Whether one organization can survive or not, it will depend on its competitiveness. In other words, an organization which is not competitive enough will be forced to leave from this competitive battlefield. On the perspective of human capital, while taking about the level of the organizational competitiveness, the quality of ¡§human resource¡¨ is the key indicator besides the production equipment. In this case, almost every organization put efforts on employee training and education on talents for long-term planning. On personal perspective, training does not only increase one¡¦s confidence and job satisfaction, but also improve the performance ¡]Baldwin & Ford, 1988; Roat, 1988; Curry, Dobbins & Ladd, 1994¡^. In other words, a complete training can increase personal confidence and job performance efficiency as well. Curry (1994) indicated that the only 10-13% trainees can transfer what they have learned from training program to their work, which turns out the waste of 87-90% training cost (Huang, 1999). Moreover, one¡¦s willingness on participation depends on his motivation (Amabile, 1988) which implies that employees¡¦ motivation will significantly influence their performance. In this study, according to the released information of companies from The Life Insurance Association of The Republic of China, we have surveyed the employees of the top 8 companies. The variables including training transfer, as the independent variable, job performance, as the dependent variable, and work motivation, as the moderator, will be examined in this study. We are going to discuss that the work motivation will mediate the relationship between training transfer and job performance through hierarchical regression analyses. The result indicated that training transfer significantly influence job performance and work motivation mediates the relationship between training transfer and job performance. In practice, the trainers can try to increase the trainees¡¦ motivation on participation or consider those employees who are tend to be active on participation while developing organizational training program. Besides, the course design and teaching approaches can improve higher satisfaction of trainees. Increasing employees¡¦ work motivation through social support from managers and colleagues, promotion incentives, new job skills learned from training programs to improve employees¡¦ job performance.

The major purpose of this research is to use three mental factors of job satisfaction¡Bjob stress and organizational commitment for examining the existence of mediating effects in between perceptions of organization politics and job performance. Reviewing many articles in the field of organizational behavior, the interior employees¡¦ job performance were mostly contributed to individual differences as capabilities and personalities, however, such variables could only explain partial differences in job performance. Except of individuals, the influence on job performance may include organizational structure, management system even though various outside or other factors. Witt found negative relationship between perceptions of organization politics and job performance in 1998, such finding broke the researchers¡¦ limits of traditional view of combining individual capabilities or characters, searched out the new influence factor, and added new explanation of variables on job performance of organization interior employees. In the field of perceptions of organization politics, researchers kept focus on the definition of perceptions of organization politics and the relation among variables, less development in mediating effects. Therefore, this research was structured by aforesaid and Adkins¡¦s definition in 1995 as well as relevant articles, the three pertaining to psychological level variables, job satisfaction¡Bjob stress and organizational commitment, have mediating effects between perceptions of organization politics and job performance. By finding the influence factor, for reducing the negative effects on job performance caused by perceptions of organization politics, hopping go further of submitting strategic human resource management to boost contribution on organizational performance This research was proceeded by questionnaire to the sampling objects of Taiwan enterprises. The results indicated job satisfaction¡Bjob stress and organization commitment have partial significant mediating effect on the relationship between job performance and¡¥Distance of policy and practice¡¦, the format of perceptions of organization politics.

