員工的團隊自主性對創新行為影響之研究─以工作滿意度為中介變項

在競爭激烈、科技日新月異的的環境中，員工自主性與創新行為被認為是能夠讓組織保持活力，不被環境洪流淹沒的重要概念。透過賦予員工自主性，使組織中的成員得到一展長才的機會，而員工的創新行為能使組織能隨時檢視自身的狀態，並進一步進行調整與改善，透過這兩方面的影響，讓組織有能力去快速適應變遷的環境。員工自主性為組織成員在面對組織的任務時，在任務的執行上，能夠掌控的程度，但現在許多任務無法單靠個人的能力來解決，需要透過團隊力量才能完成目標。因此在自主性相關的探討上，本研究主要針對團隊能擁有的自主性進行討論。實現創新需要將行動力與想像力進行結合，創新行為指的是實現創新中的行動力。當團隊成員能感知到所在的團隊具有較高的自主性時，在心理上，成員會比較容易對於工作產生正面的想法。若成員對於現況產生新想法時，成員會因此有比較高意願對新想法進行嘗試。本研究旨在探討員工的團隊自主性對於創新行為的影響，並以工作滿意度作為中介變項，為達上述目的，本研究以電子產業中的技術研發與行銷企劃的團隊成員作為研究對象。研究方法採問卷調查法，於2017年9月至12月共回收有效問卷271份，而後將資料進行統計分析後，並提出以下結論。一、團隊自主性對於員工的創新行為有顯著正向的影響，其中以團隊工作方法自主性最為明顯。二、工作滿意度對於員工的創新行為有顯著正向的影響。三、團隊自主性對於員工的工作滿意度有顯著正向的影響，其中以團隊工作標準自主性最為明顯。四、工作滿意度對於員工所感知到的團隊自主性對於其創新行為的展現具有部分中介的效果。根據本研究的結果，團隊自主性中的團隊工作方法自主性與團隊工作標準自主性對於員工展現其創新行為的頻率的影響最高，若組織想增進員工出現創新行為，可以透過這提升團隊工作方法與工作標準這兩方面的自主性，但若想增加出現創新構想的頻率的話，可以先提升團隊工作方法與團隊工作時間方面的自主性。

關鍵字

員工自主性；工作自主性；團隊自主性；工作滿意度；創新行為

並列摘要

In a highly competitive environment, employee autonomy and innovative behavior are both considered as important concepts that keep companies and organizations surviving. With the autonomy given, members of the organizations have the opportunity to exercise their expertise. Employees' innovative behavior allow organizations to continuously adapt and reform themselves. Through both of them, an organization will be able to adapt itself to the rapidly changing environment. Employee autonomy is defined as the degree of which a member responsible for organizing a task has control over the execution of. But, many tasks do not only require the ability of the employees, but also the power of the team. So, this study focuses on the autonomy which a team has. Innovation requires the combination of imagination and execution. Innovative behavior is defined as the implementation of innovative execution. When the members of a team perceive a higher degree of team autonomy, they tend to harbor positive thoughts psychologically about the work. When members come up with new ideas, they are therefore willing to try new ideas. The purpose of this study is to explore the influence of team autonomy of employee innovation behavior in Taiwan's workplace. Job satisfaction is used as a mediator. To achieve the aforementioned objectives, this study targets the team members in the RD&D and the marketing planning of the electronics industries as participants. From September to December 2017, 271 effective questionnaires were collected. Through statistical analysis of the effective questionnaires, the following conclusions were obtained: 1. Team autonomy perceived has a significant positive impact on employee’s innovative behavior, among which the autonomy of teamwork method is the most obvious. 2. Job satisfaction of employees has a significant positive impact on employees’ innovation behavior. 3. Team autonomy has a significant positive impact on job satisfaction of employees, among which the autonomy of teamwork standard is the most obvious. 4. Job satisfaction of employees acts as a mediator of team autonomy between employees and their innovative behaviors. According to the results of this study, teamwork method autonomy and teamwork standard autonomy have the highest impact on the frequency with which employees demonstrate their innovative behavior. If organizations look forward to promote innovation behaviors, the increase of autonomy of teamwork method and teamwork standard are highly recommended. If organizations want to stimulate more innovation ideas, team's work methods and team's job scheduling autonomy can be improved to begin with.