現今的知識經濟時代，企業所面對的市場變化亦難以預期，企業在面臨產業環境之重大變遷時，如何在日益激烈的競爭局勢中拓展自身競爭優勢顯得相當重要，企業競爭優勢已非昔日之有形資產，而在於快速因應外在環境變化之動態能力，而其中之關鍵又在於企業可透過組織的學習，再加以內化及應用，促進創新之發生。如此使得企業必須積極與外部動態環境交流，透過組織內部之學習及內化，使得組織得以在競爭日趨激烈的產業環境中生存，以降低產業環境之衝擊。因此，本研究以此為研究動機，並提出主要研究目的有三：
一、已實現之組織學習效果是否是潛在之組織學習能力　　對創新績效之間具中介效果，亦即，潛在之組織學　　習能力會對已實現之組織學習效果產生正向影響，　　進而正向影響企業創新績效。
二、探討「環境之敵意性與潛在之組織學習能力之交互　　作用對」已實現之組織學習效果的調和效果。
三、探討「組織資源寬裕程度與已實現之組織學習效果　　之交互作用」、「策略定位與已實現之組織學習效　　果之交互作用」對企業創新績效的調和效果。

　　本研究選取台灣企業作為研究對象，由中華徵信所2004年所公布5000大企業中，以分層隨機抽樣方式，分為五層，每層選取126家，共計選取630家企業，涵蓋一般製造產業及服務業，問卷以各公司之「發言人」或「經理人」為發放對象，並於問卷首頁加註亦可轉交如經營管理部門、業務部門之經理人員代為回答，以期能兼顧問卷之回收率與所填答案之準確性，本研究有效回收問卷為116份，問卷之有效回收率為18.41%。

　　本研究依據問卷回收結果，利用SPSS及AMOS二套統計軟體，因素分析、相關分析、線性結構分析與階層迴歸分析等統計分析，獲得下列研究結果：
一、潛在之組織學習能力也許就不必然會增加績效，但　　是已實現之組織學習效果透過將所累積的知識融入　　企業營運中，來移轉及應用所累積的知識，因而能　　改善本身績效。
二、企業處於敵意環境中，雖然組織學習的重要性增　　　加，但企業向外界收集資訊相對不利，也因此不易　　造成組織記憶及個人行為的改變。
三、未被吸收之組織資源寬裕會減弱已實現之組織學習　　效果對組織創新績效的影響，因為員工或管理者過　　度重視學習內容，產生了記憶僵固性，而忽略學習　　應與外界的環境互動，應瞭解顧客、競爭者及關於　　本身所處市場的資訊。
四、創業型策略較積極進取，而且願意承擔風險，企業　　會投資較多的資源學習，並鼓勵員工透過交流來創　　意發想，進一步將思考行動化，以利產品及市場發　　展，因此產品創新績效較佳。
　　鑑於此結果，本研究鼓勵台灣企業致力於組織學習之內涵，並配合組織寬裕程度及策略定位之運用，以產生卓越的創新績效。

　　In the past decades, technology and market have changed at the dramatically rapid pace. Firms have recognized that they need to enhance their competitive advantages. Therefore, firms have been increasingly willing to learn in order to adopt the environment. Although the increasing importance of the organizational learning, little has been done in the literature in examining the relationships among the internal and external determinants, potential organizational learning, realized organizational learning and the innovative performance of the firms. Therefore, this study attempts to fill the gap in the literature by providing an integrative research framework through extensive literature review to identify the key determinants and to examine the relationships among these determinants, potential organizational learning, realized organizational learning and the innovative performance of the firms. Based on organizational learning theory and dynamic capability, hypotheses were proposed and then examined through an empirical study.

　　The population in this study is the top 5000 firms of Taiwan listed in the China Credit Incorporation. A random stratified sampling method was used to select the 630 firms. 630 questionnaires were mailed. Of the 630 questionnaires mailed, 119 responses were received and seventh of them were incomplete. The remaining 116 valid and complete questionnaires were used for the quantitative analysis. It represents a useable response rate of 18.41%.

　　The major finding of this study include: First, the results of the hierarchical regression analysis and linear structure relation model show support for the midiating effects of potential organizational learning, relized organizational learning on innovative performance. Secondly, the results of multiple-regression indicate that environmental hostility has interaction effect with potential organizational learning on relized organizational learning. Finally, the results of multiple-regression indicate that organizational slacks and strategy posture have interaction effects with relized organizational learning on innovative performance.

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