It is important for organisations to develop their employees. However, organisations will not be able to keep a competitive advantage by merely focussing on the development of their employees’ weaknesses. Employees should also be provided with sufficient job resources and opportunities to develop and/or use their strengths, as this could lead to positive work-home interaction (WHI), and work engagement. The general objective of this research study was to test a structural model of job resources, an organisational strength-based approach (SBA), individual strength-oriented behaviour (SOB), and work engagement, and to investigate if positive WHI mediates between job resources, organisational SBA, individual SOB, and work engagement among South African employees. This study was conducted in order to gain more knowledge and a better understanding of the outcomes of following a SBA, both from an organisational and the employees’ standpoint within the South African context. A cross-sectional research approach was used. An availability sample (N = 699) of employees from various occupational groups in South Africa was used. Structural equation modelling was used to test the structural model and to determine the indirect effect of positive WHI. The results confirmed that there exists a significant relationship between the job resources that are provided by the organisation and the employees experiencing increased work engagement levels. Furthermore, the results indicated that there is a significant relationship between following an organisational SBA and more employee work engagement. The results showed that there is also a significant relationship between the employees’ applying individual SOB and work engagement. The results confirmed that there is a significant relationship between the job resources that are provided by the organisation and positive WHI. However, the results showed that there was not a significant relationship between following an organisational SBA and positive WHI. Furthermore, the results indicated that there exists a significant relationship between the employees’ applying individual SOB and positive WHI. The results indicated that positive WHI was only a mediator in the relationship between information and work engagement, with an indirect effect of 0,11 (p < 0,00; 95% CI [0,07, 0,14]), and in the relationship between colleague relationships and work engagement, with an indirect effect of 0,04 (p < 0,01; 95% CI [0,01, 0,07]). The results also confirmed that positive WHI was a mediator in the relationship between individual SOB and work engagement, with an indirect effect of 0,05 (p < 0,00; 95% CI [0,02, 0,08]). The knowledge gained from following a SBA will assist individuals in becoming aware of their talents, and of developing them into strengths. This study will also assist organisations in gaining a better understanding of an organisational SBA, and this variable’s relationship with positive WHI and work engagement. This study adds value to the field of positive psychology; more specifically, to the limited research on following a SBA, and possible outcomes within the South African context. Recommendations were made to be applied in practice, as well as for future research. / Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013

It is important for organisations to develop their employees. However, organisations will not be able to keep a competitive advantage by merely focussing on the development of their employees’ weaknesses. Employees should also be provided with sufficient job resources and opportunities to develop and/or use their strengths, as this could lead to positive work-home interaction (WHI), and work engagement. The general objective of this research study was to test a structural model of job resources, an organisational strength-based approach (SBA), individual strength-oriented behaviour (SOB), and work engagement, and to investigate if positive WHI mediates between job resources, organisational SBA, individual SOB, and work engagement among South African employees. This study was conducted in order to gain more knowledge and a better understanding of the outcomes of following a SBA, both from an organisational and the employees’ standpoint within the South African context. A cross-sectional research approach was used. An availability sample (N = 699) of employees from various occupational groups in South Africa was used. Structural equation modelling was used to test the structural model and to determine the indirect effect of positive WHI. The results confirmed that there exists a significant relationship between the job resources that are provided by the organisation and the employees experiencing increased work engagement levels. Furthermore, the results indicated that there is a significant relationship between following an organisational SBA and more employee work engagement. The results showed that there is also a significant relationship between the employees’ applying individual SOB and work engagement. The results confirmed that there is a significant relationship between the job resources that are provided by the organisation and positive WHI. However, the results showed that there was not a significant relationship between following an organisational SBA and positive WHI. Furthermore, the results indicated that there exists a significant relationship between the employees’ applying individual SOB and positive WHI. The results indicated that positive WHI was only a mediator in the relationship between information and work engagement, with an indirect effect of 0,11 (p < 0,00; 95% CI [0,07, 0,14]), and in the relationship between colleague relationships and work engagement, with an indirect effect of 0,04 (p < 0,01; 95% CI [0,01, 0,07]). The results also confirmed that positive WHI was a mediator in the relationship between individual SOB and work engagement, with an indirect effect of 0,05 (p < 0,00; 95% CI [0,02, 0,08]). The knowledge gained from following a SBA will assist individuals in becoming aware of their talents, and of developing them into strengths. This study will also assist organisations in gaining a better understanding of an organisational SBA, and this variable’s relationship with positive WHI and work engagement. This study adds value to the field of positive psychology; more specifically, to the limited research on following a SBA, and possible outcomes within the South African context. Recommendations were made to be applied in practice, as well as for future research. / Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013

Malgré une diminution de sa prévalence au cours des dernières décennies, le décrochage scolaire demeure une problématique inquiétante et ses effets ont de lourdes conséquences au niveau de l’individu et de la société. Parmi les nombreux facteurs de risque identifiés par les recherches dans le domaine de l’éducation, le redoublement est l’un des prédicteurs les plus puissants du décrochage scolaire. L’engagement scolaire a quant à lui été à plusieurs reprises identifié comme étant une variable prometteuse dans la prévention et l’intervention de l’abandon des études. L’objectif de cette étude est de vérifier l’effet potentiellement médiateur de l’engagement scolaire sur le lien entre le redoublement et le décrochage scolaire chez une population d’adolescents québécois provenant de milieux défavorisés. Malgré que les résultats ne démontrent pas un effet médiateur, ils permettent d’affirmer la présence d’un effet additif de l’engagement de l’élève au redoublement scolaire dans la prédiction du décrochage scolaire. / In spite of a reduction in its prevalence during the last decades, school dropout remains worrying problems and its effects have heavy consequences on the level of the individual and the society. Among the many risk factors identified by research in the field of education, the grade retention is one of the most powerful predictors of school dropout. School engagement was on several occasions identified as being a promising variable in the prevention and the intervention of the abandonment of the studies. The objective of this study is to check the potentially mediating effect of school engagement on the link between the grade retention and school dropout at a population of Québécois teenagers coming from low socioeconomic status. Although the results do not show a mediating effect, they make it possible to affirm the presence of an additive effect of the engagement of student on grade retention in the prediction of school dropout.

