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第三節 後續研究建議
一、本研究主題圍繞著專案型組織文化的類型、轉型過程與內涵，其文化類型與 變革學說有非常多類型的討論，本研究是依據 Quinn 和 Caremon 所提出的競值 架構與其衍生之專案型組織文化情境配適表作為討論。未來，後續研究者可依據 此專案型組織文化配適表進行分析、討論、延伸與完善，並對「家族型文化」為 三類專案型組織配適文化之基礎元素作進一步驗證。
二、本研究將專案型組織文化轉型分為一個前置步驟「文化配適」，與三個執行 階段「造勢、除舊佈新、新文化定型」。為本研究者依據文獻探討與個案研究統 整出之模式。建議後續研究者，可以進行模式部分修改或擴大，以更多元、更周 延的角度來看組織文化轉型議題。
三、本研究是由日本企業參訪以及文獻挖掘過程中，所挑選具專案型組織文化轉 型代表性的企業，將兩家現代日本與美國企業之文化轉型過程進行分析與整理，
其變革結果成功與否都有待後續觀察與研究，但是這些轉型經驗啟發了本研究的 研究結論與模式建構。至於轉型的結果和企業績效是否有正相關的影響，例如：
稅後純益率、股價表現、市場佔有率、股東權益率等，都有賴於後續研究者的修 正與討論。
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