金融銀行業中領導風格對行員創新行為之影響-以心理安全感為中介變數

隨著科技不斷的進步，創新儼然成為企業因應新環境的不二法門。此外，行政院主計處統計資料顯示金融服務業對台灣產值具有重要的影響性。因此，本研究將以金融銀行業之行員為研究對象，透過問卷調查的方式，探討專制型領導、民主型領導以及放任型領導對行員創新行為之影響，藉此瞭解三大領導風格對於行員創新行為是否具有不同程度的影響，並研究行員之心理安全感是否具有中介效果。根據本研究分析結果指出: 首先，專制型領導對於行員之心理安全感及創新行為皆具有負向顯著之影響；反之，民主型領導與放任型領導則對於行員之心理安全感及創新行為皆具有正向顯著之影響，其中以民主型領導最為顯著；再者，領導風格、心理安全感與行員創新行為之間也具有相互正向之影響；最後，心理安全感在專制型領導與行員創新行為間不具中介效果，在民主型領導與行員創新行為間具有完全中介效果，而在放任型領導與行員創新行為間則具有部分中介效果。本研究希望透過研究發現與建議給予銀行業主管在「育才」方面有更具實證的參考及依據，針對領導方式進行調整，促進銀行內部整體之創新進而增加企業之競爭力

關鍵字

領導風格；專制型領導；民主型領導；放任型領導；心理安全感；行員創新行為；服務創新行為

並列摘要

With the continuous advancement of technology, innovation has become the key way for companies to cope with the new environment. In addition, Directorate General of Budget, Accounting and Statistics, Executive Yuan, R.O.C. indicated that the financial services industry has a significant impact on Taiwan's output value. Therefore, this study will investigate the influence of authoritarian leadership, democratic leadership, and laissez-faire leadership on the employees’ innovation behaviors in the banking industry through a questionnaire survey, in order to understand whether three main leadership styles have different degrees of influence on the employees’ innovation behaviors and to investigate whether the psychological safety has a mediating effect. According to the results of this study, firstly, it was found that autocratic leadership has a negative impact on the psychological safety and employees’ innovation behavior; on the contrary, democratic leadership and laissez-faire leadership have positive impact on the psychological safety and employees’ innovation behavior, with democratic leadership being the most significant. Secondly, there is positive interaction between leadership styles, psychological safety, and employees’ innovation behaviors. Finally, psychological safety has no mediation between autocratic and employees’ innovation behaviors, has a complete mediation between democratic leadership and employee’s innovation behaviors as well as has a partial mediation between laissez-faire leadership and employees’ innovation behaviors. In conclusion, through the findings and recommendations of this study, it proposes to provide banking managers with a more empirical reference and basis for " foster talents " and to make adjustments in leadership practices to promote innovation within the bank as a whole, thereby increasing the competitiveness of the company.

並列關鍵字

Leadership Styles ； Auticratic Leadership ； Democratic Leadership ； Laissez-faire Leadership ； Psychological Safety ； Employee Innovation Behaviors ； Service Innovation Behaviors