創新育成企業的組織公正、工作生活品質、組織信任、 頁數：336 企圖心與創新行為關係模式之研究

A Study of the Relationship Model among Organizational Justice, Quality of Work Life, Organizational Trust, Thriving, and Innovative Behavior in Innovative Incubation Enterprises

葉幼梅(Yu-Mei Yeh)

指導教授 ： 張仁家

國立臺北科技大學/人文與社會科學學院/技術及職業教育研究所/博士(2011年)

https://doi.org/10.6841/NTUT.2011.00717

摘要

隨著各國極力推動與發展企業育成政策之際，過去與育成企業創新有關之議題，多將研究焦點集中於國家創新系統、區域經濟發展、科技發展、創新策略、研發、技術、資源、社會資本等方面，較缺乏組織行為與人力資源管理的討論。為釐清創新育成企業創新行為之激勵特性，本研究旨在探討組織公正、工作生活品質、組織信任、企圖心與創新行為間之關係模式，以厚植創新育成企業創新行為的理論基礎。本研究採問卷調查法，以全國育成企業管理者為研究對象，針對回收的有效問卷353份，以LISREL進行驗證性因素分析，以及驗證整體理論關係模型與研究假設。研究結論有三，第一，組織公正對創新行為具有直接的負向效果，但會透過組織信任或企圖心的影響，而對創新行為產生間接的正向效果；第二，工作生活品質對創新行為具有直接的正向效果；第三，組織信任對創新行為具有直接的正向效果。根據研究結論提出三項研究建議，第一，發展彈性與靈活的公正制度，以促動創新育成企業的創新行為；第二，建立富有挑戰與生活平衡的工作環境，提升工作生活品質，以促進創新行為；第三，強化人際關係的管理，提升組織信任，以增進創新行為。對此，本研究亦提出相關理論與實務意涵，以供後續研究與實務應用之參考。

關鍵字

組織公正 ； 工作生活品質 ； 組織信任 ； 企圖心 ； 創新行為

並列摘要

While countries around the world have promoted and developed business incubation policy, previous studies focused more on the national innovation system, regional economic development, technological development, innovation strategy, research and development, technology, resources, social capital, etc. There is a research gap of organizational behavior and human resource management for the issue. This study examines how organizational justice, quality of work life, organizational trust and thriving drive all employees’ innovative behaviors in the workplace, and their relationship model in order to clarify motivational characteristics in incubation enterprises’ innovative behavior.

The research utilized the survey questionnaire approach and sampled high-level leaders from the innovative incubation enterprises. Furthermore the total number of valid return was 353 and valid return rate was 48.36%. The research analyzed construct measurement model and full model through confirmatory factor analysis (CFA) and structural equation modeling (SEM) by using LISREL 8.54.
The major findings and main conclusions of structural equation modeling (SEM) were summarized as following: first, there was a significant negative effect between organizational justice and innovative behavior directly. But there was a significant positive effect between organizational justice and innovative behavior indirectly via either organizational trust or thriving. Second, there was a significant positive effect between quality of work life and innovative behavior directly. Third, there was a significant positive effect between organizational trust and innovative behavior directly. Based on the results of this research and conclusion, the several suggestions and theoretical and practical implications for all employees’ innovative behaviors at work were discussed. Suggestions and implications for future research and practical application for reference were provided.

並列關鍵字

organizational justice ； quality of work life ； organizational trust ； thriving ； innovative behavior

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