摘 要 創新可以使企業能夠更快地滿足顧客的需求,也能為企業與顧客創造更多的附加價值。因此,企業必須持續創新才能生存,也才能進一步的掌握競爭優勢。回顧以往對於組織創新績效的研究,較少針對組織內部成員的互動關係所產生的影響進行研究。然而,組織創新脫離不了成員之間的互動關係。因此,透過社會網絡互動觀點,瞭解組織成員的網絡關係,是否對個體的創新績效產生影響,實為理論與實證急待釐清的缺口。 本研究運用社會網絡的觀點與分析方法,以國內某汽車公司生產部門為研究對象,探討組織內部衝突網絡對組織個體自我效能的影響,進而瞭解其對組織創新績效所產生的影響。研究變項選擇衝突網絡中心性與衝突網絡密度為組織衝突網絡特性之範疇。 實證研究結果發現:1.成員在功能性衝突網絡的中心性與網絡密度與個體自我效能具顯著性正向關係。2.成員在情感性衝突網絡的中心性與網絡密度與個體自我效能具顯著性負向關係。3.個體的自我效能對創新績效有顯著性正向影響。 關鍵字:組織創新、自我效能、社會網絡、網絡中心性、網絡密度
Abstract Innovation helps business quickly meet the needs of customers and creates much more value for business and customers. Thus, business must keep on innovation to survive and furthermore hold the competitive advantage. Reviewing back the present the past researches on organizational innovation hardly can find the study focus is related on interaction relationship among organization employees. Nevertheless, organization innovation can not be reached without the interaction of internal employees. Therefore, understanding the influence of interaction on the performance of employee innovation within organization has become the black box of academic and practical arenas. This study, by social network approach and subjects form a manufacturing department of a motor corporate in Taiwan, empirical test the impact of conflict network on employee’s self-efficacy and further performance of innovation. Research variables about conflict network include centrality and density of the conflict network. The results show: first, the centrality and density of functional conflict network have significantly positive impacts on self-efficacy of the employee, secondly, the centrality and density of emotional conflict network have significantly negative impacts on self-efficacy of the employee, and finally, the self-efficacy has positive impact on performance of employee’s innovation. Key words:Organization Innovation, Self-efficacy, Social Network, Network Centrality, Network Density