在當今破壞性創新的背景下，渴望保持競爭力的學術組織必須改變和調動可用於創造性勞動力和創新過程的資源。許多作者認為設計思考是解決問題和促進創新的有效方法，然而，迄今為止對設計思考應用的研究多數仍集中在商業世界。本研究延伸了以往的設計思考理論，探討台灣高等教育背景下的內部創業的可能，並且指出設計思考對高等教育的組織文化以及對組織裡的個人思維與行為產生影響，更進一步總結設計思考是高等教育組織新創持續的動力。
本文的重要貢獻是提出一個關於影響高等教育內部創新的三個變革要素的原始框架：人員、授權和機制。此研究框架透過實務導向的研究方法以及設計思考的現場檢視，統整一系列的高等教育行政計畫的工作成果，總結設計思考影響組織新創，並賦予員工權力訂定合理決策以實現目標。

In current context of disruptive innovation, academic organizations aspiring to maintain their competitiveness must transform and mobilize resources available for creative workforce and innovative process. Many authors have suggested design thinking as an effective approach to problem-solving and stimulating innovation. Nevertheless, the research into the application of design thinking has so far concentrated mostly on business world. Looking into the rising culture of intrapreneurship in Taiwan’s higher education context, this thesis research aims at filling the gap. This thesis research, thus, extends previous theories of design thinking approach by recognizing the influence of design thinking to affect the organizational culture and the thinking and behavior of individuals and concluded that design thinking is the driving force for intrapreneurship to sustain in higher education.
A significant contribution of this dissertation is to propose an original framework on three components for change to influence intrapreneurship in higher education: people, permission and protocols. The proposed framework was supported by the practice in Design thinking facilitation and the practice-based design research with an intention to solve real world problems. From a series of trials before integrating intrapreneurship into the administrative practice in higher education, this study concludes the effect of design thinking on stimulating innovation in organizations and empowering employees to make sound decisions, accomplish goals, and work productively.