轉換型領導、組織認同與創新行為之研究-以服務氣候為調節變項

A study of relationship among transformational leadership, organizational identification and innovative behavior-The moderator of service climate

林慧如(Hui-Ju Lin)

指導教授 ： 黃良志

國立中正大學/社會科學院/勞工關係學研究所/碩士(2014年)

摘要

現今知識經濟與網路社會快速發展，研發創新已成為提升競爭力的關鍵。政府部門不能自外於這潮流，故步自封，行政院研考會（現更名為國家發展委員會）為推動各機關研發創新服務，引導各機關能有更優質的為民服務觀念及作法，積極辦理各種服務競賽與評獎模式，激勵公務員勇於研發創新，帶動服務的改造與提昇。其中之「政府服務品質獎」是政府機關推動服務品質的最高榮譽，藉由參加競賽，鼓勵各機關進行服務項目及提供服務方式的總體檢，開發更有創意的服務作為，然而在科層體制下，公務員大多保守，若非主管交辦則有多做多錯、少做少錯、不做不錯的觀念，在何種情形下能激發公務員之創新能量，實屬有價值的探討。
本研究以「政府服務品質獎－第一線服務機關」得獎單位為研究對象，探究其轉換型領導、組織認同、服務氣候及創新行為之間的關係。藉由問卷調查法，共發放1,325份問卷，回收有效問卷計494份，有效回收率約37%。經由描述性統計、驗證性因素分析、信度分析及複迴歸分析等工具進行分析，得出以下結果：
一、轉換型領導對組織認同具有顯著正向影響。
二、轉換型領導對創新行為具有顯著正向影響。
三、組織認同對創新行為具有顯著正向影響。
四、組織認同對轉換型領導與創新行為具有部分中介效果。
五、服務氣候對組織認同與創新行為具有正向調節效果。
依據研究結果，提出具體研究結論與建議供公部門管理與後續研究之參考。

關鍵字

服務氣候 ； 組織認同 ； 轉換型領導 ； 創新行為

並列摘要

In a highly networked and interconnected world, innovation is a key contributor to national growth. The trend puts government under pressure to the need for public sector innovation. The National Development Council (formerly known as Research, Development, and Evaluation Commission, Executive Yuan) has accelerated the trend by organizing a wide range of quality service awards, and evaluating public service performances, which aim to set up quality service benchmarks and encourage agencies to follow the benchmarks.
Among all the awards, the Executive Yuan Quality Service Award is the most prestigious recognition of excellence in public service. Through the competition, the award rewards the creative achievements and contributions of public service institutions that lead to a more innovative, flexible, and responsive public administration. However, the new attempt faces a major challenge as public sector organizations are considered conservative and bureaucratic. The static environment within the public sectors discourages civil servants from experimenting and taking risks in applying new ideas. How civil servants can innovate is an issue worthy of discussion.
This study focused on award-winning First-Line Service Agencies and explored the correlations among transformational leadership, organizational identification, innovative behavior and service climate. Of the 1,325 questionnaires that were sent out, 494 replies were received (37%). Data analysis using descriptive statistics, confirmatory factor analysis, reliability analysis, and multiple regression analysis resulted in several findings:
1.Transformational leadership has a significantly positive effect on organizational identification.
2.Transformational leadership has a significantly positive effect on innovative behavior.
3.Organizational identification has a significantly positive effect on innovative behavior.
4.Organizational identification partially mediates the effect of innovative behavior.
5.Service climate has a significantly moderating effect on innovative behavior.
Based on the research results, the concrete conclusions and suggestions will provide for govermment and further study as the references.

並列關鍵字

Innovative behavior ； Organizational identification ； Transformational leadership ； Service climate

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