隨著經濟快速發展,如何有效地激發員工想像力與創造力及引領員工創新行為是現今管理者關切的焦點之一。本研究由轉換型領導的觀點出發,驗證轉換型領導對員工創新行為的影響,以及組織學習與工作投入在轉換型領導與員工創新行為關係間的中介角色,同時也考量組織創新氣氛對轉換型領導、組織學習、工作投入與員工創新行為關係間之干擾效果。研究對象以南部科學園區光電、積體電路、精密機械、電腦周邊、通訊及生物科技等產業中的中高階主管及其直屬部屬配對樣本方式進行問卷調查, 共回收有效廠商 21家,主管54位,員工511位,同時以跨層次分析(HLM)及結構方程模式(SEM)進行模式驗證並做結果差異性之比較。 本研究結果顯示:轉換型領導正向顯著影響員工創新行為,而兩者之間的關係會受到組織學習與工作投入的中介效果影響,其中,相較於組織學習之間接效用,工作投入所扮演的中介角色則相對重要許多。研究也發現當組織創新氣氛愈高,轉換型領導對組織學習的影響、以及工作投入對員工創新行為的影響效果也愈大,然而,轉換型領導對工作投入的影響在組織創新氣氛較低時比較顯著。
With the rapid economic development, how to effectively stimulate employee’s creativity and innovation behavior becomes the main concern for most managers. This study from the viewpoint of transformational leadership, verify that the influence of transformational leadership on employee’s innovative behavior and organizational learning and work engagement mediated the relationship between transformation leadership and employee’s innovative behavior as well as the moderating effect of organizational innovation climate on the above relationships. This study targets on executives and their subordinates by paired samples within the Southern Taiwan Science Park and a total of 21 useful firms collected, including 54 managers and 511 employees. To evaluate research model by using hierarchical linear modeling (HLM) and Structure Equation Modeling (SEM) and do the comparison with the analysis results. The results indicate transformational leadership has a significant positive effect on employee’s innovative behavior, and organizational learning and work engagement mediated the positive relationship between transformational leadership and employee’s innovative behavior, which, compared to the indirect effect of organizational learning, work engagement plays relative importance of mediation role. This study also found that the higher the organizational innovation climate , the greater the effect of transformational leadership on organizational as well as the greater effect of work engagement on employee’s innovative behavior. However, there’s a significant effect of transformational leadership on work engagement, when the organizational innovation climate is low.