| 摘要: | 英國哲學家－培根提出，「知識就是力量」，他指出讓世人了解知識對人類來說是智慧的結晶與累積，而組織學習與知識管理也被視為一個有趣且有前景的發展方向，除了倚賴科技與技術的開發外，還需要有創新的管理制度與服務模式。在發展基礎上也必須要建立在各個專業領域的知識累積，協同、溝通、合作及專業知識技能的獲取、移轉、學習並整合及多方運用。若能無私頻繁的互相分享、交流，能夠取得更多的在經營上與解決問題的技術能力、知識管理及新的資訊。不管是在人力、設備、資金等或其他的成本考量上，皆能透過分享與交流，獲得最有價值的新知識，亦能將有限的資源創造出最大的效益。 本研究經由問卷調查法，以醫院內員工做為研究對象，針對架構中之五個變數「社會資本」、「知識特性」、「吸收能力」、「工作資源」、「個人創新績效」進行問卷調查，共計發放385份，有效問卷為193份，有效問卷回收率為50.1%。問卷調查期間為期2個月，問卷整理進行書資料輸入、編碼、校正等整理，再以統計軟體進行資料整理。期望透過此研究結果，進一步瞭解醫療保健產業內員工在各項變數之影響下，其對個人創新作為之顯著關係。研究結果為：(1)員工人口統計變項及員工特質對社會資本、知識特性、工作資源、吸收能力、創新行為有顯著差異。(2)社會資本對創新行為有正向影響。(3)知識特性對創新行為有正向影響。(4)工作資源對創新行為有正向影響。(5)吸收能力對創新行為有正向影響。(6) 社會資本對工作資源有正向影響。(7)社會資本對吸收能力有正向影響。(8-1)知識特性的內隱性對工作資源有正向影響。(8-2)知識特性的複雜性對工作資源有正向影響。(8-3)知識特性的專屬性對工作資源有正向影響。(8-4)知識特性的經驗性對工作資源有正向影響。(9-1)知識特性的內隱性對吸收能力有正向影響。(9-2)知識特性的複雜性對吸收能力有正向影響。(9-3)知識特性的專屬性對吸收能力有正向影響。(9-4)知識特性的經驗性對吸收能力有正向影響。由研究結果表示，社會資本、知識特性、工作資源、吸收能力個別對創新行為皆有影響。故醫院若要完成創新行為，必須善加利用及擴大社會資本且不定時增加所需的工作資源與提升員工對知識吸收的能力，並且建立知識資料庫，將員工各領域的知識分享與傳遞，達到組織促進創新行為的成功進而提升醫院的競爭優勢。
British philosopher-Bacon proposed “Knowledge is power”. He pointed out to show it is the crystallization of human knowledge and wisdom accumulated. The field of the organization learning and knowledge management are also seen as an interesting and promising direction. In addition to the development of science and technology, it also required innovative management system and service model. On the basis of development, we must also acquire, transfer, learn and integrate and accumulate the knowledge. If we can share with each other selfless frequent exchanges, we can get more technical and problem-solving skills, knowledge management and new information on the business. Whether in manpower, equipment, funds, or other cost considerations, able through sharing and exchange, to get the most valuable new knowledge, also limited resources to create the greatest benefits.This study claims questionnaire from the hospital staff as the object, A questionnaire survey was conducted on the five variables "Social Capital", "Knowledge Characteristics", "Absorptive Capacity", "Working Resources" and "Personal Innovation Performance", conduct a questionnaire survey. A total of 385 questionnaires were distributed. There are 193 valid questionnaires. The percentage of effective questionnaire is 50.1%. The survey was period lasts for 2 months, and SPSS statistical analysis software is used to perform data analysis.The results are as follows: (1) There are significant differences in the image of Social capital, knowledge characteristics, work resources, absorptive capacity, innovation behavior to the different demographic variabilities of patients. (2) Social capital has a significant impact on innovation behavior (3) Knowledge characteristics have a significant impact on innovation behavior. (4) Work resources have a significant impact on innovation behavior. (5) Absorptive capacity has a significant impact on innovative behavior. (6) Social capital has a significant impact on work resources (7) Social capital has a significant impact on absorptive capacity. (8-1) The implicit nature of knowledge has a positive effect on work resources. (8-2) The complexity of knowledge characteristics has a positive impact on work resources. (8-3) The specificity of knowledge characteristics has a positive impact on work resources. (8-4) The empirical character of knowledge has a positive effect on the work resource. (9-1) The implicit nature of knowledge has a positive effect on absorptive capacity. (9-2) The complexity of knowledge characteristics has a positive effect on absorptive capacity. (9-3) The specificity of knowledge characteristics has a positive effect on absorptive capacity. (9-4) The empirical character of knowledge has a positive effect on absorptive capacity.We can establish social capital, knowledge characteristics, work resources, and absorptive capacity have an impact on innovation behavior. If the hospital complete the innovative behavior, the need for good use and expansion of social capital and the need to increase the required work resources and enhance the ability of employees to absorb knowledge, and the establishment of knowledge database, employees in various fields of knowledge sharing and delivery, to achieve the organization to promote the success of innovative behavior and then enhance the hospital's competitive advantage. |
