Dynamic competence management of public sector organizations： A Case Study of Bureau of Labor Insurance
Date Issued
2006
Date
2006
Author(s)
Kao, Yu-Lin
DOI
zh-TW
Abstract
In the past decade, extensive researches in the field of dynamic competence have suggested that each organization should possess its ability for rapid adaptation to the changing environment. The viewpoint offered by researches in dynamic competence provides a more dominant influence as compared to others because it encompasses both intrinsic and extrinsic influential factors for dynamic competence such as organization innovation. Additionally, the viewpoint provides the basis essential for judging what are the major resources of the organization. For example, “competence” and “capability” are two unique resources that effectively and persistently make the organization more compatible.
This thesis aims to analyze how organizations behave in terms of timing and governance choice when an innovation is introduced. In this research, we explore the issue of “dynamic competence management of public sector organizations” and provide insights into how organizational variables, including commitment, learning, managerial leadership and innovation influence the establishment and leverage of dynamic competence.
We selected the Bureau of Labor Insurance as the study organization and used its 969 employees as the sample population. A questionnaire survey was conducted and the results were analyzed by methods of multivariate statistics such as ANOVA, factor analysis and path analysis, based upon the Structural Equation Modeling.
A key assumption of this thesis is that , organizational and managerial processes produce unique sets of capabilities. We examined organizational activity cannot operate by simply assembling resources to achieve high long-term performance , but requires to strategically manage the internal and external organizational skills, routines and resources .
In our conclusion, organizations must adapt to the environment in order to remain competitive and innovative. Competence declines if it is not used , and competence is developed when it is applied and shared. In the face of competition and environmental uncertainty , Bureau of Labor Insurance shall manage its growth through upgrading its competence by innovation , and leveraging its existing competence by engaging continuous improvement.
Subjects
資源基礎觀點
能耐基礎觀點
知識基礎觀點
動態能耐
組織學習
創新
能力
核心能力
組織慣例
路徑分析
因徑分析
因素分析
動態性組織
公共管理
良善治理
勞工退休金新制
Resource-based View
Competence-based View
Knowledge-based View
Dynamic competence
organizational learning
innovation
capabilities
core competence
organizational routines
path analysis
factor analysis
Dynamic organization
public management
good governance
new labor pension mechanism
SDGs
Type
other
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