知識分享、領導者-部屬交換與心理契約對主題樂園工作團隊員工創意提升所扮演的角色：台灣之實證研究

由產值創造的角度而言，觀光旅遊業無異是全世界最大的服務產業。觀光旅遊產業的發展為觀光旅遊以及休閒業帶來了新的想法、理論以及實務的應用，因而吸引了眾多的研究者以及實務從業人員投入探討，使觀光旅遊等領域的相關議題成為當前的研究趨勢。然而，觀光旅遊產業競爭激烈，如何持續其創新性、刺激性及想像性以維持對顧客的吸引力，成為其存續與否之關鍵。持續性競爭優勢的建立有賴於組織的創新，而創新的泉源來自於員工的創意。基此，本研究由個人、跨層次以及團隊等三個不同層次角度探討研究變項間的關係。在個人層次，探討知識分享、領導者-部屬交換與員工心理契約如何影響員工創意; 在跨層次部分，實證多層次模式中團隊知識分享、領導者-部屬交換以及員工創意等變項間之關係；最後，在團隊層次，探討團隊知識分享、團隊創意與團隊創新三者間的關係。主題樂園為觀光旅遊產業重要的一環，創意與創新是其生存之關鍵。本研究對象為台灣一個大型的主題樂園，研究資料為43個工作團隊及所屬成員(包含43 位團隊領導者與215位團隊成員)。研究結果顯示，在個人層次，員工透過知識分享能夠增進上司與部屬間的關係品質，進而提升個人創意能力，而此一關係會受到心理契約的調節;在跨層次模式，團隊知識分享能夠增進上司與部屬間的關係品質，進而提升個人創意能力;最後，在團隊層次，分析結果顯示團隊知識分享有助於提升團隊創意，但團隊創意對團隊創新並不具有顯著之相關性。

關鍵字

知識分享；領導者-部屬交換；員工創意；心理契約；團隊創新；調節中介模式；多層次模式；主題樂園

並列摘要

There is no doubt that tourism industry is the world’s largest service industry in terms of gross revenue. The development of tourism industry has brought new ideas, theory and practical application for tourism, leisure, and hospitality industry and attracted many researchers and practitioners. Therefore, related tourism issues are becoming research trend. To build organization’s sustainable competitive advantage depends on organization innovation and the source of innovation is individual’s creativity. Based on this, the present study investigated the relationships among variables from three levels of individual, multi and team. At the individual level, to explore how knowledge sharing, leader-member exchange, and psychological contract affect employee creativity; at the cross-level, to explore the relationships among team knowledge sharing affects leader-member exchange and employee creativity; finally, to explore the relationships among team knowledge sharing, team creativity, and team innovation at the team level. Theme park industry is an important part of the tourism industry which needs creativity and innovation to survive. This study use data from 43 team leaders and 215 team members in a theme park in Taiwan, who are engaged in offering creative and innovative customer services. The results showed that, at the individual level, employees knowledge sharing enhanced the relationship quality between supervisors and subordinates, which in turn promoted their creativity; In addition, the psychological contract played a moderated role in moderating the mediation relationship among knowledge sharing, leader-member exchange, and employee creativity. At the cross-level, the study found team knowledge sharing enhanced the relationship quality between supervisors and subordinates, which in turn promoted their creativity. Finally, at the team level, the analysis showed that the team knowledge sharing improved team creativity; however, team creativity did not have a significant correlation with team innovation.

並列關鍵字

Knowledge Sharing ； Leader-member Exchange ； Team employee creativity ； Psychological Contract ； Team Innovation ； Moderated mediation model ； Multilevel model ； Theme Park

參考文獻

Agars, M. D., Kaufman, J. C., & Locke, T. R. (2008). Social influence and creativity in organizations: A multi-level lens for theory, research, and practice. In Multi-level issues in creativity and innovation (pp. 3-61). Emerald Group Publishing Limited.

Aggarwal, U., & Bhargava, S. (2009). Reviewing the relationship between human resource practices and psychological contract and their impact on employee attitude and behaviours: A conceptual model. Journal of European Industrial Training, 33(1), 4-31.

Ali Chughtai, A. (2016). Can ethical leaders enhance their followers’ creativity? Leadership, 12(2), 230-249.

Amabile, T. M. (1983). The social psychology of creativity: A componential conceptualization. Journal of Personality and Social Psychology, 45(2), 357.

Amabile, T. M. (1988). A model of creativity and innovation in organizations. Research in Organizational Behavior, 10(1), 123-167.

國際替代計量

知識分享、領導者-部屬交換與心理契約對主題樂園工作團隊員工創意提升所扮演的角色：台灣之實證研究

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