Malgré une diminution de sa prévalence au cours des dernières décennies, le décrochage scolaire demeure une problématique inquiétante et ses effets ont de lourdes conséquences au niveau de l’individu et de la société. Parmi les nombreux facteurs de risque identifiés par les recherches dans le domaine de l’éducation, le redoublement est l’un des prédicteurs les plus puissants du décrochage scolaire. L’engagement scolaire a quant à lui été à plusieurs reprises identifié comme étant une variable prometteuse dans la prévention et l’intervention de l’abandon des études. L’objectif de cette étude est de vérifier l’effet potentiellement médiateur de l’engagement scolaire sur le lien entre le redoublement et le décrochage scolaire chez une population d’adolescents québécois provenant de milieux défavorisés. Malgré que les résultats ne démontrent pas un effet médiateur, ils permettent d’affirmer la présence d’un effet additif de l’engagement de l’élève au redoublement scolaire dans la prédiction du décrochage scolaire. / In spite of a reduction in its prevalence during the last decades, school dropout remains worrying problems and its effects have heavy consequences on the level of the individual and the society. Among the many risk factors identified by research in the field of education, the grade retention is one of the most powerful predictors of school dropout. School engagement was on several occasions identified as being a promising variable in the prevention and the intervention of the abandonment of the studies. The objective of this study is to check the potentially mediating effect of school engagement on the link between the grade retention and school dropout at a population of Québécois teenagers coming from low socioeconomic status. Although the results do not show a mediating effect, they make it possible to affirm the presence of an additive effect of the engagement of student on grade retention in the prediction of school dropout.

本研究之目的是探討消費者自我認知年齡 (Cognitive Age) 與品牌年齡之一致性程度，對其品牌偏好的影響。為使研究結果具一般性之參考價值，本研究不以單一產品為研究標的，而是將產品依其所滿足之消費者需求的不同，區分為功能型產品 (Utilitarian Product)、享樂型產品 (Hedonic Product) 與象徵型產品 (Symbolic Product) 三類，以產品類型做為調節變數，了解在不同產品類型下，消費者自我認知年齡與品牌年齡之一致性，對其品牌偏好之關係會有何種程度之變化。 　　有鑑於國內並未有類似之研究探討，本研究分兩階段進行，先透過次級資料探討確定消費者認知年齡與品牌年齡之差距，對消費者在品牌偏好度上之可能關係，在次級資料之研究結果與研究方向一致時，正式進行第二階段的調查，驗證研究假說。 　　研究結果顯示消費者之認知年齡確實不同於真實年齡，兩者間呈現正向相關之特性，顯示真實年齡高者，其認知年齡也會較高。在研究主效果上，消費者真實年齡與品牌年齡之一致性，以及消費者認知年齡與品牌年齡之一致性，都與消費者之品牌偏好度呈現正向影響關係，但其中以認知年齡之影響較為明顯，支持認知年齡對真實年齡與品牌偏好間之關係具中介效果。結果發現，消費者認知年齡與品牌年齡之一致性對品牌偏好度之關係，在象徵型產品上最為強烈，其次是享樂型產品，功能型產品最弱。 　　整體而言，認知年齡較傳統行銷所使用之真實年齡更能反映消費者之自我概念與品牌偏好，特別是對象徵型與享樂型產品。因此，若能妥善將認知年齡與其他人口統計變數搭配使用，將有助於行銷者掌握消費特性，擬定契合之品牌策略。此外，本研究建議象徵型產品廠商在其品牌管理上尤應注重目標消費者之認知年齡，諸如品牌年齡定位與代言人的選擇，都應配合其目標消費族群之認知年齡。 / The purpose of this study is to discuss the congruency of consumer’s cognitive age and perceived brand age on brand preference. In order to maximize the contri-bution of the study, this study examines 3 product types, namely functional, hedonic, and symbolic rather than choosing a single product. By using product types as mod-erator, the study shows the effect of consumer’s cognitive age and perceived brand age on brand preference changes under different types of products. Because there’s no similar study in Taiwan before, the study uses secondary da-ta to explore the relationship between a consumer’s brand