高科技產業團隊創新與組織創新關連性之研究 ─組織文化節制效果之驗証

A study of the relationships between team innovation and organizational innovativeness in Hi-Tech industry —confirmation of OC moderator effect

葉志銘(CHIH-MING YEH)

指導教授 ： 劉家銘

長榮大學/管理學院/高階管理碩士在職專班(EMBA)/碩士(2010年)

摘要

台灣高科技產業的『創新』模式，一直是企業發展的重要指標，面對國際環境的巨變，高科技產業的營運模式受到了嚴重考驗；為了因應這些迎面而來的挑戰，企業成長與生存，取決於能否提出新創意、新產品及新服務的構想以滿足舊有的顧客並創造新的顧客。隨著環境逐漸地複雜化、產品的科技化、需求的客製化，正是考驗企業反應速度；然而組織經營的成功，團隊往往能透過其內部運作方式，加上組織文化屬性，以改革企業內部，創造新穎思考，讓工作產生更具效果的創新模式，進而對組織產生重要的貢獻。
本研究經由文獻探討及嚴格的統計分析，編製出具有良好信度與效度之『團隊創新量表』、『組織文化量表』與『組織創新量表』，並以台灣高科技產業之企業內部員工為施測對象，採取立意抽樣方式共發出215份問卷，共計回收有效問卷190份，有效回收率為75%，並應用變異數分析、迴歸分析、層級迴歸分析等統計方法驗證本研究之假設，根據統計分析結果歸納出研究結論如下：1.團隊創新對組織創新有顯著正向關係，且能產生顯著正向影響；2.組織文化對組織創新有顯著正向關係，且能產生顯著正向影響；3.團隊創新會因組織文化之節制干擾效果對組織創新產生顯著正向影響。最後就本研究之結論與管理意涵作深入探討，並呈現具體之研究貢獻與實務建議，以供學術界與企業界參酌。

關鍵字

團隊創新 ； 組織文化 ； 組織創新

並列摘要

The “innovation” model in high-tech industry in Taiwan has always been an important index for enterprise development. Facing the tremendous changes in international environment, the operating model of high-tech industry was been seriously challenged. In order to deal with these challenges, the growth and survival of enterprises was determined by whether the enterprises could come up with new ideas, products or services to satisfy the original customers and create new customers. With the gradually complicated environment, development of technology-based product and customization of demand, these factors challenged the reaction speed of enterprise. However, the success of organizational management usually depended on their management team, taking use of internal operation, with considering the organizational cultural attributes to reform the enterprise and create novel thoughts, and thus create a better innovation model.
Through literature review and strict statistical analysis, this research came up with “team innovation scale”, “organizational culture scale” and “organizational innovation scale” with good reliability and validity, to deliver 215 questionnaires through purposive sampling from employees in Taiwan’s high-tech industry, 190 valid portions recycled with a valid recycle rate of 75%. Further, this research adopted ANOVA, regression analysis, and hierarchical regression analysis to verify the assumptions in this research. According to statistical results, following research conclusions were gained: 1. Team innovation had significantly positive relationship on organizational innovation, and may incur significantly positive effects, 2. Organizational culture had significantly positive relationship on organizational innovation, and may incur significantly positive effects, 3. Team innovation would have significantly positive influence on organizational innovation through mediating effect of organizational culture. In the last part, this research conducted deep discussion on conclusions and managerial implications, as well as presented concrete research contributions and practical recommendations for academic field and practitioners.

並列關鍵字

Team Innovation ； Organizational Culture ； Organizational Innovation

參考文獻

5. 吳靜吉、丁興祥、邱皓政主編（民91）。創造力的發展與實踐。台北市：五南。

7. 杜明城(民88譯)。創造力。原著：米哈里．契克森米哈賴（Mihaly Csikszentmihalyi）。台北市：時報。

10. 莊立民(民91)。組織創新模式建構與實證之研究。國立成功大學企研所博士論文，未出版，台南市。

14. 葉玉珠(民89)。「創造力發展的生態系統模式」及其應用於科技與資訊領域之內涵分析。教育心理學報，第32卷第1期，頁95-122。

15. 黃雯蓉(民91)。組織特性與工作特性對員工創造力的影響─以行銷相關工作為例。國立成功大學企業管理學系碩士論文，未出版，台南市。