組織能力之更新：組織認定觀點

Renewal of Organizational Capabilities: The Perspective of Organizational Identity

本研究從組織認定（organizational identity）的觀點，採取個案研究方法，探討四家臺灣廠商如何更新其組織能力，提出命題如次：（1）當企業面臨環境威脅時，組織認定的抽象性（抽象認定成分特質），有助於企業改變其明確組織認定。（2）當企業面臨環境威脅時，組織認定的外向性，有助於企業改變其明確組織認定。（3）新的組織認定與原來的組織認定將會維持適當的認定差距。在抽象認定成分上，新的抽象認定與原來的抽象認定差距不大，以期維持組織成員的深層認同；在新的明確認定成分上，則會有較大的差距，但取決於企業本身原有的資源與能力是否能夠運用到新的產業。（4）新的組織認定將會驅動企業的資源槓桿、學習、整合與重組流程，進行資源組合與組織能力之更新。

Based on the perspective of organizational identity, this study explores how enterprises renew their organizational capabilities. Organizational capabilities embedded in organizational identity and culture. If enterprises want to renew their core competences, their identity should be changed also. Thus, this study explores the following questions: What factors cause enterprises to change their organizational identity? How does a new organizational identity be formed? How does this new organizational identity affect the formation of new resources and routines and result in the renewal of organizational capabilities? This study employs the case research method to explore the identity changing and capabilities renewing processes of four Taiwanese firms. Based on these longitudinal case studies, this study proposes four propositions as follows: (1) When enterprises face an environmental threat, the abstractness of organizational identity (abstract identity components) contribute to change concrete identity elements of organizational identity. (2) When enterprises face an environmental threat, the extraversion of organizational identity contribute to change concrete identity elements of organizational identity. (3) The new organizational identity will keep a moderate gap with the original identity. The identity gap of the abstract component between new and original organizational identity is smaller to maintain the deep structure identification of organizational members. The identity gap of the concrete identity component is larger but is dependent on whether the enterprise can leverage its resources and capabilities to the new industry. (4) The new organizational identity will drive the resource leveraging, learning, integrating, and reconfiguring processes in enterprises and thus renew resource compositions and organizational capabilities.