內部創業精神對員工價值共創之影響 以個人與工作適配度與團隊適配度為中介變項

面臨市場型態改變與國際競爭激烈的挑戰，組織具備內部創業精神來激勵員工進行價值共創是一個重要的關鍵因素，因此本研究欲探討在臺灣企業的內部創業精神如何影響員工價值共創，以及透過哪些關鍵中介角色來刺激員工價值共創之行為。本研究所探討之內容分為三部分。首先，探討組織層次之內部創業精神對個體層次之員工價值共創是否具有正向影響(H1)。第二部分，探討個體層次之個人與工作適配度在組織層次之內部創業精神與個體層次之員工價值共創是否具有中介效果(H2)。第三部分，探討個體層次之個人與團隊適配度在組織層次之內部創業精神與個體層次之員工價值共創是否具有中介效果(H3)。本研究建立橫跨組織與個體兩個層次的模型，以階層線性模型進行跨層次的分析，研究結果顯示個體層次之工作適配度與團隊適配度在組織層次之內部創業精神與個體層次之員工價值共創具有中介效果；而組織層次之內部創業精神對個體層次之員工價值共創則不具有正向影響。本研究對象為臺灣企業的員工，問卷共計發放391份，有效問卷則為335份，有效問卷回收率為85.7%。本研究貢獻分為三個部分。第一，本研究整合組織與個體層次，主張組織層次之內部創業精神可以有效刺激個體層次的員工價值共創。第二，本研究在組織與員工行為之關係中，探討組織層次的內部創業精神，透過個體層次之個人與工作適配度或個人與團隊的適配度的中介效果，使員工感知個人與工作或團體的適配程度，如何刺激員工價值共創。第三，以方法論而言，本研究認為影響員工價值共創及組織內部創業精神的因素來自不同層次，因此採用階層線性模型並加入中介因子進行跨層次分析，以精確衡量組織與員工之間的關係。

關鍵字

員工價值共創；內部創業精神；個人與工作適配度；個人與團隊適配度；階層線性模型

並列摘要

In the face of changing market and the challenge of intense global competition, it’s essential to have intrapreneurship in an organization to foster employee value co-creation. This study attempts to investigate how intrapreneurship stimulates employee value co-creation behavior via key mediators within the Taiwanese corporations. The study is divided into three parts: First, we examine whether there is a positive effect of organizational-level intrapreneurship on individual employee value co-creation behavior (H1). Second, we examine the mediating effect of individual personal-job fit in the relationship between organizational-level intrapreneurship and in the individual employee value co-creation behavior (H2). Third, the mediating effect of individual personal-group fit in the relationship between organizational-level intrapreneurship and in the individual employee value co-creation behavior (H3). This study establishes a model across organization and employee levels, in order to explore how organizational-level intrapreneurship stimulates individual employee value co-creation behavior through the key mediating roles of individual personal-job fit, and individual personal-group fit. The present study adopts hierarchical linear model to assess the hypotheses. In total, 391 surveys were distributed, and a total of 335 valid samples were retrieved from companies in Taiwan (a valid response rate of 85.7%). The contribution of this study can be divided into three aspects. Firstly, we integrated the organizations and employees into a two-level framework, and we propose that organizational-level intrapreneurship can stimulate individual employee value co-creation behavior. Secondly, we showed that individual personal-job fit and personal-group fit is a newly found key mediator in the relationship between organizational-level intrapreneurship and individual employee value co-creation behavior. We demonstrated the importance of employee perceptions of fit to job or fit to group that may influence employee value co-creation behavior. Thirdly, we employed hierarchical linear modeling with mediator to analyze the hypotheses through a cross-level approach. Hierarchical linear modeling analyzed the cross-level relationships between the organization and employee level effectively and accurately.

並列關鍵字

Employee value co-creation ； Intrapreneurship ； Person-job fit ； Person-group fit ； Hierarchical linear modeling (HLM)

參考文獻

Adkins, C. L., Ravlin, E. C., & Meglino, B. M. (1996). Value congruence between co-workers and its relationship to work outcomes. Group & Organization Management, 21(4), 439-460.

Google Scholar

Alpkan, L., Bulut, C., Gunday, G., Ulusoy, G., & Kilic, K. (2010). Organizational support for intrapreneurship and its interaction with human capital to enhance innovative performance. Management Decision, 48(5), 732-755.

Google Scholar

Antoncic, B., & Hisrich, R. D. (2001). Intrapreneurship: Construct refinement and cross-cultural validation. Journal of business venturing, 16(5), 495-527.