preference and cogni-tive-brand age gap (the disparity between the consumer’s cognitive age and brand age). A second stage of investigation was conducted to verify the research assump-tions once the secondary data study and the results were found to be consistent. According to the results, the gap between consumer’s cognitive age and actual age actually exists, and the two of them are positively related, implying that older people have higher cognitive age. On the main effect, although “the congruency of consumer’s actual age and brand age” and “the congruency of consumer’s cognitive age and brand age” both have a positive relationship with brand preference, the relationship between “the congruency of consumer’s actual age and brand age” and “brand preference” is stronger, indicating that cognitive age has a mediating effect on the relationship between actual age and brand preference. Furthermore, the relationship between “the congruency of consumer’s cognitive age and brand age” is much more salient for symbolic products than hedonic products, while functional product consumer choices are the least affected by this relationship. To sum up, cognitive age tells us more about consumer self-image and brand preference than the traditional marketing variable, actual age. This is especially true for symbolic and hedonic products. Therefore, if marketers could combine cognitive age with other demographic variables, they will learn more about consumers and draw up the most appropriate strategy for their brand. Furthermore, this study re-commends that firms marketing symbolic products should take into account con-sumers’ cognitive age, when determining brand age positioning. The selection of ad-vertising actors should also be aligned with the target consumer’s cognitive age.

本研究主要目的在探討親子依附關係在兒童知覺雙親衝突與兒童生活適應間扮演中介角色的可能性，並探討社會支持、自我效能在兒童知覺雙親衝突與親子依附關係間、親子依附關係與兒童生活適應間是否具有調節效果。 　　本研究以318名國小五、六年級的學生為研究對象，採用「兒童知覺雙親衝突量表」、「父親依附量表」、「母親依附量表」、「學生社會支持量表」、「自我效能問卷」，和「國小學童生活適應量表」六種量表，以瞭解受試者在各研究變項（兒童知覺雙親衝突、親子依附關係、社會支持，自我效能、兒童生活適應）上的情形。 　　研究結果支持親子依附關係在兒童知覺雙親衝突與兒童生活適應間具有中介效果。至於社會支持的調節效果，只有在兒童知覺雙親衝突與兒童與父親的依附關係間，社會支持的調節效果獲得支持，而自我效能調節效果的假設則未獲得支持。 　　根據研究結果，雙親衝突的確對親子依附關係與兒童生活適應有不良影響，因此父母應避免破壞性衝突，或將衝突轉化成具建設性的；在衝突過程中，不要忘了注意、關心兒童的感受，以維持良好的親子互動。至於社會支持與自我效能在兒童知覺雙親衝突與親子依附關係間、親子依附關係與兒童生活適應間的調節效果，則有待進一步的研究。 第一章 緒論……………………………………………………… 1 第一節 研究背景與目的………………………………………… 1 第二節 研究問題………………………………………………… 4 第二章 文獻探討………………………………………………… 5 第一節 婚姻衝突與兒童生活適應的關係……………………… 5 壹、 婚姻衝突的概念與含意…………………………………… 5 貳、 生活適應的含意…………………………………………… 7 參、 父母衝突對兒童生活適應的影響………………………… 9 肆、 父母衝突對兒童影響的機制………………………………11 一、 模仿…………………………………………………………11 二、 認知情境脈絡架構…………………………………………12 三、 親子間的依附關係…………………………………………15 第二節 兒童的社會支持與自我效能與其生活適應之關係……22 壹、 社會支持與兒童生活適應之關係…………………………22 一、 社會支持概念的起源與定義………………………………22 二、 社會支持的來源與分類……………………………………25 三、 社會支持的測量……………………………………………27 四、 社會支持的壓力調節假說…………………………………28 五、 社會支持的相關研究………………………………………31 貳、 自我效能與兒童生活適應之關係…………………………34 一、 自我效能理論緣起…………………………………………34 二、 自我效能的意義……………………………………………36 三、 自我效能的來源……………………………………………38 四、 自我效能的測量……………………………………………39 五、 自我效能的相關研究………………………………………40 第三章 研究方法…………………………………………………43 第一節 研究假設與架構…………………………………………43 第二節 研究對象…………………………………………………44 第三節 測量工具…………………………………………………45 第四節 資料處理…………………………………………………61 第四章 研究結果………………………………………………63 第一節 受試者之基本資料…………………………………63 第二節 研究變項各向度的描述統計結果……………………64 第三節 研究變項的相關分析…………………………………65 第四節 研究變項的迴歸分析…………………………………68 第五章 