組織情境因素與關係品質對員工創新行為之影響－以調節焦點為干擾變數

A Study of Organizational Contextual Factors and Relationship Quality Affect Employee Innovative Behavior: The Moderating Effects of Regulatory Focus

楊玉奇(Yu-CHi Yang)

指導教授 ： 蔡顯童 ； 林婷鈴

國立臺北大學/商學院/企業管理學系/博士(2015年)

摘要

有鑒於員工創新行為對提高工作績效與達成企業策略的效益，受到企業普遍的重視，且過往研究仍尚未釐清促進個人創新行為產生的因素，此現象引發本研究之動機。
回顧過往文獻，發現對於創新行為前置因素的探討仍缺乏有系統的架構，也相當欠缺以社會網絡理論為基礎的文獻。因此，本研究將前置因素區分為組織情境因素以及關係品質因素，並將個人創新的研究範疇擴展至組織認同，以補充過往文獻的不足。
此外，以往多用於工作與學習績效中介變數的調節焦點傾向，本研究轉而探討其對個人創新行為是否具有干擾效果，加強個人創新行為的心理學層面分析，使個人創新的理論內容更加完整。
本研究以台灣地區具有創新特色或能力的產業為主要研究對象，包括資訊硬體製造業、軟體設計、系統整合、機械製造、廣告、遊戲軟體開發、旅館飯店等，共計回收有效問卷315份。由於研究概念包含許多不易衡量的心理概念，故使用結構方程模式估計各因素間關係，使其更為準確合理。
實證結果顯示理論模式具良好配適度且假說均得到支持，且組織情境因素的整體影響力大於關係品質。組織認同與自我效能除了對獎勵制度無中介作用外，在企業聲望與員工創新間，以及在企業聲望、輔助服務與員工創新間，則有完全中介效果。調節焦點的干擾效果也獲得驗證，促進焦點具有強化組織認同與自我效能對員工創新的正向影響調節效果，預防焦點則會有弱化調節效果。本研究亦提擬策略意涵與後續研究建議，供管理實務與學術研究參考。

關鍵字

關係品質 ； 情境因素 ； 調節焦點 ； 員工創新

並列摘要

Whereas, the employee’s innovative behavior to be beneficial the performance increasing and the achievement of enterprise strategy, which to take the enterprise attention. Besides the past studies did not clairify the reasons how to advance the individual innovative behavior, this cause the motivation of our research.
Reviewed the past reference, we found the discussion on the antecedent factors of innovative behavior still lack a systemic framework as well as the reference which base on the social network theory. Therefore, we set the antecedent parted to the organizational contextual factor and relationship quality factor. In order to complement the past reference, we extend the research scale of individual innovation to organization identity.
Besides, in the past the mediators of working and learning performance were mostly used of regulatory focus. Our research is using the regulatory focus intentions as the moderator that makes the analysis of each variety effect the individual innovative behavior be more completed.
The mainly object of our research is the industry which has creating character or creating ability in Taiwan, include IT hardware producing, software designing, system integration, machine producing, advertising, games software development and hotel management, and collected 315 valid samples. We develop the suitable scale according to the reference. Since some of psychology concepts are not easily be evaluated, we use the structural equation model to estimate the relationship of each variety, so that the result will be more precisely and reasonable.
The empirical results showed that the model has proper fitness, and all the hypothesis have been well supported. Besides, the overall effect of organizational contextual factor is bigger than the relationship quality factor. The results of mediated effect examination reveal that organization identity and self efficacy have no mediated effect on reward, but have completed mediated effect on the relationship between business reputation and employee innovation, and the relationship between the business reputation, assistant service and self efficacy. We also confirmed the moderative effect of regulatory focus, promotion focus could enhance the positive influence between organizational identity, self-efficacy and employee innovation. On the contrary, prevention focus reduced it. Based on the study results, we also propose management strategy implication and suggest the future research direction as a reference for academic and practices.

並列關鍵字

Contextual Factors ； Regulatory Focus ； Employee Innovation ； Relationship Quality

參考文獻

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