[[alternative]]THE EFFECT OF CULTURAL DIFFERENCES ON LEARNING ORGANIZATION--AN EXAMPLE OF COMPANIES IN TAIWAN, CHINA AND MONGOLIA

[[abstract]] 全球在地球村發展日益成熟的狀況下，以出口為導向的企業逐漸開始積極前往他國建置分(子)公司發展，然而，由於各國地區、風俗、觀念不同及文化上的差異，導致管理成效落差。雖然在Senge(1990)提倡學習型組織之後，該理論受到無數研究人員的肯定，然而卻較少見到將不同文化因素納入其相關研究中。因此，本研究以不同國家企業員工為研究對象，透過問卷調查探討文化差異對學習型組織的影響，期能填補過去研究之不足，並提供企業實證建議。 本研究以台灣、大陸及蒙古企業員工作為研究對象共寄發450份問卷，問卷回收後採用SPSS 17.0統計分析軟體，資料分析方法則使用單因子變異數及迴歸分析方法，探討在不同的文化因素下對學習型組織之影響。研究結果顯示：1.三國企業員工間具有顯著文化差異。2.文化差異在三個國家均無法顯著影響員工人格特質。3.文化差異、員工人格特質及主管領導型態均能正向影響學習型組織的建立與運作。4.主管領導型態均為文化差異及人格特質影響學習型組織的建立與運作之中介變數。[[abstract]] As the development of the global village has become increasingly sophisticated and mature, export-oriented enterprises gradually began to actively move to other country to build subsidiary companies. However, differences in regions, customs, value and culture lead to management effectiveness gap. Although Senge's concept of the ＂learning organization＂ has been widely accepted by numerous researchers since 1990, most studies have not included elements of cultural differences. Focusing on employees from different countries, this stufy attempts to analyze the impact of cultural differences on learning organization through a questionnaire survey, hoping to fill the gaps of past researches and provide empirical suggestions to enterprises. In this study, 450 questionnaires were distributed to company employees in Taiwan, China and Mongolia. Using SPSS 17.0 as a tool, statistical methods of ANOVA and regression analysis were used to explore the cultural factors on learning organization. The results showed:1. Employees of three companies have significant cultural differences.2. Cultural factors in the three countries do not significantly affect their employees' personality traits.3. Cultural factors, employee personality traits and leadership styles have positive effects on learning organization.4. The leadership is the mediation factor as personality traits and cultural differences affect the learning organization