基於知識基礎理論與組織學習理論，組織如何應用組織學習與智慧資本來推動創新已成為學術界與實務界關注的議題。本研究透過對台灣知識密集製造廠商問卷施測的119份有效問卷進行橫斷面分析，且透過淨最小平方法(Partial Least Squares, PLS)驗證假設，研究結果發現：(1)組織學習對創新績效具有顯著正向影響；(2)網絡資本、人力資本與結構資本皆對創新績效產生顯著正向影響；(3)組織學習在網絡資本與創新績效關係之間具有部分中介效果，且組織學習在社會資本與創新績效關係間具有完全中介效果；(4)結構資本與社會資本皆在組織學習與創新績效間具有部分中介效果。 Based on knowledge-based theory and organizational learning theory, how organizations work to promote innovative performance by utilizing organizational learning and intellectual capital has become a crucial issue for both academics and practitioners. In a cross-sectional survey of 119 knowledge-intensive manufacturers in Taiwan, this study adopted Partial Least Squares (PLS) to test the hypotheses, the results found that: (1) Organizational learning has a significant positive effect on innovative performance; (2) Network capital, human capital, and structural capital both has significant positive effect on innovative performance; (3) Organizational learning has a partial mediating effect between network capital and innovative performance, and it has a full mediating effect between social capital and innovative performance; (4) Structural capital and social capital both has partial mediating effects between organizational learning
