – that knowledge professionals can employ to create, facilitate, and scale up knowledge system innovations: flatten knowledge hierarchies; create plural and positive visions of the future; construct knowledge co-production to achieve desired outcomes; acknowledge and anticipate the influence of power and authority; build anticipatory capacities to act under deep uncertainty; and identify and invest in knowledge innovations. While these six propositions apply to the context of coastal cities and flood resilience, most can also be useful to facilitate knowledge innovations to adapt to other complex and intractable environmental problems. Cities must move swiftly to create and catalyze knowledge system innovations given the scale of climate impacts and rapidly changing environmental conditions. / Dissertation/Thesis / Doctoral Dissertation Sustainability 2020

大多數組織都存有各種資訊以及成功解決問題的經驗，但是由於缺乏知識管理之應用，這些資訊或經驗都不是很容易累積，且經常需要重複花費許多時間去找尋或整合一些零散的知識，造成組織資源與成本的浪費。 本研究以政大商學院為例，集中探討研究型知識與研究人員，並參考Advanced Distributed Learning (ADL)所發展之SCORM content aggregation model提出一個最佳實務模型The Shareable Researching Knowledge Object Reference Model (SREKORM)，希望透過對研究型知識的的系統管理，協助研究人員知識分享、創新，更可為組織累積智慧，創造價值。主要建議如后： (1)將知識呈現方式由傳統的文件轉換為知識物件呈現方式。 (2)將知識搜尋方式由傳統的全文檢索轉換為知識物件檢索方式。 最後，經由論文訪談的方式，了解研究人員從理論及實務對本研究的觀點，並驗證本研究付諸實行之可行性。 / Knowledge is generally available, but not always readily accessible, due to lack of knowledge management in most organizations. So people within organization always spent duplicate time to search or summarize scattered information. This study will focus on researching and researchers based on the College of Commerce, National Chengchi University, and reference the SCORM content aggregation model put forward by Advanced Distributed Learning, and then intends to develop a best practice of researching knowledge--The Shareable Researching Knowledge Object Reference Model (SREKORM), for the purpose of assisting innovation, knowledge sharing and accumulated. The proposal is as follows: (1) To transform the form of knowledge representation from traditional documents to knowledge objects (2) To transform the methods of retrieving knowledge from the traditional full text to knowledge objects. Finally, through case interview, the viewpoints of researchers regarding the theories and actual practices in research at NCCU can be understood and verified the availability of set up of SREKORM in NCCU offered by the current study.

The influence factors which lead business to success or failure could be very different because of the different times¡Bdifferent industries and different competitive environment. People can also find out the different competitive capacity coming from different organizational cultural¡Adifferent business team structure or different leadership of the business. Up the present , there were so many scholars and experts of business management advocated unanimously the importance of ¡uknowledge innovation¡v ¡B ¡ustrategic human resource management¡v and ¡uorganization competence¡v. Those theories initiated my highly attempt to find out the practical situation of those theories on the rubber industries. This is the origin of writing this thesis. After further research about the rubber industries and according to the interviews and analysis of the company A¡AI am trying to approach the following subjects from the angles of the knowledge innovation¡Bthe strategic human resource management and the organization competitive capacity. 1. The relevance of the knowledge innovation and the strategic human resource management. 2. The relevance of the knowledge innovation and the organization competence. 3. The relevance of the strategic human resource management and the organization competence. 4. The relevance between the knowledge innovation¡Bthe strategic human resource management and the organization competence. 5. The practical applied model for building up the business competitive capacity. This study is using three methods to approach the studying purpose which including¡G1. literature study and sort out 2. the case study 3. interviews. There are four final conclusions of this study which are¡G 1. The strategic human resource management supply qualified manpower to all departments of the organization which also help the progress of the benign cycle of innovation. 1. The balanced development of innovation capacity of every single department the the organization causes continued and long term expanding on it¡¦s entire business competitive capacity. 2. The strategic human resource management directly and strongly relate the business competitive capacity. 4. The Lean strategic human resource management promote the organizational innovation capacity and strengthen itself with continued competitive capacity. In the meanwhile, also discovering five valuable theories as below: 1. The leader of a organization is the rudder of continued innovation spiral. 2. The strategic human resource management prevent the organization from grim or in-harmony atmosphere. 3. The business competitive capacity basic on good strategic human resource management, and be driven by balanced innovation capacity. 4. The management which meets the human demands is the source of innovation. The education which fills up the human lackness strengthen the business competitive capacity. 5. The relevant between the innovation capacity¡Bthe strategic human resource management and the business competitive capacity could be converted due to differences of countries, races, religious believes, generations, personnel structure¡Ketc.

