ABSTRACT
Human capital comprises not only man power but also brain power which implies people¡¦s intelligence, potentiality, intellect¡K.etc. Nowadays the world has been getting into the new era of knowledge economy; and the competency of brain power instead of financial capital, land, facility/equipment becomes the core element of competition among enterprises. In this context, human capital in organizations is considered as the valuable assets, which are critically influential and significant. Organizations aiming at best performance admit the vital importance of the innovation and make every endeavor to maintain their competitive strengths and advantages by means of innovative management to achieve the goal of organizational innovations. The thesis focuses on the correlation between human capital and organizational innovation, in conjunction with organizational characteristics and industrial environment which might interfere with the correlation. After empirical study & statistical analysis, the thesis reveals as following:
I. Five dimensions of human capital in organizations---
1. Top management¡¦s knowledgeable & visionary leadership;
2. Employees¡¦ enterpreneurship & innovativeness;
3. Rejuvenesce of human capital;
4. Upgrading of human capital;
5. Deposit of human capital
II. Differenciation analysis on the five dimensions of human capital by organizational characteristics---
1. The organizations in various industries indicate slightly obvious differentiation in the upgrading degrees of human capital; in comparison, the organizations in service industry invest more in employees¡¦ training & cultivation than those in manufacturing industry.
2. The organizations with bigger capital amounts obviously put much more emphasis on rejuvenesce as well as deposit of human capital.
3. The organizations in the maturity period of life cycle comparatively concentrate much more of their attention on deposit of human capital; whereas those in the growing period of life cycle emphasize much more on upgrading human capital.
4. Over-20-years-old organizations lay much more emphasis on deposit of human capital than those at the ages less than 15 years.
III. Human capital¡¦s direct influence on organizational innovation---
Top management¡¦s knowledgeable & visionary leadership exerts obviously positive effect on the innovation of management as well as technique.
IV. The interaction of organizational characteristics and human capital has obviously positive effect on the organizational innovation---
1. The interaction of the ages of the organization and rejuvenesce of human capital has obviously positive effect on the innovation of management.
2. The interaction of the capital amount of the organization and top management¡¦s knowledgeable & visionary leadership has obviously positive effect on the innovation of management.
Key words: human capital, organizational innovation, top management¡¦s knowledgeable & visionary leadership, employees¡¦ enterpreneurship & innovativeness, rejuvenesce of human capital, upgrading of human capital, deposit of human capital
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0730101-143614 |
| Date | 30 July 2001 |
| Creators | Wu, Chih-Hwei |
| Contributors | none, none, none |
| Publisher | NSYSU |
| Source Sets | NSYSU Electronic Thesis and Dissertation Archive |
| Language | Cholon |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0730101-143614 |
| Rights | unrestricted, Copyright information available at source archive |
Page generated in 0.0027 seconds