本研究主要在探討組織文化、知識取得、組織學習與組織創新之間的關聯，以2005年天下雜誌公佈的全國一百大金融業為研究母體，並以其中23家作為研究樣本，共計發放785份問卷，回收之有效問卷為449份。本研究透過線性結構化方程式模型將組織文化、知識取得對組織學習與組織創新的影響進行實證分析。 本研究結果發現組織文化對組織創新之影響中，組織學習具有部分中介效果，其中官僚型文化對組織學習及組織創新具有顯著的負向關係，而創新型文化及支持型文化則對組織學習及組織創新具有顯著的正向關係。本研究結果亦發現組織文化會對知識取得產生影響，其中官僚型文化對知識取得具有顯著的負向關係，而創新型文化及支持型文化則對知識取得具有顯著的正向關係。此外，組織文化會透過知識取得對組織學習與組織創新產生影響，且知識取得對組織創新之影響中，組織學習具有完全中介效果。 This study mainly investigates the relationships among organizational culture, knowledge acquisition, organizational learning and organizational innovation. We choose the Top 100 Financial Enterprises published by Common Wealth Magazine in 2005 as the population and 23 of them as the sample in this study. 785 questionnaires were issued and 449 valid replies were received. This study uses the structural equation model (SEM) to empirically explore the relationships among organizational culture, knowledge acquisition, organizational learning and organizational innovation. The research results indicate that organizational learning serves as a partial mediator between organizational culture and organizational innovation. The bureaucratic culture has a significantly negative effect on organizational innovation, and the innovative culture and supportive culture have a significantly positive effect on organizational innovation. The research results also indicate that organizational culture has an effect on knowledge acquisition. The bureaucratic culture has a significantly negative effect on knowledge acquisition, and the innovative culture and supportive culture have a significantly positive effect on knowledge acquisition. In addition, we find that organizational culture has an effect on organizational innovation through knowledge acquisition and organizational learning, and organizational learning has a full mediation effect on knowledge acquisition and organizational innovation.
