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  • 學位論文

創造力人格、組織創新氣候與工作投入之關聯性研究─台灣高科技產業之例證

A Research of the Relevance among Creative Personality,Organizational Innovative Climate and Job Involvement─ An Example of the High Technology Industry in Taiwan

指導教授 : 劉興郁
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摘要


隨著環境快速變動、產品生命週期短的產業特質,常使得置身於高科技產業中的企業必須具備更快速的因應能力,方能在競爭激烈的環境中生存。因此,需要找尋具有創新思維的創造力人才進行突破創新,才能維持競爭環境之優勢。由於創造力研究領域非常廣泛,並且可以從不同的觀點加以探討。本研究針對創造力之個人(人格特質)與環境(組織創新氣候)進行探討,研究之目的除了探討高科技產業之創造力人格與組織創新氣候影響外,主要在發展一個理論架構,說明與工作投入之影響程度。在研究設計上,本文係以台灣高科技產業為問卷調查的對象,將所蒐集的資料進行探索性分析檢定。本文所提出之量測模式,並以迴歸分析檢定研究假說,結果得到之實證結論為: 一、創造力人格對組織創新氣候有顯著正向影響,獲得部份之成立。其中創造力人格之「積極求知性」與「原創與挑戰性」構面皆正向影響組織創新氣候之「組織支持」。而創造力人格各構面皆正向影響組織創新氣候之「挑戰與自主性」。此外,僅創造力人格之「精幹性」無影響組織創新氣候之「工作團隊支持」,其餘皆正向顯著影響。 二、組織創新氣候對工作投入有顯著正向影響,獲得部份之成立。其中除了組織創新氣候之「工作團隊支持」無影響外,組織創新氣候之「組織支持」與「挑戰與自主性」皆對「工作投入」有正向顯著影響。 三、創造力人格對工作投入有顯著正向影響,獲得成立。創造力人格之各購面皆對「工作投入」有正向顯著影響。 四、創造力人格會經由組織創新氣候之中介對工作投入產生影響,獲得部份之成立。創造力人格之「積極求知性」、「原創與挑戰性」會經由組織創新氣候之「組織支持」與「挑戰與自主性」之中介對「工作投入」產生影響。其次,創造力人格之「精幹性」會經由組織創新氣候之「挑戰與自主性」之中介對「工作投入」產生影響。

並列摘要


As rapidly changing environment and short product life-cycle became the characteristics of the high-tech industry requires enterprises to respond rapidly in order to survive in fierce competition. Under this circumstance, competitive advantages can only be achieved by creative innovation of great talents with forward thinking. The researches on creativity are extended and to various aspects such as on creative individual (personality) and environment (organizational Innovative Climate) which leads to explore the influence of high-tech industry’s “organizational Innovative Climate” on “creative personality”, and its influences on developing a theory frame to illustrate the impact of “job involvement”. As for the research design, this paper takes domestic based high-tech industry as the samples for conducting this questionnaire survey. According to the measurement model proposed in this survey, the conclusions passed by regression test as follows: First, it is partially validated that creative personality has a positive impact on the organizational Innovative Climate. “Active and eager to know” and “challenging and innovative” both creates a positive affect on “organization support.” All aspects of the creative characteristics have a positively affect “challenging and independent” and “organization innovation climate”. More over, “Competent” of the creative personality shows no affect to “organization innovation climate” and to “work teams supports” where “competent” shows positive affect in the rest of the aspects. Second, it is partially validated that “organizational Innovative Climate” has a significant and positive effect on “job involvement”. Except for “work group support”, “organizational Support” and “challenging and independent” shows a positive impact on “job involvement”. Third, it is validated that “creative personality” has a significant and positive impact on “job involvement”. All aspects of “creative personality” have a significant and positive impact on “job involvement”. Fourth, it is partially invalidated that creative personality affects job involvement through organizational Innovative Climate.“Challenging and Innovative” affects “job involvement” through “organization support” and “challenging and independent” as to “organizational Innovative Climate”. “Competent” belonging to “creative personality” indirectly affects “job involvement” through “challenging and independent” as to “organizational Innovative Climate”.

參考文獻


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被引用紀錄


張毓欣(2012)。青少年流行文化與創造性人格之相關研究〔碩士論文,國立臺灣師範大學〕。華藝線上圖書館。https://www.airitilibrary.com/Article/Detail?DocID=U0021-1610201315274377
於群如(2014)。以平衡計分卡的觀點 探討資訊服務業之競爭優勢關鍵內涵〔碩士論文,朝陽科技大學〕。華藝線上圖書館。https://www.airitilibrary.com/Article/Detail?DocID=U0078-2611201410190498

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