方崇雄謝忠武2019-09-032005-1-52019-09-032005http://etds.lib.ntnu.edu.tw/cgi-bin/gs32/gsweb.cgi?o=dstdcdr&s=id=%22N2005000004%22.&%22.id.&http://rportal.lib.ntnu.edu.tw:80/handle/20.500.12235/96963本研究旨在探討政府人力資源發展機構組織創新的內涵，並進行建構組織創新指標體系與相對權重，期藉此研究發現，提供政府人力資源發展機構，在推動組織發展時之參考，俾提高管理效能，進而增益辦理公教人員教育訓練的成效，並期望作為政府人力資源發展機構增進組織創新能力之指導方針（guideline）與依據。 本研究之進行採三階段：第一階段探索性研究採文獻分析與訪談法，以完成調查問卷初稿，第二階段採調查研究法，以建立層級結構指標體系的基礎。第三階段採AHP法，以分析組織創新各層級指標相對權重，並完成建構組織創新指標體系。本研究具體結論如下： 一、「創新策略與執行」、「組織制度與結構」、「人力資源」，以及「組織文化」等四構面是政府人力資源發展機構組織創新之重要內涵。 二、政府人力資源發展機構的組織創新指標在四大系統構面架構下，涵括十二項主要構面，及六十項指標。 三、本研究依「人力資源」、「組織制度與結構」、「創新策略與執行」、「組織文化」四大構面及其相對重權，建構政府人力資源發展機構組織創新指標體系。This Research tried to explore the organizational innovation content for Taiwan’s Human Resource Development Institutes. Research constructed the indicators of the organizational innovation and hoped the research findings could become an important guideline for Taiwan’s Human Resource Development Institutes when they implement education and training. The research methods could be summarized into three categories as follows: First of all was the literature longitudinal research method. Research used literature review and depth interview to complete the first draft questionnaire. Secondly, with the investigation method, research used questionnaire investigation to establish the hierarchical structure of organizational innovation indicators. The third method was the expert questionnaire investigation method. Research used Analytic Hierarchy Process method to set up the relative weight of organizational innovation indicators. As to the research findings, they could be stated as follows; First, the dimension of organizational innovation indicators for Taiwan’s Human Resource Development Institutes included innovation strategy and implement, organizational system and structure, human resource, and organizational culture. Second, the organizational innovation indicators for Taiwan’s Human Resource Development Institutes could be divided into four systems including 12 main dimensions which were consisted with 60 indicators. Third, research completed the indicators system of organizational innovation indicators for Taiwan’s Human Resource Development Institutes. Finally, research provided concrete suggestions to overnment and those who were interested in the related topics.組織設計組織創新指標人力資源發展organizational designorganizational innovationindiceshuman resource development