大陸台商於長江三角與珠江三角等地長期發展與深耕，然而，亦必須持續的面對動態市場競爭。在資源基礎論的觀點下，人力資本的發展與培養可提供組織競爭必要的關鍵資源。而動態競爭論提供組織於動態市場中生存之觀點，即為持續建立組織動態能耐。本研究採用以上兩個主要的理論觀點，發展核心的理論模式，認為人力資源發展程度，將正向影響組織動態能耐的建立。而動態能耐之建立，將正向影響組織競爭優勢。在此假設下，人力資源發展將透過動態能耐之完全中介效果，間接影響組織競爭優勢。
本研究以長江三角與珠江三角等地之大陸台商企業做為抽樣樣本來源，調查各企業之高階經理人對於企業人力資源發展、動態能耐及競爭優勢之主觀意見。本研究有效樣本計有179份前測樣本與154份正式施測樣本。分析結果顯示，人力資源發展對於動態能耐之直接影響、動態能耐對於競爭優勢之直接影響，以及人力資源發展對於競爭優勢之間接影響皆獲得支持。本研究亦針對研究發現進行相關的討論與建議。

The resource-based school believes that the development and cultivation of human capital could supply the needed resource to maintain organizational competitiveness. According to the resource-based school, the most important issue for companies in dynamic competition is to improve and develop organizational competitiveness continually. This paper is to integrate the resource-based theory and dynamic competitive theory and to development core theoretical model, human resource level going to positive effect the construction of organizational dynamic capability. The building of organizational dynamic capability leads to organizational competitive advantage. Under this hypothesis, human resource development going to indirect related to organizational competitive advantage by the effect of mediator dynamic capability.

This paper surveys Taiwan business located in the Yangtze River Delta of eastern China and the Greater Pearl River Delta of southern China, to survey the high level managers of their subjective opinions toward corporate human resource development, dynamic capability and organizational competitive advantage. There are 179 valid samples in pretest and 154 valid samples in formal test. The conclusion based on data analysis had supported the research hypotheses that HRD was positively related to organizational dynamic capability, organizational dynamic capability as also positively related to organizational competitive advantage, and HRD was indirectly positively related to organizational competitive advantage. The academic and practical implications had been issued in the study.

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