本研究以醫療產業中醫院的人力資源部門從業人員為研究對象,並採隨機抽樣方式選出150家醫院且每家醫院發放三份問卷。共回收112家醫院問卷共計336份,扣除6家醫院無效問卷18份後,本研究共計有效問卷106家醫院318份問卷,有效回收率為71%。 本研究以跨層級之觀點探討醫院組織文化於人力資源從業人員主動性人格特質與創新行為間之調節效果,研究結果發現醫院人力資源從業人員的主動性人格特質對於創新行為構面之創新構想產生及創新構想執行皆具有正向的影響效果,尤其人力資源從業人員個人「年齡」統計變項對於創新構想產生具有顯著的影響;而「年齡」及「教育程度」統計變項對於創新構想執行具有顯著的影響。且研究結果發現醫院組織文化對於創新行為構面之創新構想產生及創新構想執行亦具有正向的脈絡效果;另透過斜率模式發現,醫院組織文化於主動性人特質與創新行為間並不具有跨層級調節效果,顯示醫院人力資源部門從業人員本自具有的主動性人格特質並不會因為組織文化或外在環境而影響創新行為的展現與執行。
The purpose of the study is to investigate the moderating effect of organizational culture on the relationship between proactive personality and employee innovative behavior through the perspective of cross-levels among HR division of hospitals. In this study, research targets were HR practitioners in hospitals. Data were collected by convenient sampling from 150 hospitals. Based on the need of cross-levels analysis, 106 hospital questionnaires and 318 HR practitioner questionnaires were collected with 71% of return rate. The research found that proactive personality positively effects on both of the dimensions of innovative behaviors in terms of innovative ideas production and innovative ideas implementation. In addition, of human resource practitioners, individuals’ age and education have significant association with innovative ideas implementation. Organizational culture also positively impacts on innovative ideas production innovative ideas implementation. However, organizational culture of hospitals does not significantly moderate the relationship between proactive personality and innovation behavior. The results indicated that HR practitioners’ innovation behavior drives from proactive personality without consider the impact of external environment.