博碩士論文 104487001 詳細資訊




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姓名 蔡宏基(Hung-Ji Tsai)  查詢紙本館藏   畢業系所 人力資源管理研究所
論文名稱
(When will curious employees become more creative? The moderating effects of contextual factors on the relationship between employee curiosity and employee creativity)
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檔案 [Endnote RIS 格式]    [Bibtex 格式]    [相關文章]   [文章引用]   [完整記錄]   [館藏目錄]   至系統瀏覽論文 (2027-7-1以後開放)
摘要(中) 本研究以自我決定論(Self-determination theory)及個人創造力的互動模型(Interactionist model of individual creativity)為依據,探究員工好奇心與創造力兩者之間的關聯,同時針對主管的轉換型領導、同仁支持創造力的氛圍及知覺人力資源措施對於員工好奇心與員工創造力兩者之間關係進行深入研究。本研究針對106個研究與發展團隊的417位成員採取兩階段時點的問卷調查方式進行資料蒐集,並以階層線性模式(HLM) 分析相關數據。本研究發現,轉換型領導調節了好奇心與創造力兩者之間的關係。依據研究結果,本研究提出理論與管理實務意涵,並提供未來研究的建議。
摘要(英) By applying the interactionist model of individual creativity and self-determination theory, the present study investigated the moderating effect of various team level and individual level contextual factors, such as climate of coworker support, transformational leadership and human resource practices, on the relationship between employee curiosity and employee creativity. Data were collected from 417 team members of 106 research and development teams in two-time waves and analyzed using hierarchical linear modeling (HLM). Consistent with self-determination theory and the interactionist model of individual creativity, the results reveal that transformational leadership has moderation effect on the relationship between employee curiosity and employee creativity. Important theoretical and managerial implications are discussed.
關鍵字(中) ★ 員工好奇心
★ 員工創造力
★ 轉換型領導力
★ 同事支持氣候
★ 自我決定理論
★ 個人創造力的互動模型
★ 階層線性模型
關鍵字(英) ★ Employee curiosity
★ Employee creativity
★ Transformational leadership,
★ Climate of coworker support for creativity
★ Self-determination theory
★ Interactionist model of individual creativity,
★ hierarchical linear modeling (HLM)
論文目次 Contents
Abstract i
摘要 ii
誌謝 iii
1. Introduction 1
2. Literature Review and Hypotheses Development 6
2.1 Employee Curiosity and Employee Creativity 6
2.1.1 Employee Curiosity 6
2.1.2 Effect of Employee Curiosity on Employee Creativity 8
2.2 Effects of Contextual Factors on Employee Creativity 11
2.2.1 Moderating Effect of Climate of Coworker Support for Creativity 12
2.2.2 Moderating Effect of Transformational Leadership 14
2.2.3 Moderating Effect of Perception of HR Practice 15
3. Method 22
3.1 Participants and Procedures 22
3.2 Measures 25
3.3. Data Aggregation 28
4. Result 30
4.1 Confirmatory Factor Analysis 30
4.2 Descriptive Statistics 30
4.3 Hypothesis Testing 34
5. Discussion 40
5.1 Theoretical Implications 40
5.2 Managerial Implications 45
5.3 Limitations and Future Research Directions 48
5.3.1 Suggestions for Future Research Directions from Limitations 48
5.3.2. Suggestions for Future Research Directions from the Findings 49
Reference 52
Appendix: Questionnaire Measurement Scales 67
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指導教授 王群孝(Chun-Hsiao Wang) 審核日期 2022-7-7
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