團隊成員創新行為探討：以新產品開發為例

Innovative behavior in new product development: An investigation of leader-focused, member-focused, organization-focused factors.

張瑋倫(WEI-LUN CHANG)

指導教授 ： 蔡顯童

國立臺北大學/商學院/企業管理學系/碩士(2012年)

摘要

企業越來越重視員工個人創新，過去的研究發現諸多的激勵機制能影響員工創新行為，包括：創意訓練、外在獎酬、社會交換。本研究欲了解創意自我勝任感與個人創新行為間，會受哪些個人因素和環境因子的影響，此研究可給予企業於培育創新人才時，一個明確的方向與機制。
問卷發放於台灣有創新需求的產業，包括資訊科技業、資訊服務業、廣告業、和電機開發業共8間公司，受測者包括155位員工、37位主管。經過分析後，我們發現主動人格特質會正向影響創新自我勝任感；員工與主管、同事之間的社會互動會負向調節主動人格特質和創意自我勝任感間的關係；而外在獎酬會有正向的調節作用於創意自我勝任感和個人創新行為。

關鍵字

個人創新 ； 主動人格特質 ； 創意自我勝任感

並列摘要

In order to improve employee creativity in the new product development process, many firms offer a lot of motivated programs: creative training and extrinsic rewards. Moreover, according to social cognitive theory, leader-member exchange (LMX) and team member exchange (TMX) are also usual methods to facilitate employee devoting in individual innovation.
We examined the relationship between creative self-efficacy and individual innovation. Furthermore, we identified personal and situational variables—proactive personality and leader-member exchange, team-member exchange, creative training, and extrinsic rewards—and examined their effects on individual innovation through creative self-efficacy.
Using survey data from employees (N=155) and their supervisors (N=37) in the new product/service development companies (N=8) in Taiwan, we found that proactive personality was significantly associated with creative self-efficacy. LMX and TMX moderated the connection between proactive personality and creative self-efficacy, whereas extrinsic rewards moderated the link between creative self-efficacy and individual innovative behavior.

並列關鍵字

Individual innovation ； Proactive personality ； Creative self-efficacy

參考文獻

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