領導行為、員工創新行為及績效表現關聯性之個案探討

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姓名

陳人豪(Jen Hao Chen) 查詢紙本館藏

畢業系所

人力資源管理研究所在職專班

論文名稱

領導行為、員工創新行為及績效表現關聯性之個案探討
(Cases Study of Leadership Behaviors, Innovative Behaviors and Employees’ Performance)

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摘要(中)

手機遊戲是近十年來蓬勃發展的新興產業，遊戲的創意、樂趣和玩家的體
驗感受是遊戲是否成功或獲利的關鍵，因此員工的創造力或創新能力被認為是
公司最重要的資產或要素。

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。

摘要(英)

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.

關鍵字(中)

★ 手機遊戲
★ 領導行為
★ 員工創新行為
★ 績效表現

關鍵字(英)

★ mobile games
★ leadership behaviors
★ innovative behaviors
★ performance

論文目次

中文摘要.............................................................................ii ABSTRACT........................................................................iii
致謝..................................................................................iv
目錄...................................................................................v
圖目錄...............................................................................vi
表目錄..............................................................................vii
第一章緒論 ..................................................................................................... 1
第一節研究背景與動機......................................................................................1
第二節研究目的................................................................................................2 第二章文獻探討............................................................................................... 3 第一節領導之探討............................................................................................ 3 第二節領導與員工績效之探討........................................................................... 7 第三章個案分析.............................................................................................. 10 第一節個案 A—高壓、權威式領導.....................................................................10 第二節個案 B—領導翻轉客服主管與產品經理間之程序與利益衝突 .................... 13 第三節個案 C—團隊領導之壓力轉換個案剖析 .................................................. 17
第四章研究結論 ............................................................................................. 20
第一節個案統整分析........................................................................................20
第二節管理意涵...............................................................................................22
第三節研究限制.............................................................................................. 23 參考資料 ........................................................................................................ 24

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指導教授

房美玉(Meiyu Fang)

審核日期

2021-8-2

推文