本研究旨在探討企業推行行動學習之可行性。行動學習乃是以個人或組織在真實世界中解決所遇到之問題或計劃方案為學習方式；在問題解決過程中，由一群成員組成行動學習小組，小組成員運用集體智慧並彼此信賴，透過不斷詢問以及反思，並加以實際行動，解決個人或組織所遇到的實際問題，而小組成員也因此得到學習的經驗。本研究採文獻分析法與問卷調查法，以了解企業對行動學習基本概念與行動學習模式各階段可行性之同意程度，並以天下雜誌2005年所調查的500大服務業為抽樣母體，共寄出217份問卷，共計回收有效問卷105份。所得資料以描述性統計分析、單一樣本T檢定、獨立樣本T檢定、單因子變異數分析、Tukey多重比較等統計方法加以分析。本研究之結論如下：
一、企業人力資源部門接受且認同行動學習的基本概念，並且認為組織應有一套發展個人學習與組織學習的方法，藉由實際問題解決的過程，從中反思、詢問，且與他人共同合作來獲得學習的目的。
二、企業人力資源部門接受且認同行動學習模式的可行性，而行動學習模式中系統性的階段包括發覺並分析問題、組成行動學習小組、導入促進者、進行反思與詢問、執行實際行動、診視學習過程等階段。
三、不同背景變項對行動學習基本概念的意見大致上一致，且對於行動學習模式各階段可行性的看法亦大致相同；然而行動學習並非適用於所有企業，故企業在推行行動學習前仍須考慮企業本身情況以評估是否可行。

The study was to explore the basic conception of action learning ,and the feasibility of action learning model in enterprise. Action learning was the way to solve the problem that individuals or organizations met in praticial situations. Action learning involved a group of people (call a set) working together for a concentrated period of time. Set members pooled their wisdom, trusted each other, questioning and reflection within themselves, and solving the practical problems which individual or organization met. Finally, the members got learning experience. Based on literature analysis and questionnaire survey, the researcher developed the fundamental requirement for the implementation of action learning in enterprise.
The subjects of the study were collected from the Top 500 Taiwan enterprises which were ranked by Commonwealth Magazine in 2005. 217 companies were selected randomly and the questionnaire respondent were the people who worked in human resource department. The data were analyzed by descriptive statistic method, one-sample T test, independent-samples T test, one-way ANOVA, and Tukey multiple comparison method. The conclusions of the study were listed as follows:
1.Human resource department of enterprise accepted and approved the basic conception of action learning, and thought the organization should have a method to develop individual or organization learning. Individual or organization will obtain the purpose of learning by the process of sloving with the praticial problems, reflecting, questioning, and cooperate with others.
2.Human resource department of enterprise accepted and approved the feasibility of action learning model. The systemic stages of the model were included as follows: (1)discovering and analysing the problems; (2)forming a set (group); (3)recommending a facilitator; (4)reflecting and questioning; (5)carrying out real action; (6)examining the learning process.
3.Different backgrounds had consistent opinion regarding the basic conception of action learning and the feasibility of action learning model. It was not appropriate for all enterprises to use action learning. The enterprises must assess the feasibility before implementing action learning.

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二、英文部分
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