在產業環境的改變與資訊科技的快速進步,組織的核心競爭優勢已由品質與資源移轉為創新,消費者對於產品、服務的要求日漸提升,因此企業唯有不斷創新,因應市場需求,改善工作流程與產品,藉此維持企業競爭優勢。 創新工作行為意指在工作場所、角色或組織中產生新的觀點,進而推廣與實現,並且此行為對於組織與工作上的表現是有益的(Kanter, 1988)。而企業中創新乃是源自於員工,即是由單一個人來發展、推廣並執行該觀點(Van de Van, 1986)。個人吸收能耐意指組織對於外界新知識的辨識,加以吸收,並且將此知識應用於新產品或商業目的上的能力(Anne ter Wal, 2011),因此本研究將討論及研究,員工的個人吸收能耐和創新工作行為的關係進行探討,其次,動機是影響個人行為的因素,故亦探究調節焦點是否會影響個人吸收能耐和創新工作行為之間的關係。 本研究以問卷調查法,蒐集台灣地區上班族群為樣本對象,並收回587份,透過SPSS將個人吸收能耐、創新工作行為、調節焦點進行迴歸分析。根據分析的結果,在管理實務上提出可行的建議來提升組織的創新工作行為,進而為企業帶來競爭優勢,達到創新的最終目的。
Innovative work behavior is defined as an individual’s intention and behavior to create, promote, and realize new ideas in the workplace for the purpose of work improvement, as well as process, product, or service innovation (Scott & Bruce, 1986; Janssen, 2000). Individual level absorptive capacity, however, is one of factors which haven’t been examined. Individual level absorptive capacity is defined as an individual’s ability to recognize external knowledge, transform external knowledge into a format that is usable by the workplace (Anne ter Wal, 2011). This study argues that individual level absorptive capacity will positively influence employee innovative work behavior. Furthermore, the study attempts to examine the moderating effect of regulatory focus toward employee will moderate the relationship between individual level absorptive capacity and innovative work behavior. This study adopts cross-sectional research design, and uses questionnaires to collect data from full-time employees in Taiwan. Regression analysis will be used for model testing