環顧臺灣的經濟發展，無論是日益蓬勃的民生消費或輕、重工業的擴張與提昇，都少不了電力的支持與供給，而臺灣的電線電纜工業也與近半世紀以來的臺灣經濟共同起飛與成長。在電力需求與經濟成長呈現同步的時代，企業也必須面對自己本業的競爭及尋找可以更上一層樓的方法。由於電線電纜業的產品早已進入成熟期，而技術發展與電氣安全規定也很周詳與完整，所以此行業要如何面對競爭與變遷日益快速的環境，已是刻不容緩且必須去思考的課題。Drucker（1974）述及創新能力是企業的基本功能之一，所以本研究自組織文化、主管領導型態及員工工作滿意度構面來探討電線電纜業員工對此課題的觀點，藉以能提出建議予有關企業經營者。
　　在研究範圍已明確之下，為使抽樣有一定標準，因此以2002年臺灣證券交易所上市之電線電纜公司之職員為對象，並採分層比例抽樣發出問卷，共發出395份問卷且回收341份，因樣本代表性之故，最後以339份進行分析。除一般敘述性統計結果外，亦使用因素分析法來萃取各構面的主要因素；進而運用典型相關分析法來探討各構面之間的互動關聯及影響。公司基本資料與受訪者對各構面之差異性則以變異數分析來進行。
　　藉由資料分析，獲得主要結論如下：
1. 組織文化、主管領導型態、員工工作滿意度、企業創新
能力間有互動關聯。
2.「轉換型」的主管領導型態較為員工接受，進而影響滿
意度及創新能力。
經由研究結論，提出對此行業經營者之建議如下：
1. 尋求具轉換型特質之主管來帶動員工以發揮及提昇創新
能力。
2. 可靠型的人格特質與適合之主管人選條件未必絕對相
等，但是可作為參考。

　　Reviewing the economic development of Taiwan, electricity supply and support always have the relation with the active domestic consumption and expansion of the light, heavy industries. In this era of a same path of growth between electricity demand and economy, industry of electric wire & cable also faces the competition to find out a direction for upgrading. In the point view of products’ life cycle, not only the electric wire & cable have been matured for a certain time, but also the technology and specifications. For this industry, to face the rapid change concerning the competition and business environment is an important issue. As per Drucker（1974）mentioned innovation ability is one of the basic functions of enterprise. Based on this concept, this thesis studied employees’ view concerning the company innovation ability from organizational culture, leadership style and job satisfaction in order to submit the suggestions to top management groups of this business.
　　The research field has been clear to make the sampling be consistent. This study referred the public listed electric wire & cable companies’ annual report of Year 2002 of Taiwan Stock Exchange to define the samples. By means of sampling, 395 pieces of questionnaire were sent and collected 341 pieces, but 339 pieces for analysis resulting from the samples’ representation. Besides the results of descriptive statistical results, this study also adopted factor analysis to sort the major factors of the dimensions, canonical correlation method to find out the effect among these dimensions and analysis of variances to test the consistence of population.
　　According to the analysis results, this study has major conclusions as below:
1. Correlation among organizational culture, leadership style, job satisfaction and enterprise innovation ability are positive.
2. Transformation leadership style would be more acceptable by employees to affect the job satisfaction and enterprise innovation ability further.
According to the conclusions, there are some suggestions for the business management groups as followings:
1.To make employees upgrade the enterprise
innovation ability through finding the managers
with transformational leadership style.
2.It is not absolute equivalence between “secure
type” personnel character and suitable leaders,
but reference.

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