在當前競爭日益激烈的網際網路商業環境中，企業對能提升經營績效之創新管理方法與工具的需求更形殷切。尤其在資訊科技快速發展的推波助瀾下，各式新型商品與新穎服務的開發與提供，不但改變了傳統的供需關係，更使企業經營面臨必須全面檢討與不斷創新的壓力。故在知識經濟時代裏，組織的經營重心將是擺在創新上，而新產品的開發又是在創新上最具體的成果，雖然研究發展活動需要投入相當多的資源，但是卻是一個科技公司所依賴維持競爭力的一項企業活動。 　　基於此，故本論文將在知識創新和研發程序二者之間做相關性探討，而所選擇的專案案例是以企業應用軟體研發程序專案為基礎，從此基礎試著以知識創新活動內容的過程中和技術知識特質中，分析出屬於企業應用軟體產業的知識創新活動內容中的行為為何?以及技術知識特質和這些知識創新行為之間關聯性，進而提供以知識創新行為基礎，架構如何發展成功的研發程序模式，來提昇企業競爭力。 　　為了分析客觀起見，所選擇的應用軟體研發程序專案案例將有三種不同個案---1.個案一「ERP導入專案」，2.個案二「企業應用客製化軟體開發專案」，3.個案三「企業協同作業方法論專案」。而這三種不同個案有其三個不同類型---導入程序、客製化軟體開發程序、作業方法論程序。這些不同類型在分析軟體技術知識特質和知識創新活動行為之間關聯性，將試著找出共同點，進而得出本論文的研究發現。 　　從整個論文發展過程中，可知最主要是要發現在企業應用軟體研發程序下的軟體技術知識特質應該運用何種知識創新行為，並以此行為做為企業應用軟體產業在研發程序專案順利完成的成功因素。 / On competitive internet business environment, corporate need innovation management methodology and tool , in order to submit business performance urgently. Especially, sorts of new product and service provide content by information technology development submit rapidly, but also change traditional supply-demand concern, not only corporate business must face to discussing impress with continual innovation totally. On knowledge economic decade, it's important to innovate that organization business aimed, and new product development is physical result in innovation. Maybe R&D activity need input more resources, it is need business R&D activity that one technology corporate maintain competitive. 　　Based on the above mentioned, The text do relate discussion between knowledge innovation and R&D procedure. Its selected case is base on business application software R&D procedure project, with knowledge innovation activity and software technical knowledge nature by these cases, analysis what is its content with knowledge innovation for corporate application software industry, and what is relation between knowledge innovation activity and software technical knowledge nature, more, it design module how to develop success R&D procedure based on knowledge innovation in order to submit corporate competition. 　　Because of analysis seriously. The text select three sorts of cases: case1: ERP implementation project; case2: business application customized development software project; case3: business collaboration process methodology project. The text try to find common item with these different cases in order to obtain research discovery by analysis relation between knowledge innovation activity and software technical knowledge nature. 　　From the text development procedure, it mainly find which knowledge innovation content on software technical knowledge nature for business application software R&D procedure, and take these content to success factory for R&D project on business application software industry.