| DC 欄位 |
值 |
語言 |
| DC.contributor | 人力資源管理研究所 | zh_TW |
| DC.creator | 黃寶嫻 | zh_TW |
| DC.creator | Pao-Hsien Huang | en_US |
| dc.date.accessioned | 2025-3-4T07:39:07Z | |
| dc.date.available | 2025-3-4T07:39:07Z | |
| dc.date.issued | 2025 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:444/thesis/view_etd.asp?URN=111427004 | |
| dc.contributor.department | 人力資源管理研究所 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 環境快速變革、科技日新月異，許多創新技術及新興市場應運而生。為全球企業帶來新的機會，同時也產生前所未有的挑戰。在如此高度競爭的時代背景下，企業必須隨時保持創新，不斷超越自己、追求進步以防被市場淘汰。
創新的驅動力經常源於組織內部的員工。所謂的員工建言行為，是指員工對於組織當前的運作狀況，提出具前瞻性和改善性的積極建議。這樣的行為，是組織公民責任的重要的一環。通過員工的主動建言，可以有效引發組織內部的創新浪潮。這是因為建言來自於那些對企業的日常實務運作有深入了解的員工。他們的反饋和見解，對於組織來說是極其珍貴的，可以使組織及時地做出調整和方向上的修正。本研究旨在探究組織內創新氣候如何影響員工的兩種建言行為：促進性建言與抑制性建言，並進一步分析組織信任作為一個調節變項時，可能會產生的不同效應。
本研究以在臺灣企業任職的員工為主要研究對象，共回收了425份問卷。經資料清理後，共刪除37題重複填答、填答不全及無效數據（非在職員工等），共計388份有效問卷，問卷有效率約為91%。研究結果顯示，組織創新氣候對員工的促進性建言和抑制性建言都有正面影響。此外，組織信任對組織創新氣候在促進性建言方面並無顯著調節效果，而在抑制性建言則產生了正向調節效果。 | zh_TW |
| dc.description.abstract | In an era characterized by rapid environmental changes and constant technological advancements, numerous innovative technologies and emerging markets have emerged. In such a highly competitive landscape, businesses must maintain a culture of innovation, strive for progress, and avoid being phased out by the market.
The driving force behind innovation often stems from internal employees. Employee voice behavior, referring to proactive actions taken by employees to suggest improvements concerning the organization′s current state, is considered a form of organizational citizenship behavior. This behavior effectively stimulates innovation within the organization because it comes from employees who best understand the practical operations of the business. These valuable feedback and opinions enable the organization to promptly make corrections and adjustments.
The objective of this research is to examine the effects of organizational innovation climate on two distinct forms of employee voice behavior: promotive and prohibitive. Additionally, it evaluates the moderating influence of organizational trust. The study targets in-service employees of Taiwanese enterprises, with a total of 425 questionnaires collected and 388 valid responses. The response rate was approximately 91%.
The research results indicate that organizational innovation climate has a positive impact on both promotive and prohibitive voice behaviors among employees. Additionally, organizational trust does not have a significant moderating effect on the relationship between organizational innovation climate and promotive voice behavior, but it does have a positive moderating effect on prohibitive voice behavior. | en_US |
| DC.subject | 組織創新氣候 | zh_TW |
| DC.subject | 員工建言行為 | zh_TW |
| DC.subject | 組織信任 | zh_TW |
| DC.subject | Organizational innovation climate | en_US |
| DC.subject | Employee voice behavior | en_US |
| DC.subject | Organizational trust | en_US |
| DC.title | 組織創新氣候對於員工建言行為之影響 – 以組織信任為調節變項 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |