知識經濟時代，速度是競爭的動力；企業必須擁有更具彈性的適應力，才能因應快速的環境變化並持續的保有競爭優勢；而企業的適應力主要來自組織本身與全體員工不斷的學習。在知識經濟時代，知識將取代傳統生產因素－勞力、土地、資本而成為最重要的資源；能主導二十一世紀的企業，將是以知識為主要生產因素的企業，而這些企業的員工都將成為所謂的「知識工作者」。每一個企業無不期望維持及發展其獨特的核心競爭力，強調發展成為以知識為基礎的知識型組織；並透過企業文化及激勵制度的規劃，鼓勵企業員工願意與他人分享其個人經驗與知識，讓個人知識能迅速擴散成為團隊知識，進而累積成為組織知識，以強化企業的競爭優勢。尤其高科技產業更是如此，因科技快速成長、面對競爭激烈的挑戰，人力資本與智慧資本是決定成敗之關鍵。領導者該如何在變動的環境中，以適當的領導方式創造高學習成效及高績效的團隊組織，俾使員工個人知識能夠不斷地複製、傳播、累積及創新，也促使組織產品或服務也能夠持續不斷地創新、超越競爭者、發揮企業的競爭力，並進而樂於為組織效勞，是本研究欲探討的目的。
本研究利用迴歸分析「regression analysis」藉以了解各構面因素「主管領導型態」、「組織氣候」、「學習型組織」與「組織承諾」等構面因素的影響程度；並利用「典型相關分析「canonical analysis」來探討各構面間之關聯程度。實證結果發現主管領導型態對組織氣候有正向顯著性的影響。主管領導型態對學習型組織有顯著性的影響。組織氣候對學習型組織有正向顯著性的影響。主管領導型態對組織承諾有正向顯著性的影響。組織氣候對組織承諾有正向顯著性的影響。學習型組織對組織承諾有正向顯著性的影響。主管領導型態、組織氣候、學習型組織和有組織承諾構面間有互動關係。最後本研究根據研究結果，對管理實務與未來研究者提出建議，以供企業界與學術界卓參。

The times of the knowledge-based economy, the speed is the motive of the competition. The enterprise has to be owned to have more flexibility of orientation power, can respond fast retention competitive advantage of environment variety and keep on. And the orientation power of the enterprise mainly comes from organization itself with all employee continuous learning. At knowledge-based economy times, the knowledge will replace the tradition production factor-physical labor, land, capital and become the most important resource. To be the enterprise of predominant 21 centuries, will take knowledge as the enterprise of the main production factor, and the employees of these enterprises all will be called "knowledge worker". Each enterprise all expects maintain and develop its special core competencies, to emphasize the development becomes taking knowledge as the Know-How Organization. Also through the programming with the corporate culture and the incentive system, encouraging an enterprise employee would like to share its personal experience and knowledge with others, letting personal knowledge be able to spread to become the team knowledge quickly, then accumulating to become organizing knowledge to enhance the competitive advantage of the enterprise. The particularly high-tech industry is also, because science and technology grows up, faces the challenge of the competition vehemence quickly, to the manpower capital and the intelligence capital decide the key of success or failure. How should the leader be changing of create the team organization of high learning result and high results by appropriate leadership in the environment, to make employee's personal knowledge be able to make duplicate, spread, accumulate constantly and innovation, also urging organization product or serving can also keep on constantly creative, surmount a competitor, develop the competition ability of the enterprise, and then be happy to help for the organization. It is the purpose of this research wants to inquire into.
This research substantial evidence finds the influence that the supervisor leadership type has to the organization weather just toward obvious as a result. The supervisor leads the influence of the type to learn an organization to have the obvious and the influence organization weather to learn an organization to have just toward obvious. The supervisor leadership is the type to organization commitment just toward the influence of obvious. The organize influence that the weather has to the organization commitment just toward obvious. To learn an organization to have the organization commitment is just toward obvious and influence. The supervisor leadership type is the organization weather learning type of the organization with the organization commitment factor to have an interactive relation. The end of studies originally according to the research as a result, to manage an actual situation and will study to put forward a suggestion in the future to provide the enterprise field and the academic circles.

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