組織文化、工作滿意度對組織創新影響之研究－以臺灣高科技產業為例

The Employee Relationship of Organizational Culture、Job Satisfaction on Organizational Innovation - An Empirical Study of High Technology Industries in Taiwan

陳欣欣(Sin-Sin Chen)

指導教授 ： 曾信超

共同指導教授 ： 陳彩鳳

長榮大學/管理學院/高階管理碩士在職專班(EMBA)/碩士(2008年)

https://doi.org/10.6833/CJCU.2008.00031

摘要

綜觀今日台灣產業，可發現高科技產業已發展成為產業主流，邇來，政府、民間企業均大力推展組織改革、變革，適當調整組織結構，期能脫胎換骨，提升效能，其中，又以「組織文化」之塑造更是革新成敗之關鍵。Robbins(1994)指出企業組織本身均存有其特質，此種組織所具有之特質，既是組織文化。倘若管理者未正視「組織文化」之形成方向與演進，未來將如朽索御馬，且難以經營管理，此外，亦需注意到員工之自我概念與管理者之間的差距，以避免產生文化價值觀背離的情況。目前台灣高科技產業最須加強的是企業核心競爭力，並致力於人力資源變革及有效運用策略。而提升員工工作滿意度，將可降低企業體經營成本，且又可提高員工工作滿意度，降低人才流動率並強化企業競爭力，更可使員工願意將能力充分發揮進而「創新」。此外，Mayfield (2004)認為，領導者具啟發員工創新之重要地位。因此，本研究乃以組織文化、工作滿意度對組織創新之影響為主題。相信此結論建議將提供「台灣高科技產業」企業體作為參考依據且絕對可以對企業體產生極大之實質幫助。
本研究採問卷調查方式，透過高科技產業員工資料蒐集，以實證本研究之假設並提出適當之建議。最後，本研究得知：（1）高科技產業之組織文化中若存在高正式化程度的氛圍，則有助於增進組織創新能力；（2）領導者應發展合適的組織文化以降低組織創新障礙；（3）持續創新是企業成功的不二法門。

關鍵字

組織文化 ； 工作滿意度 ； 組織創新

並列摘要

Take a comprehensive view of the industry in Taiwan today, we can say that the high-tech industries have become the mainstream industry. Lately, the government, enterprises and private institutions all promote organization development and change strongly. Also, they adjust organization structure appropriately, and hope to enhance effect of the high-tech industries. Among them, forming “organization culture” is the key point to the success or failure of innovation. Robbins (1994) pointed out that all business organizations have their own characteristics, which are their organization culture. If managers did not face formative direction and evolution of “organization culture”, they would not operate their enterprises well. In addition, in order to avoid forcing to face the different organizational values, managers should aware of the different schema between each level. At present, for the high-tech industries in Taiwan, the most important thing to do is to augment their core competences, and endeavor to promote the human resources change and apply strategy effectively. Withal, improving employees’ job satisfaction will be able to reduce the operating costs of enterprises, and it also reduces personnel turnover rate and strengthen the competitiveness of enterprises. More, employees will try the best to do the "innovation." In addition, according to Mayfield (2004), the leader has the important status to stimulate employees’ innovation. Therefore, this study is denominated in the effect of organizational culture and job satisfaction on organizational innovation as the theme. I believe the conclusion of this study will provide “Taiwan's high-tech industries” as a reference and can be a great help definitely.
This study used a questionnaire survey, and collected data through high-tech industry employees to prove the hypothesis and make appropriate recommendations. The conclusions of this study are: (1) the higher formalization exists in the high-tech industries organization culture, the more organizational innovation capability improve, (2) leaders should develop the appropriate organizational culture in order to reduce organizational innovation barriers, (3) sustained innovation is the point of the enterprise success.

並列關鍵字

organization culture ； job satisfaction ； organizational innovation

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