結論與討論………………………………………………76 第一節 結論……………………………………………………76 第二節 討論……………………………………………………77 第三節 研究限制與建議…………………………………………82 參考文獻…………………………………………………………86 中文部份………………………………………………………86 英文部份………………………………………………………88 附錄………………………………………………………………95 附錄一 預試量表………………………………………………95 附錄二 正試量表…………………………………………… 106 圖目錄 圖 2 -1 認知情境脈絡架構………………………………………………………13 圖 2 -2 社會支持之主要效果模式………………………………………………29 圖 2 -3 社會支持作為壓力調節器的模式………………………………………30 圖 2- 4 社會支持之調節效果模式………………………………………………30 圖 2 -5 三種互動論………………………………………………………………35 圖 5 -1 兒童社會支持在兒童知覺雙親衝突與父親依附間的調節效果………72 表目錄 表 5 -1 樣本次數分配表………………………………………………………63 表 5 -2 研究變項各向度之平均數與標準差…………………………………64 表 5 -3 各研究變項向度間的相關……………………………………………66 表 5 -4 各研究變項間的相關…………………………………………………68 表 5- 5 兒童知覺雙親衝突對親子依附關係的迴歸分析……………………69 表 5 -6 兒童知覺雙親衝突對親子依附關係的逐步迴歸分析………………69 表 5 -7 親子依附關係對兒童生活適應的迴歸分析…………………………70 表 5 -8 父親依附對兒童生活適應的逐步迴歸分析…………………………70 表 5 -9 母親依附對兒童生活適應的逐步迴歸分析…………………………71 表 5 -10 以父親依附為依變項、兒童知覺雙親衝突為自變項、兒童社會支 持為調節變項的階層迴歸分析………………………………………72 表 5 -11 以母親依附為依變項、兒童知覺雙親衝突為自變項、兒童社會支 持為調節變項的階層迴歸分析………………………………………73 表 5 -12 以兒童生活適應為依變項、父親依附為自變項、兒童社會支持為 調節變項的階層迴歸分析……………………………………………73 表 5 -13 以兒童生活適應為依變項、母親依附為自變項、兒童社會支持為 調節變項的階層迴歸分析……………………………………………73 表 5 -14 以父親依附為依變項、兒童知覺雙親衝突為自變項、兒童自我效 能為調節變項的階層迴歸分析………………………………………74 表 5 -15 以母親依附為依變項、兒童知覺雙親衝突為自變項、兒童自我效 能為調節變項的階層迴歸分析………………………………………74 表 5 -16 以兒童生活適應為依變項、父親依附為自變項、兒童自我效能為 調節變項的階層迴歸分析……………………………………………75 表 5 -17 以兒童生活適應為依變項、父親依附為自變項、兒童自我效能為 調節變項的階層迴歸分析……………………………………………75 / The purpose of this study is to discuss the role of parent-child attachment as a mediator in the relationship between child's perception of interparental conflict and child adjustment , and to investigate whether or not did social support and self-efficacy have buffering effects on the relationships between child's perception of interparental conflict and parent-child attachment, and between parent-child attachment and child adjustment Using 318 5th- and 6th- grade students in elementary school as subjects, researcher adopted six scales- The Children's Perception of Interparental Conflict Scale, Inventory of Father Attachment , Inventory of Mother Attachment , Social Support Scale, Questionnaire of Self-efficacy , and Inventory of Elementary School Students Adjustment- to measure subjects' scores in these variables (child's perception of interparental conflict, parent-child attachment, social support, self-efficacy and child adjustment ). Results indicated that parent-child attachment would mediate the relationship between child's perception of interparental conflict, and child adjustment. The buffering effect of social support was only showed in the relationship between child's perception of interparental conflict and father-child attachment. Self-efficacy didn't show any buffering effects. According to the results, interparental conflict had negative impact on parent-child attachment and child adjustment . Thus, parents should avoid showing conflict in a destructive way or display the conflict in a constructive way; that is, don't forget to be sensitive to and take care of child's feeling when parents are in conflict. There are no obvious buffering effects of social support and self-efficacy on the relationships between child's perception of interparental conflict and parent-child attachment and between parent-child attachment and child adjustment . To learn more on their relationships, further researches are needed.

