博碩士論文 91421002 詳細資訊




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姓名 王維銘(Wei-Ming Wang)  查詢紙本館藏   畢業系所 企業管理學系
論文名稱 組織創新氣候與個人創新行為關係之研究
(Research on organizational innovative climate and individual innovative behavior)
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摘要(中) 面對環境快速變動、產品生命週期縮短,加上資訊科技快速發展、網際網路的普及,全球化的競爭越演越烈。企業要想建立持久性的競爭優勢,必須要不斷地創新,才能防止競爭者的模仿並維持長久的競爭優勢。無論是哪種創新活動,最原始的創新構想,都是從員工身上得來的。所以組織創新的第一步,就是要先有創新的員工,才會有各種創新的競爭優勢。過去對於創新在個人層面上的研究,學者都將重點放在員工的個人創造力,但個人創造力只是個人『創新行為』的其中一個構面而已(Kleysen & Street , 2001)。
過去在創新行為的研究上,大多是針對創新行為的其中一個構面,或是檢測單一變數對於創新行為的影響,很少對於創新行為有較完整的研究。整理過去的文獻,員工個人的創新行為,會受到組織氣候、人際互動品質、主管期望、以及員工個人的問題解決風格等因素所影響。
本研究整合過去的文獻,使用結構方程式模型同時測試人際互動品質、主管對部屬的角色期望、個人問題解決類型等變數,對個人創新行為的直接影響以及透過組織創新氣候對於個人創新行為間接影響,並檢測工作例行性對於這些影響是否具有干擾效果。並以台灣地區研發人員為研究對象,以問卷方式進行實證分析,總共寄出300份問卷回收有效樣本202份,有效問卷回收率60.57%。
實證分析結果顯示,個人對組織創新氣候的知覺程度與個人的創新行為有正向關係,但工作例行性對於之間的關係沒有干擾效果。主管與部屬的互動品質、團隊成員互動的品質、以及主管期望部屬創新的程度與個人對組織創新氣候的知覺程度有正向關係。這也表示個人會透過對組織創新氣候的知覺間接影響個人的創新行為。在個人的人際互動品質上,只有團隊成員互動的品質與個人創新行為有正向關係,主管與部屬的互動品質與部屬的個人創新行為則沒有顯著的關係;而主管期望部屬創新的程度與個人的創新行為都有正向關係。工作例行性會干擾主管期望部屬創新的程度與部屬個人的創新行為之間的關係。在個人的問題解決風格上,只有直覺型的問題解決風格與個人創新行為有正向關係,系統型的問題解決風格對於個人創新行為則沒有顯著的影響。
摘要(英) 省略
關鍵字(中) ★ 線性結構關係模式
★ 組織創新氣候
★ 個人創新行為
關鍵字(英) ★ innovative behavior
★ LISREL
★ innovative climate
論文目次 目錄
第一章 緒論
第一節 研究動機……………………………………………………………..…1
第二節 研究目的……………………………………………………………..…3
第三節 研究流程……………………………………………………………..…4
第二章 文獻探討
第一節 創新行為……………………………………………………………..…5
第二節 組織創新氣候…………………………………………………………13
第三節 角色期望………………………………………………………………21
第四節 人際互動品質…………………………………………………………26
第五節 問題解決風格…………………………………………………………31
第六節 工作例行性……………………………………………………………36
第七節 個案研究………………………………………………………………38
第三章 研究設計
第一節 研究架構………………………………………………………………39
第二節 變數定義與衡量………………………………………………………40
第三節 研究假設………………………………………………………………45
第四節 研究對象宇問卷回收…………………………………………………49
第五節 資料分析方法…………………………………………………………50
第六節 信度與效度……………………………………………………………52
第四章 研究結果
第一節 問卷回收的敘述統計分析……………………………………………54
第二節 相關分析………………………………………………………………56
第三節 線性結構關係模式分析………………………………………………58
第四節 工作例行性的干擾效果………………………………………………62
第五節 本章結論……………………………………………………………....64
第五章 產業變動性、公司規模、人口統計變數…………………………………65
第六章 結論與建議
第一節 研究結論………………………………………………………………68
第二節 研究貢獻…………………………………………………...………….71
第三節 研究限制………………………………………………………………73
第四節 後續研究建議………………………………………………………....74
參考文獻………………………………………………………………………….….75
附錄一:個案訪談……………………………………………………………….….87
附錄二:問卷…………………………………………………………………….….93
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指導教授 林明杰(Ming-Jei Lin) 審核日期 2004-7-1
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