社會資本、報酬制度與創新績效

• Main Author: 盧敏芳
• Other Authors: 張國雄
• Format: Others
• Language: zh-TW
• Published: 2002
• Online Access: http://ndltd.ncl.edu.tw/handle/71327803421265385950

碩士 === 東海大學 === 企業管理學系碩士班 === 90 === This research tried to find if different reward style has different effects upon a team performance. For a better understanding, social capital is taken as a new point in this research. This thesis discusses how strong social capital and reward systems can affect internal resources exchange and integration in a company. At the last, the effects on team innovation by the resources exchange and integration are examined. The results of this research are: 1.Social interaction ties, appropriable organization, emotion, mutually beneficial and shared vision have significant effects on resources integration, nevertheless, trust has no significant effects on resources integration; social interaction ties, trust, emotion and shared vision have significant effects on resources integration, however, appropriable organization and mutually beneficial have no significant effects on resource exchange. 2.Equal reward and result-based reward have significant effects on resources integration, but position-based reward doesn’t; equal reward, position-based reward and result-based reward have no significant effects on resources exchange. 3.Resources integration has significant effects on innovation of product and manufacture procedure, nevertheless, resources exchange doesn’t.