本研究運用組織調適理論與資源基礎的觀點，探討影響臺灣地區人壽保險公司在策略群組間移動的因素，期望對於策略群組的理論有所貢獻。
策略群組歸屬的變化與穩定分析為本研究理論上最重要之特色，為建構本研究所主張之群組歸屬之變化與穩定程度並提出相關假設，除透過文獻研究外，且經由實務個案之觀察與訪談，將二者之推論加以綜合以形成研究假設。
為驗證假說與推論，本研究選取人壽保險公司在過去四十年間的策略變化作為策略群組歸屬與穩定程度的實證對象，共收集到90份樣本，作為進行相關統計分析推論之依據。由於此產業在台灣的歷史悠久，且在此期間有分階段的市場開放，可以完整切割產業期間，適合本研究之進行。根據實證結果發現，本研究所提出的三個主假設中，資源與組織壓力獲得支持，組織慣性未獲支持。
由於本研究對影響策略群組穩定程度的分析涵蓋資源基礎組織調適理論與組織慣性理論，因此欲瞭解不同理論構念對於策略群組的穩定程度的解釋能力如何，本研究進一步彙整比較不同模型的McFadden R2。
研究結果顯示，整體而言，除了組織慣性之外，其餘不論是由資源基礎或組織調適理論之觀點對策略群組穩定程度之解釋力皆具有相當之水準，表示此兩種理論於探討影響策略群組的穩定程度之因素有同等之重要性。這項結果亦說明傳統上由資源基礎的觀點解釋群組的穩定，學者傾向於觀察公司所具有的「資源」，其實應與「組織壓力」相互呼應。

關鍵字：人壽保險業、資源基礎觀點、組織調適、組織壓力、組織慣性、策略群組之歸屬、策略群組之穩定程度

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