黃能堂Huang, Neng-Tang曾暄芹Zeng, Shiuan-Chin2019-09-032021-12-312019-09-032016http://etds.lib.ntnu.edu.tw/cgi-bin/gs32/gsweb.cgi?o=dstdcdr&s=id=%22G060371037H%22.&%22.id.&http://rportal.lib.ntnu.edu.tw:80/handle/20.500.12235/96397在知識經濟的時代，企業不能全依賴低價作為競爭策略的手段，知識與創新成為企業競爭優勢的關鍵，近年來創新成為熱門的議題，政府及企業逐漸重視創新的發展，因為創新能讓企業永續經營並且提高競爭力。然而知識與創新的主體是「人」，而「團隊」是企業運作中學習的基本單位，因此要激發員工的創新行為，可以透過團隊的建立，提升員工學習意願，並提供員工知識交流的環境，創造組織知識流通與儲存，甚至使員工不排斥創新，進而提升員工創新行為的產生。 本研究旨在探討團隊學習對員工創新行為之影響，並以知識分享為中介變項。以某半導體之員工作為研究對象，採便利抽樣的方式發放200份調查問卷，回收問卷151份，並以描述性統計、信度分析、相關分析以及階層回歸分析進行資料分析。 研究結果顯示：團隊學習對員工創新行為具顯著正向影響；團隊學習對知識分享具顯著正向影響；知識分享對員工創新行為具顯著正向影響；知識分享對團隊學習與員工創新行為具完全中介效果。In the era of knowledge economy, enterprises can not fully rely on lower prices as a competitive strategy; however, knowledge and innovation are the keys to competitive advantages. In recent years, innovation has become a hot issue in that the government and enterprises have begun to attend to the development of innovation. Innovation can keep enterprises in constant operation and leverage the competitiveness. The individual is the ontology of knowledge and innovation while the team serves as the basic unit of business in learning. Thus, enterprises can promote innovative behaviors of employees through team building to encourage learning motivation, providing friendly environment for knowledge exchanges as well as to creating opportunities of sharing and storages for organizational knowledge by which, furthermore, to make employees not afraid of innovation; thus enhance the generation of innovative behavior of employees. This study focused on team learning and innovative behavior of employees. Knowledge sharing serves as the mediator variable. The sample subject of this study is the employees of a domestic semiconductor company in Taiwan. Convenience sampling was used to select the samples of this study, 200 questionnaires were distributed, and 151 valid questionnaires were collected. Descriptive statistics, Reliability analysis, Pearson product-moment correlation coefficient, and Hierarchical regression analysis were used to analyze the data. The major finding of this study are as follows: team learning has significant positive impact on employee innovative behavior; team learning has significant positive impact on knowledge sharing; the knowledge sharing has significant positive impact on employee innovative behavior; knowledge sharing has a completely mediated effect in the relationship between team learning and innovative behavior of employees.團隊學習知識分享員工創新行為team learningknowledge sharingemployee innovative behavior