Senge(1990)屸版「第五項修練」一書以來，學習型組織的概念風起雲幼，深獲學術界與實界的重視，並視它為企業競爭優勢的泉源。許多學者研究五項修練的概念內涵、組織學習的方法、以及學習型組織的特性等。然而，究竟有那些日素對形成學習型組織具有助益，有關該課題之文獻資料，則較為不足。 文銁資料顯示個人的認知與行動是無法分割的，夜少有實研顯示，個人對學習組織修練的認知，是否的團體思維，並進而的學習組織的形成。文獻資料均支持較有能的領導人，是否會使該單位形成學習型組織。知識型的服務工作依據服務流程的分開或集中，以及依賴他人程的高或低，有不同的工作類型，但少有實研討探，工作類型與學習型組織特性符合度間之關係。因此，本研究提出相關的研究假設，進行探討。 本研究針對工程顧問業26家公司，90個單位，員工人數3413人進行問卷調查(有效問卷1599份)。經因素分析、信度分析、相關係數分析以及階層式迴歸分析所做的研究結果顯示，單位成員對學習型組織修練(系統思考概念)的認知程度、具有工作效能符合學習型組織特性的程度之，具有正相關。本研結果能為企業在辦理員工教育訓練、遴選單位主管以及導入學習型組織等方面，提供正面思考方向，做為具體實施之參考。

“The Fifth Discipline”, proposed by Senge (1990) has generated a great deal of enthusiastic responses and much support from academic circles. Management views learning organization as the source of enterprising competitive advantage. A number of researchers have expressed their interests in studying factors affecting the formation of learning organization. However, there is few empirical bases to answer this research question. Past research has indicated that an individual’s cognition and action is indivisible, but few empirical studies have examined that the individual’s cognition of five disciplines would affect group thinking and the formation of learning organization. In general, past research supported the basis of effective leaders, favoring the leadership with high work performance or high group maintenance. Nonetheless, there are few empirical bases that validate the assertion that relatively effective leaders could promote their units to form a learning organization. Due to the gradient of concentration of a service’s flow chart, and the varying degrees of dependency, there are different types of knowledge-based services. However, there is a lack of empirical research with respect to the relationship between different types of knowledge based services and the extent of learning organization properties. Hence, relevant hypotheses are proposed in this study. One thousand five hundred and ninety nine (1,599) effective questionnaires taken from 3,413 employees surveyed form 90 units of 26 difference engineering consulting companies are used in this study. Results showed that the employee’s fifth discipline (the concept of system thinking) with respect to learning organization, the task oriented leadership emphasizing work performance, and the relationship oriented leadership emphasizing group maintenance, are positively correlated with the extend of learning organization property. Hypotheses were partially supported. In conclusion, managers can employ insights offered form this study as a helpful guideline with respect to positive thinking, and as an appropriate implementation reference for training employees, screening leadership candidates, and facilitating the implementation of learning organization.