本研究透過個案研究的方式，探討主管的領導行為對員工創新行為與工作 績效的影響，希望瞭解能提升員工創新行為與良好工作績效的領導風格，進而 能對遊戲產業指出更適切的領導或管理方式，得以讓員工潛能力更有效的被激 發或展現。藉由本研究與實務工作案例相互應證，發現權威式的領導僅能短暫 改善組織績效;參與式與轉換式領導輔以高關懷，能穩定員工情緒、提升向心 力並達成績效目標，讓員工能安心、持續並積極投入工作中。;Mobile game industry is one of the most innovative and thriving industries in this decade. Users’ experiences, innovations and entertaining are three pillars of making successful or profitable games. Therefore, employees’ degree of creativities and innovative behaviors known as two of the most important assets of mobile game companies.
This research aims to explore relationships between managers’ leadership styles, employees’ innovative behaviors and performances. By doing so, better leadership style and management methods for this specific industry could be defined and potentials of employees could be inspired. By doing case studies, this research’s findings include: (1) Authoritarian Leadership could improve performances only for the short-term. (2) Participative and Transformational Leadership are able to stabilize employees’ emotions, have long lasting effectiveness to improve performances and achieve goals set by companies in this industry. Moreover, employees are more likely to immerse in given tasks with great ambition.
