本論文研究探索在有外部資源幫助的內部創新過程中，管理者需調整和注意內部組織文化上的哪些要素，以利於內部創新之成效與產出。研究者透過對相關文獻進行研究，全面了解研究問題，並制定出相應的個案研究框架。選取台灣某公司合作創新專案中某創新團隊作為研究對象，使用訪談、觀察等方式蒐集個案信息，並採用質性個案研究法進行研究。本論文研究發現：在內部創新過程中，影響創新團隊的組織文化及創新行為之最主要因素在於團隊直屬主管；直屬主管對專案團隊支持程度、授權程度、不確定性容忍程度和進展檢視頻繁程度對團隊創新成效有很大影響；為更好地配合外部資源的幫助，直屬主管需在組織內部建立配套的知識管理制度和相應獎勵機制；直屬主管應注重創新團隊各成員企業家精神的保持並在創新決策過程中相信團隊的價值、參考基層員工的意見。在合作創新過程中，創新顧問透過影響組織精神文化進而影響團隊創新行為，最終影響合作創新成效。據此，論文研究提出六點實務建議和兩點後續研究建議，以供未來相關實務領域人員及研究者進行參考。

In this paper, the researcher explores that to contribute the internal innovation outputs, what organizational culture elements should be adjusted in the process of co-creation.
Through the study of relevant literature, the researcher has a comprehensive understanding of the research questions, and develops the corresponding case study framework. An internal innovation team in a co-creation project of a Taiwan corporation is selected as the research object, using interviews, observation and other methods to collect the case information, and the qualitative case study method is used.
The paper shows:
1. In the internal innovation process, the main influencing factor of innovation team’s organizational culture and innovation behavior is the direct leader.
2. The extent to which the manager supports the project team, the degree of authorization, the degree of uncertainty tolerance and the frequency of progress checking have great influence on the team innovation performance.
3. To better cooperate with the help of external resources, the direct leader need to establish a knowledge management system and the corresponding incentive mechanism.
4. The direct leader should pay attention to keep the entrepreneurship of each team member at a high level, believe in the value of the team and listen to the opinions of the staff in the process of innovation decision-making.
5. In the process of collaborative innovation, the innovation consultant influences the team innovation behavior through the influence of the organizational culture, and finally affects the effectiveness of collaborative innovation.
Accordingly, this paper puts forward six practical suggestions and two follow-up research suggestions for future related practitioners and researchers.

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