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題名：組織變革之複雜性與非平衡性之研究－組織熱力學演繹與個案實證
作者：李福文
作者(外文)：LEE, WHO-WOON
校院名稱：國立臺北大學
系所名稱：企業管理學系
指導教授：黃營杉
學位類別：博士
出版日期：2005
主題關鍵詞：非平衡熱力學；耗散結構；總熵變；熵流；熵產生；non-equilibrium thermodynamics；dissipative structure；total entropy change；entropy flow；entropy production
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本研究主要的目的在於探索並發展出一套組織變革的基礎理論，以解答組織變遷演化的一些『為什麼』、『是什麼』及『何時』的問題，並克服近二十餘年來在此議題研究所呈現的分岐主張及類比引用熱力學術語所產生的混淆意義。通過對於熱力學、流體力學及組織行為與發展文獻的回顧與現象的比對，組織變革與自然非平衡熱力學系統的變遷演化機制頗具共通性。據此，本研究乃沿襲著近160年歷史廣義熱力學完全發展的路徑，從宇稱的守定律出發，植入組織力與流的概念，進行流體力學微分方程式的推演而獲得了與普利高津『耗散結構』理論同構的總熵變數學模式。藉此新創理論，趨動組織變革的一些關鍵性動態指標及變數如自由能、總熵變、熵流、熵產生及組織溫度，將有明確而可操作的定義。在實務的應用上它可以用來作為組織變革自我診斷與分析的工具，據以判斷組織應變的方向及所能容許變革的時間。在學術研究方面，它提供了多元完形研究組織變革的新途徑以及組織健康度與績效演化的檢測方法。根據此演繹理論的架構，選擇一具有長久歷史的個案作此熱力學理論模式的分析，以解讀本理論以上的應用性及可說明性，並作為後續研究的典範。
Purpose of this research are to explore and develop a generic theory of organizational change to answer those “why”, “what” and “when” questions adhered with subjects of organization change and evolution and to overcome those diversed arguments on subject research in past twenty or more years and the confused meaning in analogue use of thermodynamic terminologies. Through literature reviews on Thermodynamics, Fluid Dynamics, Organization Behavior and Development, some commonalities of change and evolutionary mechanism have been identified. Along with the route of theory development on grand thermodynamics derived since 1850’s, and starting from the universal law of conservation with concepts implanted with organizational forces and flows, a partial differential equation based on organizational assets and capitals has been constructed and deductive to herein defined Organizational Thermodynamic Theory which has exact same theory structure as Prigogine’s Dissipative Structure Theory. By use of this newly developed theory some key variables and indicators driving organization change like “free energy”, “total entropy” change, “entropy flow”, “entropy production” and organization “temperature” have been specifically and operatably defined. In practice, this theory can be applied by business organizations as a diagnostic and analysis tool for judging its direction on adaptive change and time span tolerance for change. In scholar or academic research, this theory can provide a new route for plural and gestalt research on organization change and a new method to detect organizational health and performance evolution. Based on the framework of this deductive theory, a typical case with long historical operation has been selected for this theoretical analysis to interpret the applicatability and accountability of this innovational theory which would provide a new paradigm for future research on organizational change.
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