中文摘要
在充滿危機與挑戰的現今世界裡，企業已經無法如同以往般的藉由低廉的勞動成本來獲取高額的利潤。尤其是國內的產業環境由過去的勞力密集，進展到資本密集，再由資本密集進步到目前的技術密集。故誰能掌握商品研發與製造的關鍵技術、企業經營管理的專業技能以及內、外部環境的當前和未來動態，該企業便能有效的發展核心競爭優勢，達到永續經營的目的。而組織變革就成為企業營運發展中一項極為重要的課題。
本研究基於上述看法，透過相關文獻的探討以及實證研究的結果分析，去了解變革關鍵要素對於組織變革之影響，以及組織變革意願對於組織學習、組織學習對於經營績效的影響。其相關研究結果如下：
(一)組織的價值承諾傾向將有助於發展支持型文化。故組織承諾的價值承諾傾向與組織文化的支持型文化傾向有顯著的影響。
(二)組織的價值承諾傾向將有助於發展正式化架構。故組織承諾的價值承諾傾向與組織架構的正式化架構傾向有顯著影響。
(三)組織的低留職承諾傾向將會產生較高的組織抗拒。故組織承諾的低留職承諾傾向與組織抗拒構面有顯著的影響。
(四)良好的組織文化有助於建立一個健全的組織架構。故組織文化與組織架構有顯著的影響。
(五)良好的組織文化有助於組織變革的推行。故組織文化與組織變革意願的積極變革態度傾向與配合變革態度傾向有顯著影響。
(六)良好的組織文化有助於組織內部的知識創造與擴散，故組織文化與組織學習的知識創造與擴散傾向有顯著的影響。
(七)良好的組織文化有助於經營績效的提升，故組織文化的支持型文化傾向與經營績效的行為績效傾向有顯著的影響，而效率型文化傾向與經營績效有顯著的影響。
(八)健全的組織架構有助於組織變革之推行，故組織架構的正式化的架構傾向與專業化架構對於組織變革意願的積極變革態度傾向與配合變革態度傾向有顯著的影響。
(九)組織的抗拒程度愈高愈無助於組織變革之推行，故組織抗拒的行為面抗拒傾向對於組織變革意願的消極變革態度傾向有顯著的影響。
(十)組織的抗拒程度愈高愈無助於組織學習能力的提升，故組織抗拒對於組織學習無顯著的影響。
(十一)組織的抗拒程度愈高愈無助於經營績效的提升，故組織抗拒對於經營績效無顯著的影響。
(十二)組織成員支持變革的態度有助於組織學習能力的提升，故組織變革意願的積極變革態度傾向與配合變革態度傾向對於組織學習的知識創造與學習傾向有顯著的影響。
(十三)組織學習能力傾向於知識的創造與擴散將有助於經營績效的提升，故組織學習的知識創造與學習傾向對於經營績效有顯著的影響。

關鍵字：組織承諾、組織文化、組織架構、組織抗拒、組織變革意願、組織學習、經營績效

Abstract
There are many crisises and challenges in this world. So it is impossible that the enterprises cannot gain high performance by low labor cost. Especially, the home industrial environment is becoming technology-intensive now from labor-intensive to capital-intensive. The who can obtain the key technology of R&D and product and the professional skill of business management and keep track of the environment, the more the enterprises can development their core competence more effective and survive in this world. So the organizational change is a very important subject for the enterprises operation.
According to the statement, we researched the relational theories and obtained the results of the statistic analysis to understand the influence of the key factory to organizational change, organizational change desire to organization learning and organization learning to operational perfomance. The data of this research was collected by questionnaire survey and the sample targets included manufacture industry, service industry and government organization in Taiwan. We mailed two hundred questionnaire to manufacture industry, two hundred to service industry and one hundred to government organization. We discovered the fallowing conclusions:
(1)The value commiment of organization is helpful to develope the supporting type culture. So the value commiment of organization have obviously influence to the supporting type culture.
(2)The value commiment of organization is helpful to develope the official type structure. So the value commiment of organization have obviously influence to the official structure.
(3)The low work commiment of organization will emerge the higher resistance of organization. So the low work commiment of organization have obviously influence to the organizational resistance.
(4)A good organizational culture is helpful to develope the perfect organizational structure. So the organizational culture have obviously influence to the organizational structure.
(5)A good organizational culture is helpful to implement the organizational change. So the organizational culture have obviously influence to the active change attitude and thr ordinary change attitude .
(6)A good organizational culture is helpful to implement the creation and separation of knowledge in the organization. So the organizational culture have obviously influence to the creation and separation of knowledge in the organization.
(7) A good organizational culture is helpful to improve the operation performance. So the supporting type culture have obviously influence to the behavior performance and the efficiency type culture have obviously influence to the operation performance
(8)A perfect organizational structure is helphul to implement the organizational change. So the official type structure and professional type structure have obviously influence to the active change attitude and the ordinary change attitude .
(9)The higher resistance of organization isn’t helpful to implement the organizational change. So the behavior type resistance of organization have obviously influence to inactive change attitude.
(10)The higher resistance of organization isn’t helpful to improve the organizational learning. So the resistance of organization haven’t obviously influence to organizational learning.
(11)The higher resistance of organization isn’t helpful to improve the operation performance. So the resistance of organization haven’t obviously influence to the operation performance.
(12)The attitude of organizational member is helpful to improve the organizational learning. So the active change attitude and ordinary change attitude have obviously influence to the creation and separation of knowledge in the organization.
(13)The creation and separation of knowledge in the organization is helpful to improve the operation performance. So the creation and separation of knowledge in the organization have obviously influence to the operation performance.
Keywords：Organizational Commitment, Organizational Culture, Organizational Structure, Organizational Resistance, Organizational Change Desire, Organizational Learning, Operation Performance

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