探討組織資源餘裕與環境偵測能力對數位轉型科技準備度之影響－以組織數位轉型訓練投入度為中介變項

Abstract

本研究從動態能力理論觀點出發，認為組織在不斷改變的數位轉型市場環境中，會持續地對環境做出因應與調整，改變其資源利用以及環境偵測來為數位轉型作出充分的準備，因此以組織資源餘裕與環境偵測能力為前置變項，組織對於數位轉型的科技準備度為結果變項，並以數位轉型的訓練投入度為中介變項，從組織層級的角度出發，期望了解企業若面臨數位轉型的趨勢時其自身的能力、資源與其數位轉型的科技準備度之關聯性。本研究以臺灣具備投入數位轉型相關策略經驗或規劃的企業為研究對象進行隨機抽樣，於2021年12月30日郵寄2000份紙本問卷，截至2022年02月，總回收數達151份，手動排除54份無進行數位轉型之問卷，實際有效紙本問卷為97份，紙本問卷的有效樣本回收率達4.27%；線上問卷截至2022年02月，總回收數達72份，合計本研究回收之有效紙本與線上問卷總數為169份有效問卷，並利用SPSS與JASP統計軟體進行統計分析。結果顯示：(1) 組織資源餘裕對數位轉型訓練投入度有正向影響、(2) 環境偵測能力對數位轉型訓練投入度有正向影響、(3) 數位轉型訓練投入度對數位轉型科技準備度有正向影響、(4) 數位轉型訓練投入度在組織資源餘裕與數位轉型科技準備度間具有完全中介之效果、(5) 數位轉型訓練投入度在環境偵測能力與數位轉型科技準備度間具有部分中介之效果。依據上述研究結果，本研究提出幾項管理意涵與實務建議供企業參考，首先、數位轉型所帶來的衝擊不只是對於大型企業，中小型企業也是這股潮流下受影響的存在，由本研究的結果可以發現中小企業也積極的在為數位轉型作出準備；第二，企業推動數位轉型時必須妥善發揮動態能力，感知機會並配置資源，才能建立良好的數位轉型科技準備度，使數位轉型的推動有所奠基；最後，數位轉型教育訓練的投入程度在數位轉型的進行中擔任重要的角色，企業若想有效進行數位轉型，就必須與組織內部建立共同的轉型態度，並透過訓練培養所需之人力資本，才能達到良好的數位轉型。

Based on dynamic capability theory, this study considers that organizations will continue to respond and adjust to the environment in the ever-changing digital transformation environment. Organizations will change their resource utilization and environmental scanning to prepare for digital transformation. Therefore, the study uses the organizational resource slacks and environmental scanning capability as the antecedent variable, and technology readiness of digital transformation as the outcome variable. Digital transformation training input degree as the mediating variable. In order to understand the relationship between the organization's capabilities, resources, and technological readiness for digital transformation when facing the trend of digital transformation. This study was conducted by random sampling of Taiwanese companies with experience or planning in digital transformation-related strategies. 2,000 paper copies of the survey were mailed on December 30, 2021. As of February 2022, the total number of returned questionnaires reached 151, and 54 questionnaires without digital transformation were excluded manually, the actual number of valid paper questionnaires was 97. The total number of valid paper and online questionnaires collected in this study is 169 valid questionnaires, and statistical analysis was conducted using SPSS and JASP statistical software. The results showed that: (1) Organizational resource slacks had a positive effect on digital transformation training input degree. (2)Environmental scanning capability had a positive effect on digital transformation training input degree. (3) Digital transformation training input degree had positive effect on technology readiness of digital transformation. (4) Digital transformation training input degree had fully mediated effect between organizational resource slacks and technology readiness of digital transformation. (5) Digital transformation training input degree had mediated effect between environmental scanning capability and technology readiness of digital transformationBased on the above research results, this study proposes several management implications and practical suggestions for organizations’ reference. If organizations want to carry out digital transformation effectively, they must establish a common attitude toward transformation within the organization. They should also cultivate the necessary human capital through training in order to achieve a good digital transformation.