台灣的企業多以中小規模為主要發展型態，對於發展員工教育訓練活動有其先天上的門檻與限制，有鑑於此，組織聯合舉辦教育訓練，可透過組織間社會資本的運用，使企業的聯合教育訓練活動獲得單一團體所無法完全擁有的資源。故本研究針對有舉行聯合教育訓練企業之聯訓負責人為研究對象，採問卷調查方式進行，共回收有效樣本64份，以階層迴歸方法探討組織間社會資本與聯合教育訓練績效之關係，並以高階主管的支持程度作為中介變項，檢視其三者之關係。

研究結果發現，組織間的社會資本與聯合教育訓練績效呈現部分正向關係；組織間的社會資本與聯合教育訓練績效，以高階主管的支持程度為中介變項也呈現部分顯著的正向結果。本研究的結果能提供實務上的建議並有助於企業了解聯合教育訓練成敗之影響因素。

Many enterprises in Taiwan are in the medium or small.It is thus very common for them to have threshold and restriction in developing staff's education and training activities. In view of this, through the application of social capital, the organization that holds education and training activities together can get resources that is unreachable for a signal union.
This study conducts research on people in charge of co-training activities and employs the investigation survey method in the questionnaire. Totally sixty-four effective samples are collected.
This study uses hierarchical multiple regression to examine the relationships among the social capital and co-training performance and take the degree of top managers support as the mediating role.
From the statistical analysis result, we found that the relationship between social capital and co-training performance is partly positive. The mediating role of the degree of top managers support is also partly positive with co-training performance.
Finally,The result of this study could provide the suggestion on the practice and help enterprises to understand the key sucessful factor of co-training.

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一、中文部分

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36. 賴碧瑤 (民91)，社會資本、智慧資本和財務資本對於業務人員的業務效能之影響－以藥品行銷為例，東海大學管理碩士學程在職進修專班碩士論文。
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