在知識經濟年代，知識學習是組織能夠不斷地進步與發展的關鍵，經由有效的持續學習，將會促進組織的發展。Warren Bennis 說到：「成功的管理需要跟著快速變動的世界持續學習。」（Success in management requires learning as fast as the world is changing.）知識管理為創造、儲存與運用知識以進組織績效的過程。組織是否具備將知識資源轉化為知識資本之學習力，領導型態及組織文化兩者為影響組織學習的重要元素。組織藉由出色的領導者及具共同理念的基石的組織文化，帶動組織成員互相學習知識與分享，進而促進工作效率與績效，帶領團隊達成組織的目標，提昇組織的競爭優勢。組織能持續保持成功的關鍵是透過組織學習與分享機制的建立，藉此組織有能力將技術與知識轉化成組織的知識資產，強化組織核心競爭能力。
本研究運用網路調查之問卷進行蒐集資料，採用量化分析方法進行研究。編製「探討組織文化、領導型態及組織學習對於工作續效之關係研究調查問卷」進行數據問卷之調查，問卷共計回收637份，篩選無效樣本之問卷12份，有效樣本之問卷共計625份， 問卷回收率（response rate）為98.11%。本研究採用SPSS Statistics17.0及 SmartPLS（V.3.2.8）軟體進行統計分析與處理數據。研究結論如下：
一、探討組織文化是否對於組織學習的實行有所影響及影響程度為何，不同組織文化能夠影響組織學習，尤其是支持性文化，更能增進組織學習。
二、探討領導型態是否會影響組織學習程度為何，「才智激發」對「成就傾向」有正向影響。
三、探討組織學習是否對於工作績效有所影響及影響程度為何，「資訊分享」對「工作績效」有正向影響及「詢問氣候」有「工作績效」有正向影響。

In the era of knowledge economy, knowledge learning is the key to an organization's continuous progress and development. Through effective continuous learning, it will promote the development of the organization. Warren Bennis said: (Success in management requires learning as fast as the world is changing.) Knowledge management is the process of creating, storing, and applying knowledge for organizational performance. Whether an organization has the learning ability to transform knowledge resources into knowledge capital, both leadership style and organizational culture are important elements affecting organizational learning. With an excellent leader and an organizational culture with a common philosophy, the organization drives members to learn and share knowledge with each other, thereby promoting work efficiency and performance, leading the team to achieve the organization's goals, and enhancing the organization's competitive advantage. The key to an organization's continued success is through the establishment of an organization's learning and sharing mechanism, whereby the organization has the ability to transform technology and knowledge into the organization's knowledge assets, and strengthen the organization's core competitiveness.
637questionnaires were collected. Excluding 12invalid questionnaires, 625 valid questionnaires were statistically analyzed using SPSSStatistics17.0and SmartPLS(V.3.2.8). Results are as follows.
1. Innovative culture was positively affected to inquiry climate , learning practices and achievement mindset , information-sharing patterns were not.
2. Supportive culture was positively affected to information-sharing patterns, inquiry climate , learning practices and achievement mindset.
3. Job performance was positively affected to information-sharing patterns and inquiry climate , learning practices and achievement mindset were not.

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