本文旨在研析組織文化探究的不同觀點與途徑。就統整、分化、零碎三種觀點， 探究組織文化的研究取向與特徵，並由量的研究與質的研究兩種途徑的比較，尋求瞭解組織 文化真貌的探究策略。統整觀點強調組織的和諧與同質性；分化觀點著眼於組織的分離與衝 突現象；零碎觀點則關注組織中的多樣性與變動現象。結合三種觀點的探究，方能較完整地 瞭解複雜的組織文化脈絡。而質的與量的兩種組織文化探究途徑，植基於不同的研究典範， 各具特色，也各有優點與限制，如何尋求調和應用與截長補短之效，以探究組織文化實貌， 乃組織文化研究者力圖突破之方向。 E. H. Schein 提出的臨床研究模式，以及三角測定等 方式，都是結合質與量兩種研究途徑，探討組織文化真相的可行策略。

　　　　　This paper analyzed three perspectives of organizational culture research: the Integration, Differentiation, and Fragmentation views, also, the quantitative and qualitative approaches for studying organizational culture. Organization-wide consensus, consistency, and clarity are the defining characteristics of the Integration perspective. Inconsistency, subcultural consensus, and the relegation of ambiguity to the periphery of subcultures are the defining elements of the Differentiation perspective. Research conducted from a Fragmentation perspective focus on ambiguity, complexity of relationships among manifestations,,and a multiplicity of interpretations that do not coalesce into a stable consensus. It is helpful to use a multiperspective approach to catch organizational culture more fully. Similarly, to combine quantitative methodologies is gaining in understanding organizational culture truth than to and qualitative select the specific techniques. The Clinical Research Model (E. H. Schein, 1992) and triangulation are two examples of the feasible strategies to study organizational culture.