創新是複雜、昂貴、且高風險的活動，並且存在外部性，研發合作為促使企業從事創新的重要機制。本研究目的在於延伸過去理論性架構與實證研究，建立研發合作—創新—財務績效價值鏈。以下為研究問題： 1.吸收能力、知識外溢、與不確定性是否會影響研發合作的頻率？ 2.研發合作是否可以提高研發投資、研發產出、與財務績效？ 3.不同的研發合作型態如何影響研發合作的決定因素？ 4.不同的研發合作型態如何影響研發合作的績效？ 5.研發合作與財務績效的關係是否會受到研發投資與研發產出的中介影響？ 本研究採用 two-industry, n-firm-per-industry Cournot 競爭模型探討研發合作、研發投資（創新之投入面）、研發產出（創新之產出面—非財務績效）、與財務績效的關係，並以台灣高科技產業為研究對象進行實證分析。對於台灣高科技產業的研發合作與創新活動，研究結果提供學術界與企業界更完整且廣泛的觀點。 實證結果支持公司擁有較高吸收能力的員工是從事研發合作的決定因素之一。另外，知識外溢的提高，亦將促使高科技公司進行研發合作。而在高度吸收能力與知識外溢下，公司採行一般合作之頻率較其他合作模式高。 另外，實證結果也發現研發合作的確鼓勵台灣高科技產業的公司進行更多研發的投資，並且持續創造較高的研發產出與財務績效。相對於其他合作型態，一般合作可以創造較高的研發產出與財務績效，因此為較佳的合作模式。而由於市場競爭的本質，使得水平合作公司之研發投資較垂直合作與一般合作少。最後，僅有研發投資並不足以提升公司的績效與維持競爭優勢，研發合作公司的創新能力與研發產出才是獲利力的決定因素。 / Innovation is complex, costly, and risky and incurs externalities. R&D cooperation is thus a proper mechanism to encourage firms to innovate. The purposes of this dissertation are to extend the prior theoretical framework and empirical studies to establish a research framework for the R&D cooperation—innovation—financial performance chain. The research questions are as follows: 1.Do absorptive capacity, knowledge spillovers, and uncertainty affect the intensity of R&D cooperation? 2.Does R&D cooperation result in higher R&D investments, R&D outputs, and financial performance? 3.How do different R&D cooperation types influence the determinants of R&D cooperation? 4.How do different R&D cooperation types influence the performance of R&D cooperation? 5.Is the effect of R&D cooperation on financial performance mediated by R&D investments and R&D outputs? In this dissertation I apply the two-industry, n-firm-per-industry Cournot competition models to theoretically examine the relationship between R&D cooperation, R&D investments (input perspective of innovation), R&D outputs (output perspective of innovation—non-financial performance), and financial performance. I then use Taiwan’s high-technology industry as a research sample and empirically test my research hypotheses. The results provide academia and practitioners with a more comprehensive view of R&D cooperation and innovation activity among Taiwan’s high-technology industries. The empirical results support the argument that absorptive capacity has a positive impact on the frequency of R&D cooperation in high-technology industry. In addition, an increase in knowledge spillovers also tends to increase intensity to collaborate in R&D. Under high absorptive capacity and knowledge spillover, generalized R&D cooperation is preferred to other cooperative models. The empirical results also show that R&D cooperation does encourage Taiwan’s high-technology firms to invest more resources in R&D, and leads to higher R&D outputs and financial performance under the characteristic of high knowledge spillovers. Relative to other cooperation types, generalized cooperation leads to higher R&D outputs and financial performance and is a superior cooperative model. Due to the nature of market competition, horizontal cooperative firms are not willing to invest too much in R&D relative to vertical cooperation and generalized cooperation. Finally, simply investing in R&D alone is not enough to achieve breakthrough performance and sustain a competitive advantage. The ability to innovate and generate R&D outputs determines the profitability of the cooperative company.