本研究旨在探討科技校院系所主管組織承諾、創新工作行為與破壞式創新的關係。為達成本研究目的,以問卷調查法進行,發放對象為截至102學年度通過工程及科技教育認證仍在有效期間內之科技校院系所主管,以分層比例方式發放142份問卷,回收124份問卷,皆為有效問卷,有效回收率為87.32%。統計方法為描述性統計、獨立樣本t檢定、單因子變異數分析、階層迴歸分析、Sobel test中介效果檢定,乃獲致以下結論: 一、科技校院系所主管之組織承諾、創新工作行為及知覺破壞式創新表現達中高程度。 二、國立科技校院系所主管組織承諾之留任傾向優於私立學校。 三、高知覺破壞式創新系所主管在組織承諾及創新工作行為其表現優於低知覺破壞式創新系所主管。 四、科技校院系所主管之組織承諾及創新工作行為對創新工作行為皆具顯著正向預測力。 五、科技校院系所主管之組織承諾透過知覺破壞式創新的中介影響創新工作行為。
The goal of the study is to explore relationship among organizational commitment , innovative work behavior and disruptive innovation. To achieve the aim of this study, we used the questionnaire approach and resorted to stratified cluster random sampling on department chairs in the universities of technology. The questionnaires were 142 questionnaires in total and 124 questionnaires were returned. There were all valid questionnaires and the effective return rate is 87.32%. The statistical methods employed are descriptive statistics, one sample t-test, independent sample t-test, multiple regression analysis, and Sobel test. The conclusions reached are as follows. 1.Department chairs organizational commitments, innovative work behaviors , and disruptive innovation reach a medium-high level for department chairs in the universities of technology. 2.State schools department chair show better tendency to stay of organizational commitment compared with private schools department chair. 3.High level disruptive innovation department chair show better organizational commitment and innovative work behavior compared with low level disruptive innovation department chair. 4.The various layers of organizational commitments and innovative work behaviors of the various layers of disruptive innovations show significant positive predictions. 5.The variable-the extent department chair disruptive innovations an intervening effect on the relationship between organizational commitment and innovative work behavior.
為了持續優化網站功能與使用者體驗,本網站將Cookies分析技術用於網站營運、分析和個人化服務之目的。
若您繼續瀏覽本網站,即表示您同意本網站使用Cookies。