本研究的目的是要結合工程、管理、資訊、教育等重要的跨領域理論或法則，建立一套「知識價值鏈（Knowledge value chain）模式」，可以找出企業組織在知識活動過程中，員工與組織核心能力的強弱、關鍵價值鏈的節點與最佳價值鏈的組合。
　　
　　本研究所建立的「知識價值鏈模式」，係綜合Drucker 提出的知識工作者與下一個社會、Porter的價值鏈、Nonaka的知識螺旋、Kaplan及Norton的平衡計分卡與Gardner的多元智慧理論所推演而成。將簡化後的知識價值鏈「單元」，再結合Pareto提出的80/20法則與數值運算的最佳化理論，建立包含商業階段與數值階段的「知識價值鏈模式」，其中包括「關鍵價值鏈」（Critical value chain）流程與「最佳價值鏈」（Optimum value chain）流程。
　　
　　「知識價值鏈模式」已分別應用在民營企業的功學社集團以及政府組織的中央健康保險局南區分局之知識管理導入實務中，藉由預先設定的多目標，本模式可得到以下結果：(1) 找出企業知識工作者在多目標達成率的優劣程度，讓企業得以檢視是否適才適用；(2) 分別找出各個目標的關鍵貢獻節點，進行價值鏈結與經驗分享；(3) 找出組織的限制關係，計算出欲達成整體最大目標時的最佳目標組合，以有效利用企業的有限資源，達成企業的整體最大價值。

　The purpose of this study is to develop an interdisciplinary model, a Knowledge Value Chain (KVC) model, to monitor and evaluate the contributions of knowledge activities. We applied the KVC model to examine the strength and weakness of individual employee core competency, to identify the critical knowledge workers, and to calculate their maximum value contribution.
　
　The knowledge value chain (KVC) model is based on Drucker's next society, Porter's value chain, Nonaka's spiral of knowledge, Kaplan and Norton's balanced scorecard, Gardner's multiple intelligences, and Pareto's 80/20 rule. An optimization technique is included in the model to identify the nodes (individual employees or groups of employees) of the critical value chain (CVC) and optimum value chain (OVC).
　
　We applied the KVC model to analyze employee value contributions at different companies in Taiwan. The results of our application of the KVC model are: first, this study pointed out the strength and weakness of each employee's core competence; secondly, the critical nodes (winners' nodes or those of high-performance employees) for each goal were detected, and the selected critical nodes were gathered together to share their best practices; thirdly, optimum goals to reach the maximum value contribution to these two Companies were calculated.

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